If managers are to increase productivity, reduce costs, and improve their organization's competitive advantage, they must focus on how to properly manage personnel. Creating effective motivation and leadership, recruiting and retaining the right personnel, rewarding and treating employees fairly, establishing an environment that supports the people and benefits the organization, the Resource Manager looks towards a future with exciting challenges and opportunities for managing an organization's most valuable resource - its people. References Ivancevich, John M Human resource management 10thedition Boston: Mcgraw Hill/Irwin 2007
Human resource managers advocates for employees, representing employee concerns, and encouraging employee contribution. Keeping an employee committed to an organization will increase the employee’s ability to deliver results. “Managing the work and organization facets that unleash and support the optimal expenditure of employee energy is a key issue for human resource managers in the attainment of team and organizational goals” (Ehnert, Harry, & Zink, 2014). Nowadays, human resource professionals are expected to contribute to the planning and strategy of the organization. HR is responsible for helping to turn future plans into workforce capabilities and management practices to achieve successful results.
Recruitment and selection is one of the human resource management and plays a crucially important role in any forms of organisations effectiveness and performance. Furthermore, recruitment is a strategy meth... ... middle of paper ... ...exploit their business and to solve the employee relationship problem as well as save cost. Costco chose the performance management of human resource management to require and management employees and obtain a huge success. Costco guide members of the team to reach a consensus and have a common goal. Through performance examine results to improve and motivation employees from work, give full play to the employee’s potential and motivation and required employees to have certain career quality.
Increased consideration should be given to the development of internal talent. Though, it is critical for the company to generate talent pools that is reliable and consistent internally leading to successful talent management. Developing skilled talent pools can be done on the basis of high performance. Conclusion and Recommendations It is important that TNNB emphasizes on the importance of talent management across the company. It should start from the recruitment to the retention and development of the employee, as it greatly affects the overall business strategy, profitability, success and growth of the company.
Human Resources professionals (HR) initial roles remain closely aligned with personnel and administration, performing duties such as hiring people, budgeting, to help their organization function well. However, effective HR Professionals serve a much more pertinent role to their organization, by using their knowledge skills and abilities to help their organization become more successful. Thus, it is important for HR professionals to work closely with the management they serve in order to gain a better understanding of the organization’s vision, and what the organization hopes to achieve. Human Resource Management needs to align their strategic planning with the organization’s strategy in order to develop and maintain a completive advantage in the field they are competing. According to Reed and Bogardus (2012), strategic planning is “the systematic way of setting the direction for an organization and developing tactics and operational plans to ensure its success” (pg.
HR brings the business perspective while other departments (management, finance) are looking directly at numbers. HR knows people and how to enhance human capital and make the right personnel investments. When properly used, HR can have significant changes and positive results on and with a company due to its knowledge and existing capabilities. In order for HR to make significant contributions, as aforementioned, they need to be allowed to and be worked with by management to achieve common goals (Hults,
“Human resource management is the process of employing people, training them, compensating them, developing policies relating to them, and developing strategies to retain them” (Diaz, 2012). In recent years, there has been a shift in the human resource function within an organization. Management once viewed the HR function as a more specialized clerical role. Human resource managers are continually trying to transform and adapt to the changing employment demands. Human resource management is a vital asset to any organization, as it had become a strategic partner that enhances the abilities of an organization helping to ensure the organization’s success.
The Importance of Metrics Abstract Establishing metrics is crucial to any organization, especially in technology related company projects. Metrics permit organizations to measure its performance against industry sectors to determine how well the company is doing. Furthermore, metrics allow organizations to evaluate and improve the effectiveness and efficiency of its processes. Metrics are designated in different categories. The categories identified in this document include output, in-process, and people.
The former being aligning the various human resource management practices and the latter being the interlinking the overall human resource management function with the strategic management process. The final result is a strategic fit which is crucial for the long term success of the organization. The direction that strategic human resource management allows organization to be proactive in turbulent environments by allowing the individuals and business needs to be met by implementing a coherent human resource policy and practice. Human resource management combines personnel management with other people centered activities so that they can be integrated with the organizations objectives, goals and strategies. Human resources main functions are to recruit, develop and train, retain and compensate.
To develop the abilities of workforces and support their improvement, functionality and management practices should be applied in accordance with the employees’ requirements. Firms can achieve competitive advantage by systematic planning of their HRM tasks and supporting their workers for being innovative. One of the main tasks of the organisation is to fulfil the objectives and effective applications of its mission and policy. In order to obtain this, an organisation needs to attract the ri... ... middle of paper ... ...k security and in-house labour markets; Selective recruiting and sophisticated selection methods; Broad training and development; Staff participation and information sharing Self-managed teams/team working; High compensation depending on performance; Harmonisation. There is some criticism of best practice approach: Unpredictability in describing what essentially sets up best HR practice Hard to confirm if it is HR practices that guide to greater organisational performance, or if it is solid organisational performance allows companies to participate in Best-practice HRM Difficult to influence business functioning within tight financial limits to invest in costly HR practices Hard to rationalise the cost of best HR practices, as benefits are not always easy to measure Tend to accept a unitarist viewpoint and discount pluralist beliefs.