What is Human Resource Management (HRM)? "It's a strategic and compre-
hensive management area that involves establishing policies, practices, and admi-
nistrative structures that focus on an organization's most valuable resource its
people." (Dictionary.com)
HRM is always a leadership, financial, and management issue. Employee costs
usually consume 70 to 80 percent of the budget of most organizations. By managing
human resources effectively and efficiently, you will know that your workers are
satisfied and motivated, willing to perform their duties to the best of their abilities.
Effective human resource management should help employees find meaningful work
and try to provide them with career satisfaction. It may also help an organization to
improve its performance and increase success.
In this essay, I will touch upon a few major issues and try to think of ideas
which may help to resolve them.
First of all, I believe that in era of organizational reforms and shrinking bud-
gets, providing high-quality service requires strong leadership. Leaders and mana-
gers need to have:
Accurately predict human resource needs in order to deliver services to the
public;
A strong workforce that is properly trained and educated to help improve
customer service;
Be able to assign staff members to the geographic areas where they are
needed;
Good relationships with union officials (if there are any);
Also, a good leader/manager should:
Create a positive climate for human resources;
Create a management structure for human resources;
Define what needs to be done;
Make new organizational ar...
... middle of paper ...
...r, effective HRM sys-
tem that provides opportunities for employees, among other things, will motivate
workers and increase their level of job satisfaction. This can result in improving the
quality of services. Finally, it's a human resource partnership between senior mana-
gers, supervisors and other administrative personnel that makes an HRM system
work.
References
FPMD. "Improving Supervision: A Team Approach." The Family Planning Manager.
Volume 2, Number 5, October/November/December 1993.
Letts, C., W.P. Ryan, and A. Grossman. High Performance Nonprofit Organizations:
Managing Upstream for Greater Impact. New York: John Wiley & Sons, Inc., 1999.
Ulrich, Dave. Human Resource Champions: The Next Agenda for Adding Value and
Delivering Results. Boston: Harvard Business School Press, 1997.
Directions: For each of the questions below, prepare an insightful and supported answer. Strengthen your arguments with text-based evidence and artful observations. This document will be submitted to Turnitin.com on Thursday, September 1 before 7:00 A.M., so be sure to convey original and thought-provoking answers that are YOUR OWN. Please print your answers for Thursday’s Seminar.
Their problem solving skills, intellectual potentials, and any other skill that can be utilized should be utilized to help build a better Whole
individual to do something, to show a commitment, and to earn a position. Even if they
The above excerpt was provided so that the student would know the focus of the essay. The complete essay begins below.
I have come up with this thesis by gathering information from online and what I have seen and read about over the years. Below are the areas used and addressed from the Thesis Checklist:
This is more or less the sharing of my opinions and ideas and will not be a typical essay.
This essay will explain both sides of the views and using critical thinking will uncover the real message the author intended to portray.
The following essay is an attempt to critically compare and contrast these two approaches from various aspects, and deduce which one is more encompassing.
The previous excerpt was provided so that the student could determine the focus of the essay. The complete essay begins below.
fundamental issues of how a society works and maintains itself. The goals behind the two works,
The topic under review is strategic alliances. This particular form of non-equity alliance between firms in the same industry (competitors) is becoming an increasingly popular way of conducting business in the global environment. Many different reasons of why such alliances are occurring have been recognized. These include: the increasing globalization of the world's economy resulting in intensified global competition, the proliferation and disbursement of technology, and the shortening of product life-cycles. This critique will use Kenichi Ohmae's viewpoint on strategic alliances as a benchmark for comparison. Firstly, a summary of Ohmae's article will be provided. Secondly, in order to critique Ohmae's opinion, it will be necessary to review other literature on the topic. Thirdly, a discussion of the various viewpoints and studies, that have hence arisen, will be discussed in detail. Finally, conclusions will be drawn with implications for companies operating in today's global environment, together with suggestions for future research on strategic alliances.
Human Resources in Business Human resources, or HR, is all about managing the people who are in. your business. They are as important as any other resource. You must recruit new workers, promote old workers and so on. a basic definition.
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...
Human resource is the most valuable and unique asset of an organization. The successful management of an organization’s human resource is an exciting, dynamic and challenging task , especially at a time when the world has become a global village and economies are in a state of flux. The lack of talented resource and the growing expectation of the modern day employee has further increased the difficulty of the human resource function.
have more of a major effect on the company's health. Irving Burstiner was quoted in in The