...Five Functional Areas Of Human Resource Management Five Functional Areas of Human Resource Management (HRM) HRM has five functional areas that include: Staffing, Human Resource Development (HRD), Compensation and Benefits, Safety and Health, and Employee and Labor Relations. Staffing Achieving organizational objectives requires having the proper number of employees with the appropriate skills. Staffing accomplishes this objective through four tasks. The first task is job analysis, which examines specific job functions in determining the skills, duties and knowledge required for each position. The second task is ensuring that the required numbers of employees, with the appropriate skills, are available when needed organizations engage in Human Resource Planning (HRP). The third task is recruitment, which is the process of attracting enough skilled people to apply for jobs in the organization. Fourth, the last step in the staffing process, is selection. This involves choosing the best suited individuals to fill the open positions in the firm. Human Resource Development (HRD) Six functions, including training, development, career planning, career development, organization development and performance appraisal, make up Human Resource Development (HRD). * Training: is a process designed to provide employees with the knowledge and skills needed for their present job. Focusing on long-term learning needs is development. The ongoing process of career planning sets career goals for...
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...NAME: RAHUL SHAH ID: 12122 SUBJECT: HRM531A PROFESSOR: DR PAUL CHAO HOMEWORK NO.: 1 HUMAN RESOURCE MANAGEMENT Design and implement of formal system in an organization to manage human talent for accomplishing organizational goal. Functions: The role of human resource management is to plan, develop, and administer policies and programmes designed to make expeditious use of an organisation’s human resources. It is that part of management which is concerned with the people at work and with their relationship within an enterprise. Its objectives are: Effective utilisation of human resources; Desirable working relationships among all members of the organisation; and Maximum individual development. The major functional areas in human resource management are: Planning, Staffing, Employee development, and Employee maintenance. These four areas and their related functions share the common objective of an adequate number of competent employees with the skills, abilities, knowledge, and experience needed for further organisational goals. Although each human resource function can be assigned to one of the four areas of personnel responsibility, some functions serve a variety of purposes. For example, performance appraisal measures serve to stimulate and guide employee development as well as salary administration purposes. Thecompensation function facilitates retention of employees and also serves to attract potential employees to the organisation. A brief...
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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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...human resource to administer employers relations with employees. Such human resources services involve the recruitment for a company as well as over seeing benefit and compensation packages, temporary and permanent placement of qualified workers and ensuring training and future development are observed and meet the company's qualifications. Employment policies must take into account court decisions and legislations pertaining to a wide range of issues - age, race and disability discrimination; health and safety requirements, employment security, confidentiality; and sexual harassment, to name a few. Tyson suggests that the aim of the HR strategy process is concerned with devising ways of managing people, which will assist in the achievement of organizational objectives. Within these processes HR assists management in development and implementing policies, practices and philosophies to benefit the organization. Tyson recognizes that there is a lack of importance placed on the actual process that leads to the success of organizations and therefore could be seen as changes in the policies, practices and philosophies of organizations. Kane and Stanton realize that the planning process of the human resource function is key to the challenges of the future to organizations. They also discuss the importance of developing and understanding the appropriate process for organizations to...
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...Running Head: HUMAN RESOURCE MANAGEMENT TRAINING PROPOSAL Human Resource Management Training Proposal Adriana Dryburgh HSA320 Instructor Name: Leah Miller Introduction: Human Resource in Health Care Field The activities pertaining to human resource management were observed early in 2000 B.C. Regardless of the type of industry, human resource management can be applied to all types of operational activities of an organization. Human resource management (HRM) has gained increased attention worldwide especially in health care systems. Specifically stated, like physical capital and consumables, human resources are also a principle input to health care systems. In relation with the health care, people working as non-clinical and clinical staff performing individual and public health intervention activities can be referred to as human resources (World Health Report, 2000). The knowledge, motivation and skills of such human resource ultimately reflect the benefits and performance of the health care delivery systems. In order to ensure system’s success, it is also required that an appropriate mix is maintained between various caregivers and health promoters since human capital shall be managed and handled differently from physical capital. Cost of healthcare is increasing with a drastic increase in health care consumables’ cost and number viz. drugs, disposable equipment and prostheses. This increasing expense can seriously affect the ability of publicly-funded system to hire...
