...Reaction Paper: “Basic Human Resource Management” As a student’s of Cavite State University- Silang Campus, third year college in the course of Business Management majoring in Human Resource Management. It is very important to us to have seminar. The basic objectives of the seminar are to understand the roles and function of Human Resource Department in the organization, to identify the essentials steps involved in the recruitment, selection and hiring process, to learn the key elements in developing and implementing an effective training and development program for employees, lastly is to comprehend the basic principles, objectives and components if compensation management system. Our seminar is entitled “Basic Human Resource Management”. It was tough us in the last month of August 27, 2013 by the time of 9 in the morning to 12 in noon. At the Philippine Stock Exchange Centre in Ortigas Center in Pasig City Our resource speaker is Ms.Lina Buendia-Aguila. Her expertise includes subjects on HR Planning, Talent Acquisition, Employer- Employee Relations, HR Policy Making, Training and Development, Performance Management, Compensation and Rewards, Psychological Assessment and Counseling. I am glad to the icebreaker because I noticed that it is their way to know us by answering their question in yes or no and it is also a form of exercise by sitting and standing. In this seminar we tackled about four topics first topics is “Overview of Human Resource Management”, second is “Recruitment...
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...EVOLUTION AND DEVELOPMENT OF HUMAN RESOURCES AND HR MANAGEMENT. BENSON MWENDWA WAMBUA KENYATTA UNIVERSITY D241/OL/CTY/7935/2014 BBA 032: FUNDAMENTALS OF HUMAN RESOURCE MANAGEMENT Abstract Introduction Human Resource Management is a business function, which manages, leads, facilitates and provides tools for the human capital management in the organization. HR sets strategic processes and procedures, runs difficult and complex communication campaigns as the organization attracts the best talents from the job market, retains them with the attractive compensation packages or it develops them in talent development programs. HR runs many processes, which are crucial for the modern organization. We cannot believe that the successful business could exist without the Recruitment and Staffing, Compensation and Benefits, Training and Development or the Leadership Development. However, in the past the companies did not use any of the HR value added processes. The story of Human Resources started as evidence of all employees. It dealt with issues and requests. Nothing more was expected to be delivered. The HR Management history is fascinating. The wars usually change the path of Human Resources in organizations and society. The evolution and background of HR Management It is a paradox of the human history that best things evolve. The history of the modern Human Resources Management is not a deviation from this general rule of the human history. However, the HRM background...
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...Degree: Human Resource Management MGT323 Principles of Management Three (3) Sixth BBA Program Course Description: Human Resource Management is a course designed to make the students familiar with the concepts of managing human resources. It is rightly said that the organizations need effective people not efficient people. The course also describes the bench mark practices of Human Resource Management Course Objectives: This course has been designed keeping the following objectives in mind: 1. Demonstrate an in-depth knowledge of the activities and decisions that inform the employment relationship and management including recruitment, selection, training, health and safety, employment laws, motivation, and productivity of employees. 2. Develop and design different forms and memos for recruitment, selection, TNA and performance appraisal of employees 3. Demonstrate and assess leadership in a professional context, by selecting and appraising appropriate styles for situations, and contributing and discussing relevant expertise, liaising with and assessing professional colleagues, and managing and evaluating a supporting team. 4. Conduct internal research on HR-related problems at work, and communicate results effectively to colleagues and peers. Learning Outcomes: At the end of this course, students should be able to: 1. Explain what human resource management is and how it relates to the management process 2. Illustrate the human resources responsibilities...
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...Chapter 1: Introduction to Human Resource Management Multiple Choice 1. The basic functions of management include all of the following except ___________. a. planning b. organizing c. motivating d. leading e. staffing (c; moderate; p. 2) 2. The management process is made up of ___________ basic functions. a. three b. four c. five d. eight e. ten (c; moderate; p. 2) 3. Which basic function of management includes establishing goals and standards, developing rules and procedures, and forecasting? a. planning b. organizing c. motivating d. leading e. staffing (a; easy; p. 2) 4. What specific activities listed below are part of the planning function? a. giving each subordinate a specific task b. recruiting prospective employees c. training and developing employees d. developing rules and procedures e. all of the above (d; moderate; p. 2) 5. Celeste spends most of her time at work setting goals and standards and developing rules and procedures. Which function of management does Celeste specialize in? a. planning b. organizing c. motivating d. leading e. staffing (a; easy; p. 2) 6. Which basic function of management includes delegating authority to subordinates and establishing channels of communication? a. planning b. organizing c. motivating ...
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...beginning of time, people have been the most valuable resource available. Regardless of the goal or task, some level of human resource is required. This simple fact has created a vital need for effective Human Resource Management (HRM). Human Resource Management is a function performed in organizations that facilitates the most effective use of people to achieve organizational and individual goals (Ivancevich, 2010). As society and organizations grow and become more complex, HRM functions continue to expand into many areas vital to organizational growth and success. The journey to understanding and applying human resource functions covers Equal Employment Opportunity (EEO) and Affirmative Action, Human Resource Planning, Recruitment, Selection, Human Resource Development, Compensation and Benefits, Safety and Health, and Employee Labor and Relations. By exploring each area, we can understand how these functions can be applied to personal career goals and set the stage for a successful future. One important function of Human Resource Management is the understanding and developing policies for Equal Employment Opportunity (EEO). Equal Employment Opportunity has implications for almost every activity in HRM: hiring, recruiting, training, terminating, compensating, evaluating, planning, disciplining, and collective bargaining (Ivancevich, 2010, p. 65). With that in mind, it is vital for all levels of leadership and management in an organization to be involved in EEO policies and...
