Q1. Human Resource Management
Human Resource Management is a concept widely used in mostly every big small organisation. HRM is all about management and development of “People” of an organisation. It is related with selecting right people into the right job and their training and development. Human Resource Management (HRM) is the capacity inside of an association that concentrates on requirement, administration of, and giving proper trainings to the individuals who work in the organisations.
HRM is the hierarchical function that is related with issues related with individuals, for example, pay, safety, good management or administration, organisation 's progress, wellbeing, health etc.
HRM is likewise a vital and far reaching way to deal
…show more content…
- Requirementplanning.
- Conducting job interviews.
- Preparing training programs for employee’s career growth.
- Providing necessary instructions to employees, related to code of conduct, laws, health and safety etc.
- Issuing warning notices and other instructions.
- firing
Role and Importance of Human Resource Management in Operational context.
Performing operationally, HR staff individuals are the top-level managers. The major tasks they achieve are highly visible in the organisation, because they are centredon the day by day work issues attributed to the continuous needs of teams in an organisation. Some of the examples of operational HR management are:
- Hiring
- Interviews
- Requirement
- Risk Management.
Better handling of Serious issues - Operational Human Resource Management incorporates the administration of employees ' remuneration issues, medical advantages and compensations.
Helps in preparing bettertraining programs- It can include workers counselling and training programs, preparing reward programs for workers, and creating certain programs to engage employees together, so that they can feel like a
…show more content…
Human Resource management is very effective concept that helps to improve organisational efficiency and effectiveness in terms of organisational goals. Following are the key points of Human Resource Management those helps in improving organisation’s effectiveness and efficiency to successfully achieve organisational goals:
- Compensation and Reward Systems –compensations and reward systems in HRM are designed for employee advancement and raising inspiration and motivation with the reason for accomplishing better and more productive results. in this system, to achieve bigger goals, small objectives or we can say that short term goals are set and employees get rewarded on achieving there short term goals. Itminimizes the risk of errors or low productivity as well. The main motive of this system is to make employees happy and motivated and increase overall productive and work quality of an organisation.
- Maintain organisational Harierchy– HRM helps to maintain harierchy in an organisation. Every employee has a given position and they know what their job responsibilities are. This system minimizes the confusion of work allocation. So, by this, Employees only do jobs allocated to them results in better performance and successful achievement of their organisational
Reward and recognition has to be promoted for small and large achievements. An effective reward’s program keeps employees engaged, dedicated, and committed to the organization.
The research question is the first and foremost initial step in the research process, because it defines the expected outcomes and drives the project design. So it should be clear and concise once the research question is formulated, the next is defining the terms and concepts used in the research process. A literature review is needed to clarify issues, gives an understanding to the researcher how others have formulated similar research questions and defines concepts.
This HR function involves arranging training with outside training providers or designing and running internal training courses. These can include Health and Safety, Customer Services and team leadership training to name a few. New employees will receive induction training, which will help them to obtain information on the organisation they will be working for as well as learning important aspects of their job roles. Analysis of training course attendance, evaluations and feedback will be performed to recommend actions to improve future training. Training and development can lead to improved profitability for an organisation and assist employees to obtain new and enhanced
In the past HR job responsibilities consisted of a basic role of dealing with employees and administrative assignments. For example, human resource managers primarily concentrated on calculating personal and sick days of workers and payroll. However, times have changed many HR specialists have various roles to perform and departments to operate. Usually, these individuals must balance their enthusiasm for the workforce as well as the organization who is their employer. Nevertheless, when fresh challenges arise and organizations must implement new programs or procedures the HR manager is the first to usher in the tide of change.
At my organization, the City, managers look to HR to provide effective staff. Managers at the City are often employees who have worked their way up the career ladder and achieved promotions through proven skill, education and ability. They are not schooled in the field of human resources. The managers rely on HR to help satisfy staffing needs for departments and to help determine how best to use existing human assets. HR can determine if existing staff can be used, create a business case for a new position or job description and develop processes for identifying suitable employees. The expectation is that HR be able to identify qua...
Changing the Roles. Traditionally, HR has been an administrative position — processing paperwork, benefits, hiring and firing, and compensation. However, recently HRM has moved from a traditional to a strategic role, with the emphasis on catering to the needs of consumers and workers. Before, HR was seen as the enemy and employees believed that HR’s main purpose was to protect management. Now, the position requires HRM to be more people-oriented and protect their human capital, the staff.
HRM – Staff have access to executives and CEO – a culture/ philosophy of treating employees well and a reputation as a great place to work. Company profit sharing, high productivity of people and rapid advancements
Human resource management (HRM) encompasses the activities of acquiring, maintaining, and developing the organization's employees (human resources). "The traditional view of these activities focuses on planning for staffing needs, recruiting and selecting of employees, orienting and training staff, appraising their performance, providing compensations and benefits, and making their career movement and development." HRM involves two aspects:...
It seems that HRM is so crucial to the organization, for what it does has nearly covered all aspects of the business – from strategic planning to the training and development, but unfortunately, its importance has not been accepted by everyone. As proposed by Morton, C, Newall, A. & Sparkes, J. (2001) there are three different views of HR function within the...
An organizational human resources department utilizes the hiring and firing process to meet the organization’s personnel needs. Organizational human resource departments are charged with the oversight of an organizations administration department. The practice of hiring and firing people is a process employer’s conducts on a daily basis. This process has to be done in a proper manner and not in haste. The implication that can occur from the improper hiring and firing process could and can have a positive or negative impact on an organization. Therefore, employers must carefully evaluate their decision to hire/fire individuals and its impact on the organizations’ workplace environment and others employees. Human Resource Management is important for an effective organization. In today’s organization, HRM is valuable to the organization because of increase legal complexities and its known for improvement in productivity. However, management should realize that poor human resource management could result in an outburst of hiring process followed by firing or layoffs. According to (Satterlee 2013, p. 194), “Hiring the best candidate who is also a good fit for the organization is crucial for the success of an organization, because a poor hiring decision will have repercussions across the entire organization”. Satterlee made a valid point because poor hiring could have an impact on the bottom line performance of the firm. In other words, HRM is the contributing factor to the success of the organization including motivating and maintain the staffs. The purpose to the motivation is to ensure that all employees grow to a full potential. According to (Sims 2006, p. 5), “HRM efforts are planned, systematic approaches to increasing organizati...
Human Resource Management (HRM) can be defined as “the set of programs, functions, and activities designed and performed in order to capitalize on both employee as well as organizational effectiveness. It is a management function that helps organization in recruiting, selecting, and training, developing and managing
Will facilitate the employees to get a better understanding of the working of the company.
Defining the research problem (questions) is the first step in the research process. This means to define the problem to be researched and what we want to find out. It is also important to determine whether it starts from some existing theories or hypotheses. The research is conducted to prove whether or not these assumptions are true.
Human Resource Management (HRM) is fundamentally another name for personnel management. It is the process of making sure the employees are as creative as they can be. HRM is a way of grouping the range of activities associated with managing people that are variously categorised under employee relations, industrial/labour relations, personnel management and organisational behaviour. Many academic departments where research and teaching in all these areas take place have adopted the title department of human resources management. HRM is a coordinated approach to managing people that seeks to integrate the various personnel activates so that they are compatible with each other. Therefore the key areas of employee resourcing, employee development, employee reward and employee involvement are considered to be interrelated. Policy-making and procedures in one of these areas will have an impact on other areas, therefore human resources management is an approach that takes a holistic view and considers how various areas can be integrated.
1. Define human resource management. What critical human resource management functions must be performed regardless of the organizations size? (Up to 10 pts.)