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... Introduction/Background of the study Objective of the study Scope of the study Methodology Project findings Recommendations 1. 2. 3. 4. 5. 6. References Executive Summary As Prahlad and Hat point out, the economies of vastly populated countries such as China, India,and the former Soviet Union present a profusion of consumers and immense growth potential for multinational corporations. The trick is for senior management to fully understand that this market possibility exists and that tapping into it may require a radical departure from the traditional, developed-economy mindset. As Nike’s financial record indicates, market saturation and intense competition in Tier One economies has squelched Nike’s growth trajectory. While the Swoosh continues to penetrate typical Western markets, tapping into the increasing numbers of “middle and lower class” consumers in emerging markets could offer a phenomenal expansion opportunity if the firm can create the right business model. In addition, beyond the potential economic benefits from this venture, Nike’s World Shoe Project also offers a credible response to the labor issues that have buffeted the company, and leverages their efforts to minimize the environmental impact of their production activities. • Introduction/Background of the study The words “Just make me the shoe!” echoed down the boardroom table to Tom Hartage a 17 – year veteran of the running shoe company, Nike Inc. Tom Clarke, president...
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...Human Resource Management Roles Sheilah Schmidt HCS/341 March 24, 2014 Gregory Kennedy Human Resource Management Roles According to the Bureau of Labor Statistics (2014), “human resource managers plan, direct, and coordinate the administrative functions of an organization” (p. 1). Managers also oversee recruiting, hiring, and interviewing new staff, and plan strategically. Human resource health care manager have specific roles. A human resource management’s roles in the health care industry include, staffing and placement, legal research on health care, management of employees, and decision-making (Russell, 2014). Human resource functions include employee relations, employment, records, benefits, compensation, human resource strategic planning, organizational design, performance management, human resource development, organizational development, and employee health program (Wolf, 1989). Staffing and Placement Employment involves services of people through recruitment, selection, placement, and orientation for the operation of the organization. According to Gómez-Mejía (2010), “recruitment is the process of generating a pool of qualified candidates for a particular job.” “Selection is the process of making a “hire” or “no hire” decision regarding each applicant for a job” (p. 161). There are challenges in the hiring process. If poor hiring decisions have been made, additional training may never be reached; inaccurate information may be given to customers, and employee...
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...market economy, the integration trend with fierce competitive environment, businesses have to deal with many challenges. To survive and grow strong businesses have the resources including human resources play a decisive role. Competition in the domestic environment was difficult, as businesses expand into international markets, having to compete with local businesses is even harder. In order to be able to attract and retain talent, a strategic development and management of comprehensive human resources is essential for any enterprise. An enterprise HR systems professional, methodical and consistent will create a workforce to work effectively, devoted to the survival and development of enterprises. That is the advantage of a very important business in the marketplace. The first step plays an important role in the system of human resource management activities are activities of human resource planning. Plans to build the human resources help businesses with an overview of the most accurate and workforce in the enterprise, predict workforce needs in the short term and long term and provide optimal solutions human resources to successfully implement the goals of the organization. II. Introduction International trading is increasingly important role in the world economy. It has opened up many opportunities and challenges to national integration, especially in developing countries. Plays an important role in this integration process is the multi-national corporation, these corporations...
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...privacy and security of patient’s health information is an important challenge and responsibility for every healthcare organization and a concern for every United States citizen. To receive healthcare, patients must reveal information that is very personal and often sensitive in nature. Most of the patient-physician relationships depend on very high levels of trust at the same time they also trust that the healthcare organization will protect their confidential healthcare information with belief of security and privacy. It is an ethical and legal responsibility for every healthcare organization to protect patient’s health information and should make a management plan for security and privacy of this confidential health information. “Disasters and security incidents may threaten the organization’s ability to carry out its mission as well as other operational functions. Advance planning and preparation will allow the organization to continue serving its patients and community to ensure the availability of patient protected health information as well as business information” (MHC IT Disaster Recovery Plan, 2006). If access to data is not safe and precise during a natural disaster, there are bound to be many privacy concerns. The purpose of this paper is to describe and discuss the natural disaster case scenario of a small town on the Gulf Coast that was struck by a hurricane and the detailed management plan for the security and privacy of the affected patient’s health care information...