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...Chapter 01 Managing Human Resources True / False Questions 1. Managers and economists traditionally have seen human resource management as a source of value to their organizations. True False 2. The concept of "human resource management" implies that employees are interchangeable, easily replaced assets that must be managed like any other physical asset. True False 3. Human resources cannot be imitated. True False 4. No two human resource departments will have precisely the same roles and responsibilities. True False 5. Today, greater concern for innovation and quality has shifted the trend in job design to an increased use of narrowly defined jobs. True False 6. An organization makes selection decisions in order to add employees to its workforce, as well as to transfer existing employees to new positions. True False 7. In the context of performance management, when the person evaluating performance is not familiar with the details of the job, outcomes tend to be easier to evaluate than specific behaviors. True False 8. The pay and benefits that employees earn play an important role in motivating them, except when rewards such as bonuses are linked to the individual's or group's achievements. True False 9. Maintaining positive employee relations includes preparing and distributing employee handbooks that detail company policies and, in large organizations, company...
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...Running Head: Human Resource Management 1. Explain what HR management is and how it relates to the management process (in other words, define HRM, make a list of the management process, and identify what part of the management process is responsible for HRM. Answer: Human resource management is the process of acquiring, training, appraising, and compensating employees, Most experts agree that there are five basic functions (management process) all managers perform: planning, organizing, staffing, leading, and controlling. In total, these functions represent the management process. Some of the specific activities involved in each function include: Planning: establishing goals and standards; developing rules and procedures; developing plans and forecasting ？predicting or projecting some future occurrence. Organizing: give each subordinate a specific task; establishing departments; delegating authority to subordinates; establishing channels of authority and communication; coordinating the work of subordinates. Staffing: deciding what type of people should be hired; recruiting prospective employees; selecting employees; setting performance standards; compensating employees; evaluating performance; counseling employees; training and developing employees. Leading: getting others to get the job done; maintaining morale; motivating subordinates. Controlling: setting standards such as sales quotas, quality standards, or production levels; checking to see how actual...
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...Company. Every year they are challenging their previous success. They are pleased with that what they have achieved previously but not delighted with that. (Pran Food, n.d.) and Beverage every endeavor is to outweigh their past performance. They are growing and growing in the global market. At last we shortly discuss practices of Strategic Human Resources Management in Bangladeshi local company PRAN Food and Beverage. Contents EXECUTIVE SUMMARY 2 Introduction 4 Background of the company 5 HR as an important perspective 7 Common Issues of HR 8 Currently faced problems 9 Employee Workforce Management 9 Labor Management 9 Achievable Solutions 10 To speed up the workforce 10 For Labor enforcement 10 Conclusions 11 Bibliography 12 Introduction The complexity of the entire globalization process, which gave rise to increasing mutual dependence of different economies, branches and organizations, makes new issues with respect to human resources and their knowledge as the sole creative factor of the new value and profit creation actual. Instead of the present day domination of natural and financial resources, the world's...
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...Strategic Management Paper Ebonie Franks University of Phoenix Strategic Management Paper Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training (About.com:Human Resources, n.d.). Human resource is very vital to the success of an organization. I will discuss in this paper the recruitment and retention, training and development, employee performance management, regulatory compliance, and compensation and benefits. Merging two companies together to create an international company that is powerful is one way to expand business globally. Uniting two diverse companies with distinct business processes, strategies, and cultures is a definite challenge of mergers. Involving companies from a different culture is even more challenging. People, financial, and operational processes need to be reviewed by executives in order for a new set of rules, procedures, and practices to be developed for the new company. Cultural differences would have to be recognized and there would have to be immediate links created to bridge the gap between the two cultures. If these links were not created, the corporation’s direction towards achieving success could be threatened. If there were any issues as far as downsizing or relocation at hand, they would need to be resolved. To...
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...Management Functions Introduction Effective leadership and management involve motivating employees, creative problem solving, and to make sure that organizational goals and objectives are being accomplished. The five functions of management are planning, organizing, staffing, directing, and controlling. These are the five functions that separate other business functions like accounting, marketing, and manufacturing from the management processes (Stewart R Clegg, 2011). Thesis Statement This paper takes a detailed look at the application of these five management functions at Food Basics. Food Basics is a US based local chain of grocery stores where I worked as a customer service representative. During my job there, the top level management took the decision to turn the company into a customer-oriented organization. This paper also takes a critical look at the practice of the five management functions for the implementation of this organizational strategy. Planning Planning is the foremost management function which sets the groundwork for other management functions. At Food Basics, planning is a continuous ongoing process in which the courses of action are determined. It is the responsibility of the top level management to devise a blueprint for all organizational activities including activities in all retail stores to reach the overall objectives. First the top level management determines what resources are needed, the resources in this case being supplies and the management...
