Organizing People in Business
Human resource management is the responsibility of using and
developing the organisation’s personnel in the most productive way.
The basic functions of human resource management are; workforce
planning, recruitment, training and development, appraisal, and reward
systems. In my opinion the workforce is the most valued asset, who
individually and collectively contribute to the achievement of company
objectives.
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Workforce planning is an important area of HRM. It ensures that the
firm has the right number of staff, the right quality, in the right
place and at the right time. A workforce strategy must be set, which
is influenced by supply and demand. If the supply of labour exceeds
the firm’s demand I would make redundancies or staff may be redeployed
or retrained. If the demand for labour is greater than the labour
supply recruitment costs will rise. A well-organized business will
have forecasts and projections of its future staffing needs.
Recruitment and selection is selecting the right person for the right
job. Time and money is however devoted to recruitment. Job analysis
(an investigation into the demands of a job to identify the tasks and
skills required to draw up a job description) is important for
successful recruitment.
Human resource management will also need to evaluate the most
effective recruitment methods. I believe internal recruitment methods
are favourable because of the cost advantage and the knowledge of
applicants. However, if certain jobs require particular skills then
external recruitment is needed.
Training and development increases productivity as well as employee’s
moral. In the short term training is expensive, however it is
beneficial for the firm and the employee.
To measure the effectiveness of the workforce I would carry out an
appraisal. This would include a yearly one-one discussion with them. I
believe an appraisal system would be useful as it would:
· improve the performance of the employee
· provide feedback to the individual about his/her performance
· identify any training needs for the individual
· identify employees in the organisation who have potential for
Law and social order constitute important elements of social change and theories of criminology (Schmalleger, 2012). Understanding the interplay between them, law and social order, gives us important insights into how and why governments either work or fail. Three different perspectives outline the interplay between the two and help us understand what is happening behind the scenes in various forms of government. These three perspectives are the consensus, pluralist, and the conflict perspectives.
All organizations have structure; criminal justice is much like the military in regards to having a chain of command that delegates his/her authority downward from the major command element (Stohr & Collins, 2014).
The Different Ways Organizations Can Be Structured and Operated There are four major ways a company - organization can be structured and operate. P.C.G (o) Ltd I would dare say that is structured and operates with the functional structure. In order to make it clear and understandable I am analyzing here below the four ways that organizations can structure and operate. We will observe that all four structures have there advantages and disadvantages. In order also to assist you understand better the differences of the four ways that organizations can be structured see in Page 4 & 5 Figures 1,2,3 which are the layout of the organization charts for each structure: 1.
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:...
Throughout the course of a Master’s counseling program, moments of doubt, and a lack of working knowledge are bound to play a major role in the confidence a future counselor will posses in effectively implementing interventions early on in the instructional phase of his or her career. Corey (2010) states that an effective group leader, is able to become aware of their own vulnerabilities, and take responsibility in their responses. To become aware of a possible vulnerable area, a counselor must first take a concise look into their personal strengths and weakness, and then decide to actively seek out assistance with working on vulnerabilities. In exploring the roles of an effective group leader, I have realized that within the group process, I most fear the roles of a group leader that pertain to direct confrontation of a client, I also fear that the improper implementation of a intervention could lead to potential harm of the client. Attending to these fears I hold regarding group member confrontation, and intervention implementation is the key to gaining further understanding into how I can become comfortable with these essential functions of a group leader. The current paper will take a closer look into my vulnerabilities, using current research to gain insight into how I can overcome fears, when facilitating a task, psycho-educational, counseling, and psychotherapy group.
According to this definition, we can see that human resource management should not merely handle recruitment, pay, and discharging, but also should maximize the use of an organization's human resources in a more strategic level. To describe what the HRM does in the organization, Ulrich, D. & Brocklebank, W. (2005) have outlined some of the HRM roles such as employee advocate, human capital developer, functional expert, strategic partner and HR leader etc.
According to our textbook Human Resource Management (HRM) is the policies, practices, and systems that influence employees’ behavior, attitudes, and performance. “The human resources management process involves planning for, attracting, developing, and retaining employees as the HRM planning provides the rights kinds of people, in the right quantity, with the right skills, at the right time (Lussier, 2012, p. 240).” According to our textbook the typical responsibilities of the Human Resources department fall into three categories, and they are administrative services and transaction, which handle hiring employees. The second involves business partner services that focus on attracting, evolving, retaining employees by having a clear understanding
It represents the Strategic human resource management (SHRM) core function like “work analysis, Job design and job analysis” defines its importance in strategies implementation in any organization. This assignment will also discuss the aspect of Human Resource department that why they are giving more edge to other functions like Recruitment and selection, Performance appraisal and Occupational health and safety. This report will also presents the today’s critical business challenges and the with coming new responsibilities for HR and why they have started to give more weightage to Job analysis and design in order to get the better output and efficiency of the organization. Moreover, Human capital is a vital factor for any department in any organization. “Hiring smart” is becoming a fashion trend for companies for their effectiveness, productivity and employee motivation as the more investment will be done in employees by the firms. It continues with the recommendations on the need of analysis and design of work and how to make employees motivated in the company.
A proper flexible organization provides its work force arrangements where employees are given greater freedom to balance their work and personal commitments such as family, higher education, community activities, religious commitments, professional development, and general interests.
Human resource management is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. Human Resource management is evolving rapidly. Human resource management is both an academic theory and a business practice that addresses the theoretical and practical techniques of managing a workforce. (1)
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.
This leads to organizing. Organizing is done through assembling and coordinating financial, human, physical, informational and other resources need to achieve the goals. (Bateman & Snell, 2004) Recruiting is a large part of organizing. Human resources are an important role. The company must try to attract the people needed to properly staff the organization to be able to meet the goals. The employees in an organization can be considered the most valuable asset at times. In addition, by specifying job tasks and grouping them into work units it helps to better organize the work load and resources. In order to do this the organization must management the tasks and personnel.
Teamwork is one of the important component that is required in any types of business organization . Team is defines as “a small number of people with complementary skills who are committed to the common purpose, performance goal, and approach for which they hold themselves mutually accountable”(katzenbach and Smith 1993) . Teamwork offer numbers of advantages like in teamwork work are completed earlier because large task are divided into smaller projects and then it find out an individual who is best for doing the jobs. Tasks that are smaller in size also need less time and brainpower then the work is less sporting to the people who are working. Teamwork also helps in combing the unique skills of people and makes them work efficiently. In a teamwork strength of different people are combined for the benefit of entire team and to produce better product and teamwork also help in building the unity among the group member .In a teamwork relationship play an important role because it helps people to communicate properly with one another whereas friendship helps in creating a job satisfaction. Support system is also important because if support system will be stronger than people will be comfortably depend on each other. These are the advantage of the teamwork but in teamwork there are also disadvantage like in teamwork there is an uneven participation of the members because they depend on other for doing the majority of work this can lead to hatred in the workplace. In a teamwork everyone is not team player, as they cannot perform well while team is working because they want to do their own so they might face problems to get fitted in a certain work culture, which will result in displeasure. In teamwork there is less creativity among th...