Human Resource Management Human resource managers have the job of making sure that a companies employees are in alignment with the organizations overall goals. This is not a simple process and requires attention to several aspects of the companies process. HR must address legal issues, planning, recruitment, selection, development and training, pay, safety and health, and labor relations. When management is able to combine all of the above listed items they will at that point be able to maximize the companies overall mission. EEO and Affirmative Action When considering human resource management a good starting point would be to focus on the corporate legal environment. Closely following business law is extremely important for companies largely because of the financial implications associated with employee lawsuits. “Defending against legislative violations can require substantial organizational time, energy, and money (Youssef, C. 2015).” Also it is important to realize that these laws and employee rights have been put into place to protect workers from abuse and mistreatment. Employees who feel like they are not being treated properly become discouraged and this results in a decline in productivity. So not only does adhering to legislation save companies money from staying away from court battles but it also will increase employee productivity and efficiency. These increases resulting from worker satisfaction will also show significant output and revenue gain as well. The organization that is responsible for investigating and enforcing any case of employee discrimination is called the United States Equal Employment Opportunity Commission or EEOC for short. The types of discrimination that one might use the EEOC is a “per... ... middle of paper ... ...ob where management completely disregarded the concerns of many employees. This lead to the entire shop being a very unhappy place and motivation declined rapidly. Eventually when the issue was turned into an investigating party and resolved, it was like turning on a light switch. After the resolution everyones spirits were restored and productivity went all the way back up. This showed me how important it is to hear your employees concerns. In conclusion, it is now easy to see how every aspect of human resource management can affect an employees satisfaction with their career. When an employees happiness level is increased they become more productive. This increase in productive will result in a more successful and competitive company. Each part of employment plays a major role in HR management and organizations should pay close attention in each key component.
Human resource management (HRM), historically known as personnel management, deals with formal system for managing people at work and is one of the fundamental aspects of organizational and managerial life. According to Nankervis, Compton, Baird, & Coffey (2011), HRM is simply defined as convergence of three factors that consist of human beings, resources and management where human being have actual and potential resources (knowledge, skills and capabilities) that can be harnessed through effective management techniques to achieve short and long organizational goals as well as personal needs. The purpose of HRM is to improve productive contribution of people to organization in ways that are strategically, ethically, and socially
Human resource management can be viewed as the spider web that entangles a company’s workforce. HR departments are involved in employee’s work lives from the recruitment and selection process, to the training and development, performance reviews, and the compensation
Human Resource Management ensures that a business has the right staff with the right skills, at the right time, who are committed and motivated to give their best to the business.
To make employees more valuable for the organization we need to go through some process for hiring and employee development. Human Resource Management (HRM) contains job analyses, planning personnel needs, recruiting the right people for the right place, orientation and training, handling wages and salaries, benefits and incentives, evaluating performance, managing disputes, and proper communicating with all employees. The HR management must have extensive knowledge about the industry, leadership, negotiation skills etc.
Human Resource Management (HRM) is one of organization’s strategic managements of human capital within an organization and HRM introduces set of policies, activities and identifying the needs & requirements of the people in the work place. It is sub management function of overall general management. HRM is a systematic control of a system of interrelated process affecting and involving all member of organization. HRM uses arts (manage human capital) and science (apply theories and policies) when managing people.
An organizational human resources department utilizes the hiring and firing process to meet the organization’s personnel needs. Organizational human resource departments are charged with the oversight of an organizations administration department. The practice of hiring and firing people is a process employer’s conducts on a daily basis. This process has to be done in a proper manner and not in haste. The implication that can occur from the improper hiring and firing process could and can have a positive or negative impact on an organization. Therefore, employers must carefully evaluate their decision to hire/fire individuals and its impact on the organizations’ workplace environment and others employees. Human Resource Management is important for an effective organization. In today’s organization, HRM is valuable to the organization because of increase legal complexities and its known for improvement in productivity. However, management should realize that poor human resource management could result in an outburst of hiring process followed by firing or layoffs. According to (Satterlee 2013, p. 194), “Hiring the best candidate who is also a good fit for the organization is crucial for the success of an organization, because a poor hiring decision will have repercussions across the entire organization”. Satterlee made a valid point because poor hiring could have an impact on the bottom line performance of the firm. In other words, HRM is the contributing factor to the success of the organization including motivating and maintain the staffs. The purpose to the motivation is to ensure that all employees grow to a full potential. According to (Sims 2006, p. 5), “HRM efforts are planned, systematic approaches to increasing organizati...
