Recommendations
Human Resource Development includes three basic strategies: deploying human resources; development of human resource through training and education; providing proper incentives to ensure that it is productively deployed. The training and development of the employees should be an important part of human resource management strategy. In some countries still gender inequality and unfavourable opportunities for women in training and education exists.
Human Resources Management | Project Report
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So the organisations should play an important role in raising awareness of the human resource development and need to plan for advancement from one level to another level of the economy.
The demographic trends and its various implications in the current scenario of Global economy and specifically the Indian economy have been discussed in a macro and micro level. The issues faced in Human Resource Development have been discussed in detail. Based on the analysis of various demographic trends and the study of various reports the following strategies and action plans are suggested at the National policy level as well as at the Industry and Organizational levels.
There is a growing awareness that these two streams are inter related and that growth of each is depended on the other. Attempts have been made to integrate the processes, but with little success. The real purpose of HRD activities lies in Human Capital development. The HRD policies at the national level is expected to bring Human Capital in the country where as on the micro level (organizational level), the policies are expected to bring human capital that can achieve targeted organizational goals.
Vocational schools: Government and Organizations can come togeth...
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...hat the person has acquired managerial skills or not.
In many cases managers reach that position because of their hard skills. This over focus on hard skills and little attention of soft skills should be addressed to harness a healthy environment in the company.
Conclusion
The changing demographic trends have brought many new challenges in Human Resource Management. The way these challenges are met will determine the future growth of economy. From an Indian perspective HRD practices are most important as the major part of world Human Capital will be from India in the coming decades. The economic growth in the country will be propelled by this human capital if various issues and challenges faced are addressed properly on a micro as well as the macro level. The focus of both aspects will remain on the development of Human Capital and thereby propel economic development
Quality of onces life is directly propertional to life of their families, community and societies. Over the years, the idea of Human resource development has advanced from specializing in individual capability to also improving institutional capacity at the national level with the help of social economic policies and development strategies. Human resource development is consequently viewed as encouraging the advancement of national human abilities to accomplish sustainable, inclusive, equitable development and also upgrade the prosperity of people. In national development planning, human resource development strategies are also
Summary Statement: This paper examines in detail HR function and its implications in an organization. The paper discusses how the HR function is handled in an organization. The paper explains what are the efficient ways to use it in an organization, its division and supervision strategies. Human resource function is the process by which the HR manager can ensure that the organization has correct number of employees with correct skills in present or in the future to meet the organization’s strategic business objectives. For example, if an organization plans to expand into new markets or to provide new services in the near future, the HR manager should develop a HR plan to measure how many new employees should be hired? What skills should the employees have? When should the recruitment start? How will this plan affect the existing employees? Does any Government regulation that should be consider? These are only a few of the many considerations in formulating an effective HR function The advent of knowledge economy requires companies to form a new concept of HR, that is, the human- oriented concept. Globalization refers to the development of an economy and any forms of governance that span much of the world. It means the integration of markets across the entire world and the increasing tendency for people, corporations and states to operate in or across national boundaries. By these exercises, the performance theory concludes that there may be some linkages within a broad view of performance which could explore causal links between HR and performance. In addition to Guest’s review on HR and performance, there is a growing body of literatures that support the correlation between high performance as a result of HR practice and vari...
...an approach of partnership is critical for organizations that want to gain competitive advantages. Butler, Ferris & Napier (1991) state this as, “the more management believes that HRM contributes to corporate success, the more its role will be integrated into the firm’s strategic planning process.” (as cited by Rose & Kumar, 2006, pg. 3). Additionally, organizations that apply energy and resources to HRD benefit from an increase in human capital. López-Cabrales, Real & Valle (2011) state the benefits of building human capital as, “If the company adopts appropriate procedures of personnel management, human capital can be orientated to the achievement of sustainable competitive advantages” (pg. 5).
Many say Human Resource Management (HRM) refers to manage people, but in fact HRM is much more comprehensive. It is “a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an integrated array of cultural, structural and personal techniques.” (Storey, 1995). Human Resource (HR) is one of the critical factor affecting and supporting organization from financial, services and processes. Almost every aspects of business are driven by HR, hence management has to be conscientious and prudent on which HR strategies, plans and policies to implement so as to improve overall performance.
Human resource management is a wide and significant concept that allows organizations to execute business procedures to be at its best. It is necessary that proper balance be formed in order to allow organization to grow and expand at a continuous manner. This means a lot from the perspective of seeing to it that the control is likely to be formed upon one or the other relevant areas as well. Primarily, human resource management aims upon raising the effectiveness and involvement of employees just as to make goals and objectives achievable and attainable.
It is the prime duty of a HR to formulate plans to ensure maximum utilisation of manpower for advancement of the organization.
What is human resource management? Human resource management is the task of recruiting, management and delivering guidance for the people within the organization from the top of the ladder to the bottom. The human resource managers provide information, training, guidance, career counseling, information regarding safety practices, and oversee many other operations that would contribute to the success of the organization. There are many ways to view and explain human resource management. One way to look a human resource management would be to see it as one individual governs and directs the labor of another. Looking it from the viewpoint human resource is basically labor administration. Human resource management can also be defined as “management/ administrative function in business, government, and nonprofit organizations that is responsible for handling employment, or personnel issues (Kaufman, 2008, pg 3-4). There are so many different functions that human resource management is responsible for the are the jack of all trades. Human resources provide information and play a key role in the development for the strategic management of the organization. In this paper, it will discuss why it is vital to take human management from an administrative role to
According to Bharwani and Butt (2012), Human resources are one of the main ρarts of the
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.
Today, we are experiencing the trends such as globalization, indebtedness and technology overcoming the problems faced by the employers, such as increased profits from operating. Employers needs there human resource managers to have what it needs to arise from these challenges.
Human resource is the most valuable and unique asset of an organization. The successful management of an organization’s human resource is an exciting, dynamic and challenging task , especially at a time when the world has become a global village and economies are in a state of flux. The lack of talented resource and the growing expectation of the modern day employee has further increased the difficulty of the human resource function.
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)
anaging people is a difficult task. In every organization, Human resource management is the toughest job as humans are contradicts with their attitude, assumption, aspiration and psychology. Therefore, they face most of the challenges, frustrations, and opportunities that are directly related to the people. In this era, members in managerial level must have plenty of strategic and conceptual skills. HR managers should be able to contribute harmony in the work place as it promotes proactive work atmosphere. Similarly, Managers should have an ability to empower the employees as it enables them to devote their maximum effort to their job. Now, the world is becoming more international. Due to globalization, resources of various countries are being used for producing goods and services and most of them are able to do it efficiently. In contrary,
Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes to “establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent with but also support the achievement of business goals.” (Massey, 1994, p. 27)
This essay attempted to define Human Resource Development (HRD) with the purpose of providing strategic contribution to the organisations. The emphasis is on development instead of training. The concepts and practices of the learning organisation are presented as the approach to individual and organisational learning, thus set the principles of HRD within the context of organisational and HR strategy.