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...DEFINITION OF STRATEGIC HUMAN RESOURCE MANAGEMENT Strategic human resource management is that management think periodically to attain benefit to the company or meet the requirement of employee. Improving everything’s in business site, give training to employee, analysing and development technique. Moreover strategic human resource management can involve in any aspect of the company which relate with employee. Core element of strategic human resource management recruiting staff give training to them, solving employee issues as well maintain relation between organisation and staff .Also Human Resource Management help to motivate worker in work to increase productivity. Strategic human resource management play very key role in the company to maintain position or increase productivity....
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...Human Resource Management: Context, Concept and Doundaries UNIT 2 THE CONCEPT AND FUNCTIONS OF HUMAN RESOURCE MANAGEMENT Objectives After reading this unit, you should be able to: l l understand the meaning and concept of human resource management; and explain the functions of HR, and responsibilities and new roles of HR practitioners. Structure 2.1 2.2 2.3 2.4 2.5 2.6 2.7 Introduction Concept of HRM Objectives of HRM Human Resource Functions Summary Self Assessment Questions Further Readings 2.1 INTRODUCTION Human resource management (HRM) is an approach to the management of people, based on four fundamental principles. First, human resources are the most important assets an organisation has and their effective management is the key to its success. Second, this success is most likely to be achieved if the personnel policies and procedures of the enterprise are closely linked with, and make a major contribution to, the achievement of corporate objectives and strategic plans. Third, the corporate culture and the values, organisational climate and managerial behaviour that emanate from that culture will exert a major influence on the achievement of excellence. This culture must, therefore, be managed which means that organisational values may need to be changed or reinforced, and that continuous effort, starting from the top, will be required to get them accepted and acted upon. Finally, HRM is concerned with integration - getting all the members of the organisation...
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...HRM The evolution of human resource management as a distinct profession dates back to the industrial revolution when factories established personnel departments to look into wages and welfare of workers. * slide 1 of 5 To understand the evolution of Human Resource Management, one must first understand its basis. The origins of workforce management lies in the arrangements made for the welfare of apprentices working with the master craftsmen in the putting out system that prevailed during the medieval ages. The industrial revolution that led to the establishment of factories displaced the putting out system. The workers in the early factories faced long hours of works under extremely unhygienic conditions, and mostly lived in slums. This soon resulted in several labor riots, the most famous being Ludds riots of 1811 in Nottingham, England, precipitated by reduced wages. The government soon intervened to provide basic rights and protections for workers, and the need to comply with such statutory regulations forced factory owners to set up a formal mechanism to look into workers wages and welfare, and redress other issues concerning labor. This led to the emergence of Personnel Management as a distinct profession. * The Personnel Management Approach The Personnel Management approach that remained in vogue for much of the 20th Century remained administrative in nature. Arising out of the need to enforce statutory compliance, it concerned itself primarily with ...
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...Strategic Management of Human Resources Section A: (Take around 15 minutes to answer each question, 1 or max 1.5 pages for each question) 1. What do we mean by the terms ‘Best fit’ and ‘Best practice’ to describe SHRM (Strategic Human Resource Management). Which is better? Use any short case examples to illustrate your discussion? The best answers will be offering a sharp definition, discussion of the key differential factors associated with the models and a critique of the issues and tensions organizations face. The best answers will introduce the strategy process behind the models, planning, competence and the flow from the business strategy. They will be able to focus around the vision of the organization the values and how this is worked through with better examples. 2. How are Human Resource Departments responding to the challenge of SHRM? Answers will use the Ulrich or similar framework and assessing the challenges HR faces with respect to becoming strategic actors and business partners. They will be able to offer more contemporary information / discussion updating progress toward becoming business partners and change agents with some examples beyond the basic module guide. This will offer a critical and challenging view point. They will offer a comprehensive update on what it means to measure HR value added, develop the function around consultancy and basic service functions and be able to offer more on audit and the relationship with other line...
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...Human Resource Management Overview In 1833, Human Resources started out at factories where individuals were inspectors called Industrial Welfare workers. These inspectors regulated 60-hour workweeks over children and women. In this day, Human Resource Management in organizations is the process of hiring and developing employees so that individuals become more valuable to organizations. HR departments have three major areas that they cover. Transactional work such as payroll, employee benefits, insurance, and retirement plans is the first. Tactical work is HR developing solutions that benefit the employee work groups. Last Strategic work benefits the organization as a whole such as evaluating the organization where it stands, to deciding where the organization wants to be in the future, and ending with developing a plan to reach those goals. Primary Functions There are four basic functions in Human Resource Management; staffing, training and development, motivation, and maintenance. The first being staffing means hiring individuals for needed positions. There are steps to take for staffing which include strategic human resource planning, recruiting, and selection. This involves bringing new people into the business and making sure they are productive additions to the enterprise (Huntley & Kleiner 2005) For example, before I was hired there was one open position for the accounting department at my work. Two of us that were considered for that one position, but both...
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