The management team aims to employ the right persons for the right job to ensure goals are achieved effectively. Human resource management will not just employ employees but will also be responsible in developing and utilizing every individual’s capabilities and talents and bring the most out of it. By doing so, this will help to boost employee morale, motivate each of them to do their best and make them feel that they are not just an employee but also making them feel that they are being treasured and valued which will lead to the attainment of the business
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.
Proper use of human resource can improve an organization’s performance. As the human resource department gains attention to frontline managers they can become more familiar with the organizations goals and development. Other ways to focus on the effectiveness of the HR departments is by utilizing employee contributions, because employee opinions brings forth a change that can better the organization. Wan-Jing & Tung (2010) without employee contributions, it is impractical to establish whether an organizations HR department is beneficial to employees, or that it only contributes to negative quality of working life. HR departments contribute to equal performance appraisal of employees and management, which helps develop understanding and a fair work environment that produces important benefits. Such benefit outcomes of HR have demonstrated as; employee motivation, commitment, training levels, reduced turnover and absenteeism rates (Wan-Jing et al, 2010). By sustaining a proper HR department in an organization, HR will bring in a strategic objective which will help
Human resources are the function within a company’s organization that monitors the availability of qualified workers. They recruits and screens applicants for jobs help select qualified employees. Some of those roles are focusing on recruitment, employee performance management benefits, compensation, training and retention in an organization. All this is the human resources manager needs to provide a high return on the company’s investment in its people. A human resources manager also deals with the employee relations, resource planning and administrative personal functions. They also deal with hiring, firing, training and other personal issues. A human resources manager also deals with safety, employee motivation, communication and all the administrative stuff. A human resources manager is one of the most important jobs in any health care organization.
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.
The article Human Resource Management (HRM) by Reference for Business is informative, educational, and provides a full concept description of Human Resource Management. This article provides 8 key topics. The first topic is human resource management (HRM), for instance," Human resource management (HRM), or human resource development, entails planning, implementing, and managing recruitment, as well as selection, training, career, and organizational development initiatives within an organization. The goal of HRM is to maximize the productivity of an organization by optimizing the effectiveness of its employees while simultaneously improving the work life of employees and treating employees as valuable resources". This basically summarizes and gives you a preview of what the role of human resources management is and what the article is about. The
HRM comprises a set of policies designed to maximize organizational integration, Employee commitment, flexibility and quality of work. (Guest, 1987) as cited by (Armstrong, 2009) this statement entails that HRM function has policies to guide its activities, if these policies are well integrated with the strategy of the organization, it can enhance employee commitment and result in quality of work, as cited by (Armstrong, 2009) that the overall purpose of human resource management is to ensure that the organization is able to achieve success through people, however the function of HRM is affected by several other factors, this essay will look at three Internal and external environmental factors affecting HR Specialist.
Human Resource Management is the title given to define formal systems arranged for the management of people within a company. There are many responsibilities of a human resource manager. These responsibilities usually fall into three major areas: employee compensation, staffing and defining and/or designing work. The purpose of Human Resource Management is to maximize the capacity of a company by bettering its employees. This is unlikely to change in the future even though the pace of business is always changing . Edward L. Gubman said in the Journal of Business Strategy, "the basic mission of human resources will always be to acquire, develop, and retain talent; align the workforce with the business; and be an excellent contributor to the business. Those three challenges will never change."
Human Resource Management (HRM) can be defined as “the set of programs, functions, and activities designed and performed in order to capitalize on both employee as well as organizational effectiveness. It is a management function that helps organization in recruiting, selecting, and training, developing and managing