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human resource management objective questions and answers
human resource management
human resource management
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Human Resource Plan
Human Resource Management is a most important strategic objective to maintain the organisation’s success and it mainly focused on employee performance, policies and organisation system. This human resource management is responsible for employee’s benefits, hiring process and company objectives. Immigration Consultant is all about how to attract the customer through providing beneficial offers for them. The proposed business must have experienced employee and excellent marketing skills to attract the customer.
Core Objectives of Human Resources
The researchers has mentioned the core objectives of HR Plan for immigration consultant are follows.
• Organisational Chart
• Planning the organisational target and Goals
• Evaluating the required job position
•
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Job position will be advertised before two months of the requirement. After selecting the desired person, training and induction program will be provided. Organisation policies and work environment will be provided in an effective manner.
Receptionist
Position : Receptionist
Reports to : Assistant Manager
Location : Immigration Consultant, Chandigarh, India
Working hours : 9 am – 6 pm
Role and Responsibilities
• Should be handle the telephonic calls and must know communication manner
• Prepare and assisting the meetings, appointments, conference and seminars
• Maintain the filing systems and records about clients
• Greet and assist the students and parents and the general public
• Assist the general manager and other
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...
Therefore, human resource professions plan in a way by understanding the requirement needed to handle task of a particular department. Therefore, giving job description is essential where essential skills and requirement that a candidate need to have must be given. Besides, person specifications are also important to know the experience and qualities within a person (Wright et al. 2014). After recruiting the candidates they are screened and selected to come up in next level where interview will be conducted among the selected candidates. In addition, training is an important element that groom up the candidates according to the roles and responsibilities they will be conducting as an organisation
While there are many various global issues that affect the International Human Resource Management to run efficiently, there are two key concepts that play a major role in understanding how to approach them with cohesive and a well coherent strategy; they are the International Human Recourse Management Strategy and Understanding the Cultural Environment. In the International Resource Management strategy, many companies will do their research in finding companies that offer the following:
Armstrong ( 2010) defined Strategic Human Resource Management (SHRM) as “an approach to making decisions on the intentions and plans of the organisation in the shape of the policies, programmes and practices concerning the employment relationship, resourcing, learning and development, performance management , rewards and employee relationships,” ( p. 115). There is a paradigm shift from a functional role to a tactical one through the strategic management process. SHRM is very important to the effectiveness of my learning organisation because it ensures that the needs of the learning community are met and provides the opportunity for instructional leaders to “add value to the learning community” (Introduction to Human Resource Management, 2012, p.6) while achieving the goals and objectives of the institution.
Agrawal, R., Nanda, S. K., Rama Rao, D. D., & Rao, B. N. (2013). Integrated Approach to Human Resource Forecasting: An Exercise in Agricultural Sector. Agricultural Economics Research Review, 26(2), 173-184.
Now this has become critical due to increasing number of international assignments. Yet, this has placed a great challenge for international firms HR practitioners. In order to minimize these, they are coming up with different HRM functions that will help employees, which are from different cultural backgrounds to work together. One of these critical function is expatriate’s pre-departure training
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...
...reat way to step back and make sure you have all of the information before employees dive into their next learning project, once information is gathered and tabulated the trainers can tabulate everything to have clear picture of what steps to take after the assessment is reviewed, changed, and implemented.
Presently, businesses need to face the changing circumstances in the world like the advancement of technological innovation and manufacturing technology, globalization, intensification of customer expectations, and competitive business environments. Hence, it needs a business strategy to sustain changes by incorporating them into business processes (Panwar et al., 2016). Basically, the strategy itself is plans of how your business achieves its objectives and maintains its position in the industry. As stated by Durai, P. (2010), effective alignment of human resource (HR) strategies with business strategies is an essential for an organisation’s success. It is believed that HR strategy improves organisational performance, but there is little or no convincing evidence for this proposition (Huselid, 1995).
According to our textbook Human Resource Management (HRM) is the policies, practices, and systems that influence employees’ behavior, attitudes, and performance. “The human resources management process involves planning for, attracting, developing, and retaining employees as the HRM planning provides the rights kinds of people, in the right quantity, with the right skills, at the right time (Lussier, 2012, p. 240).” According to our textbook the typical responsibilities of the Human Resources department fall into three categories, and they are administrative services and transaction, which handle hiring employees. The second involves business partner services that focus on attracting, evolving, retaining employees by having a clear understanding
Strategic human resource management is the process of linking the human resource function with the strategic objectives of the organization in order to improve performance.
The human resource management plan outlined above covers key areas that require attention in the growth of Merton Campaign Society. Using SMART analysis, the objectives of the HRM plan have been set in a way that they are realistic and sustainable. However, the plan could have been supported by key indications about the available funds for human resource activities and the mechanisms used in the prioritization of human resource projects. In addition, an outline of how the timelines would be achieved would have helped in clarifying the plan. Moreover, short term plans ought to have been distinguished from long term plans.
This way HR can enhance the employee and build the talent leaders as per the organizational needs. The common perception is that HR is not innovative enough and it is administrative, bureaucratic in functioning; HR professionals are not aligned with the business strategy and lack analytical skills. Human resource information system is not new concept but it is recuperating day by day with changing environment. Organizations have significant work to do, where HR leaders are adapting to understand change business demands and skill set required. HR’s role is expanding beyond its traditional focus on talent management, process, and transactions. HR is becoming an innovative consultant with a broader responsibility to design, simplify, and improve the employee and candidate experience. Today HR organizations are moving away from a ‘service provider’ role to become valued talent, design thinking and employee experience consultants. They are deeply embedded in the organization through business partner leadership
...man Resource Management and what are the type of organizations exists in the current business world. The global environment such as, culture, education and skills and the legal system do influence when managing across the borders. In respect of the IHRM we have to be more specific when recruiting expatriates we should ensure that he/she could easily adaptable for the host country culture and the environment. When recruiting and selecting the international staff there is certain modern techniques applicable such as use of social media etc. Also when selecting we have to focus more on person’s experience, family status etc. Training and development is important for the successful performance of the employees and timely compensation should be provided. Performance appraisal will assist the employees to correct their job related problems and improve in the future.
Values, notions, ideas and ways of being (Bodley, 1999). The HRM has develop over short long past. After this, multinational sector has gone for lot of progress, surrounded by the areas as like Strategic Human Resource Management and International Human Resource Management. In additional to that, the increasing levels of globalization and internationalization of multinational sector, the development of new promote it likes China, Europe India, Nigiriya ect..