Human Resource Management The primary function of human resource management is to increase the effectiveness and contribution of employees in the attainment of organizational goals and objectives. An organization's success increasingly depends on the knowledge, skills, and abilities of its employees. Without out them they would surely fail. Particularly, how a company is run and how they treat their employees and customers help set the core competencies, which distinguish one organization from its competitors. This paper is intended to give an overall view of how important Human Resources re to a organization, by looking at the people involved, the laws that effect, and the methods used in Human resource management.
Where Armstrong discusses the ‘behaviour of people’ meaning employees within an organisation, he supports Schuler’s extract of how ‘properly motivated and committed employees can add immeasurable value to an organisations bottom line’. There are a number of goals within the function of human resource management which are vital to the organisation and its development. These include supporting the organisation in achieving its objectives, to contribute to the development of a high performance culture and ensuring that the organisation has the correct staff that it needs, creating a positive relationship between management and employees and encouraging the ethical approach to people management. These goals are set... ... middle of paper ... ...nse to any new demands and to develop performance as a whole. Feedback on the roles, looking into strengths and building on them and agreeing on areas of improvement are all steps which are required in this stage, from this any new ideas are then developed again and continued into the planning stage.
Motivation is an important concept which is critical for understanding of and improvement in organizational behaviour and performance. It is therefore important for the managers to understand motivation. It is an important tool which they can use to get more out of their employees and increase organizational performance. Motivation can be defined as the factors, both internal as well as external which arouse in individuals the desire and commitment for a job (Mele, 2005, p. 15). Organizational performance on the other hand refers to the degree to which the organizational objectives have been achieved.
Upon completing the research, a better understanding was achieved as to the influence of the staffing process and how it affects the organizations’ success. Introduction Staffing management plays a key role in organizations because it aligns the right people for the right position. Individuals with the responsibility of staffing management must understand the relationship between handling employees’ personal and professional needs as well as forecasting the growth of the relationship in creating productivity in the organization. Issues arise from a lack of the stated relationship. Management has to strategize the fit and potential of an employee.
When we conduct a job analysis, we need to differentiate whether a task is an associated process or if it is an actual procedure. We also need to analyze and synthesize what particular functions within the organization consist of processes. This involves a deep understanding of how the specific phase of each process is linked to the tasks. Well-defined and designed processes can dictate the quality of performance and overall work flow. Designating and documenting processes can set a benchmark from which workers and organizations can flourish.
In addition, participant acceptance of the performance appraisal system is perceived to be a crucial element in appraisal effectiveness. Supervisors and subordinates must also have a joint view on the performance appraisal purpose and believe that it is beneficial to them on the individual basis. Pros of our current performance appraisal system Performance appraisal system serves as a tool to assess employees’ performance and helps to plan and measure the organization’s goals accomplishment. Luthy (1998) suggested that “individual contributions must be based on clear direction, personal planning, individual and team assignments, and well-articulated knowledge, skills, and personal attributes”, to give employees expectations to meet and information that establish the organization performance standard. Performance appraisals give management the important information for making strategic decisions about employee advancement, retention, and separation.
The more these values are closer to those of the employees, but at the same time they support performance, the more the organization can gain. The importance of a strong company is to align the values it promotes with the strategies which aim performance and retention of staff. For this reason, some companies should reconsider the type of culture and make some changes in the system of values, but also seek continuous feedback from the employees and
How we are Governed: The Basics of Canadian Politics and Government. 1st ed. Toronto: Harcourt Brace & Company Canada, Ltd, 1995. Jackson, Robert J.; Jackson, Doreen. Politics in Canada.