HR has to develop strong relationships with other departments and have a cohesive plan running to have any company do better down to the bottom line figures. For the most successful business, there needs to be cooperation between all parts of a company, HR most likely should facilitate this, and when it does, companies thrive. “By utilizing basic HR tools like business process redesign, organizational redesign, job redesign and competency model development, we were able to more effectively align our selling and support processes” (Hults, 2011). Basically, HR being involved in strategic planning efforts is a smart move. HR brings the business perspective while other departments (management, finance) are looking directly at numbers.
The HR professional who will succeed in guiding their organizations into the future will be those who understand and use business strategy; understand corporate culture, plans and policies; recognize future problems and work solutions; can deal with all types of people; can communicate well verbally and in writing; and can recognize, recruit and train future executives. As organizations continue to move towards collective systems and combined financial resources for managing their human capital, we are likely to see more organizational structures combining both HR and Organizational Development (OD). The time has come to quit debating OD's involvement in HR systems and seek the present opportunities of showcasing the skills of OD in building organizational capacity and having a measurable impact on workforce productivity.
Firms need to keep competitive with the industry and do in order to bring in the most talented people they need to make sure they are doing everything they can to recruit the best possible talent. In today’s business marketplace it is not only to create a product that consumers would want but to keep the company innovative and on the cutting edge of business, they will also need to hire the right talent. The human resource department and recruiting firms need to understand what the business world is looking for and how to achieve the goals of the company. Anyone can fill a position within a company but to get the right person is much harder to do. Understanding the goals and corporate environment that the business has developed, then it will more efficiently attract the best talent.
Human Resource Management can Improve the Competitive Ability of Business The starting point for a human resource strategy is the organisations strategic plan. A workforce must be put in place which provides departments with the correct number of appropriately skilled employees to accomplish targets in all departments. In order to achieve this, the likely demand for products or services must be anticipated and the future implications for recruitment and training considered. Effective communication between departments is vital if this approach is to succeed. For example: · The marketing department can supply estimates of future demand.
It is seen as central to a business and is involved in making decisions and that workers are its valuable assets. • Personnel Management has a reactive role within a company it acts in accordance to a situation rather than creating or controlling it. Personal management puts policies and procedures into place then passes them over to the managers to implement them. • Human Resource Management has a proactive role within a company and creates and controls any restructuring for the entire c... ... middle of paper ... ... the department to make sure that there is the sufficient number of qualified employees in the correct job role at any given time. • Recruitment is the process of attracting the right kind of person with the skills and knowledge for the job available.
In larger context the term operations embraces all the activities within an organisation required to create goods or services that is to provide to its customers or clients. Author Byron J. Finch, 2008 defines “Operations management is the management of the resources a business uses to create value”. According to Raturi and Evans (2005) operations management is defined as “the business activity that involves the design, development, and maintenance of systems and processes that transform resources, such as raw materials, technology, and labour, into goods and services that meet customers’ needs.” Slack and Lewis (2011) also defined operations strategy as “the total pattern of decisions which shape the long-term capabilities of any type of operation and their contributions to overall strategy, through reconciliation of market requirements and operations resources.” In multinational organisation operations usually are considered to be a major functional area with people designated to manage its operations process, it is considered to be an important factor as it plays a pivot role in determining the organisation’s satisfaction level of customers. The mission of operation functions is usually articulated with growth, market share, profit and competitive edge. In production sector, oper... ... middle of paper ... ...y the resources are utilised.
HR is responsible for helping to turn future plans into workforce capabilities and management practices to achieve successful results. HR has the shared responsibility to deliver business distinction. “HR professionals who have the business acumen to contribute to business strategy at the highest organizational levels are leading the shift in the HR profession from administrators to strategic advisors” (Management,
For example of some activities like, build up business process, business systems, business income statement. As the result, the most important in business management is having schedule, plans of what people can do in the future. A person is working with business management always active, confident, brave, ability working in pressure, and competitive; that person is also have the ability to communicate and convince someone. A person who is working in business management need to have a huge of knowledge about finances, how to manage, the strategy of business; that person also need to have some specific skills like: having plans, developing market, working in process, and marketing. Getting pressure in business and competitive between people would help a lot of developing and have lots of plans for the future.
It is the duty of the human resource department of the organisation to identify the business sectors that require human resource expertise. SHRM, therefore, help organisations to achieve their long-term and short-term objectives. It contributes by reinforcing and overseeing the successful implementation of the organisation’s business strategies. Due to the increasingly competitive nature of the globalized business environment, organisations need to integrate their human resource functions with their business strategies to acquire a sustainable competitive advantage in the market. Strategic human resource management helps in the realization of organisational goals through its application of performance measurement approaches to assess the contribution of each employee to the organisation.
Answer 1(A) HRM is the very important department of the organization. HRM process is hiring plus developing employees so that they turn into more valuable to the business. It includes job analyses, planning personnel needs, recruiting the right people for the job, orienting and training, managing salaries/wages, providing benefits and incentives, evaluating performance etc. Personnel Management is an executive role of a business that exists to make available the human resources desired for managerial activities and controls the common employee-employer bond. Difference between HRM and Personnel Management HUMAN RESOURCES MANAGMENT PERSONNEL MANAGMENT It has a new approach of managing employees in the business.