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...Development Report HIV Human Immunodeficiency Virus ICTs Information and communication technologies IEC Information, Education and Communication MAP Multi-country AIDS Programme MDGs Millennium Development Goals NGO Non-governmental Organisation PLWHA People living with HIV and AIDS PMTCT Prevention of Mother to Child Transmission STI Sexually Transmitted Infection TAC Treatment Action Campaign UNAIDS Joint UN Programme on HIV and AIDS UNESCO UN Educational Scientific and Cultural Organisation USAID United States Agency for International Development VCT Voluntary Counselling and Testing WHO World Health Organization WTO World Trade Organization INTRODUCTION 1.1 Background In developing countries, preventable diseases and premature deaths still inflict a high toll. Inequity of access to basic health services affects distinct regions, communities, and social groups. Under-financing of the health sector in most countries has led to quantitative and qualitative deficiencies in service delivery and to growing gaps in facility and equipment upkeep. Inefficient allocation of scarce resources and lack of coordination among key stakeholders has made duplication of efforts, overlapping responsibilities, and resource wastage common and troublesome problems. Most countries are at some stage of health sector reform to try to...
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...35% edition Understanding Business Table of Contents Page No. Introduction 1 TASK 1 1-6 1.1 Human Resource Management (HRM) 1-3 1.2 Accounting 3 1.3 Marketing 4-6 1.4 Operations Management 5 TASK 2 Analyzing the Key Issues 7-9 2.1 Human Resource Management (HRM) 7 2.2 Marketing 8-9 Conclusion and recommendations 10 References 11 Introduction Understanding business is very important when a company is going to operate for the first time. Without understanding business and its core component like HRM, Marketing, accounting, and operational management it is difficult to initiate business efficiently. That is why these issues can play a big role in an organization and it is very necessary to understanding business. Eastern food is going to launch its business. So this organization should consider accounting, marketing, operational management and HRM factors so that Eastern food can overcome its challenge when it is starting its business. Task 01 1. human resource management: In the time of consideration of success in any business, human resource management (HRM) is the key player to go forward towards the goal. Only the effective and efficient employee can make every single complex task easier that is the main point to overall success in a certain period. Human resource management itself being thought responsible to operate some major function namely retreatment process, training, and other motivational work events. In the arrival of HRM it maintains...
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...Human Resource Management Roles Kris A. Kilian HCS/341 March 26, 2012 Judith Burke Human Resource Management Roles The Human Resources (HR) department has a vital role in the industry of health car organizations. Working with each individual within the organization is imperative to help the entire organization accomplish the goals. When HR staffs an organization, HR must take an inventory based on supply and demand first to see where the correct amounts of people are needed in each department. Staffing departments has a process to make the challenge run smoothly. Finding the qualified applicants to fulfill each position can be time-consuming and challenging to make the organization productive with customer satisfaction. A job analyses should be taken to ensure the proper implementation of the prospective employee and the desired position. Retaining employees consists of good and open communication. An open door policy must be enforced to keep an honest flow of momentum throughout the organization for a sense of belonging and ease. Training consists of teaching an employee a new skill or assisting where there is an issue of the current work performance. When an organization foresees a new need for enriching a department, the developing process is in full effect for its employees and their abilities. Employee relations needs to always remain open to be followed by the rules and policies of the HR administration team and the organization. HR will conduct on a timely...
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...Addressing Challenges of Groups and Teams Paper Training can provide unique opportunities for organizations to prevent fraud and improve ethical practices among employees. Training can help to educate, raise awareness, and increase short and long-term company profits. WorldCom was a classic example of failed corporate governance, accounting abuses, and plain greed that could have been prevented through appropriate management and employee training. This paper will provide an example of a training plan that could have helped prevent the demise of WorldCom. Developing a Training Plan To increase the effectiveness of employees toward the achievement of business goals, it is essential to put a training plan in place that will enhance communication, group collaboration, and conflict management. A well designed training plan would display the same basic training module but with more organizational specificity on the topic to be addressed. The training plan is therefore designed to maintain the following fundamental principles. a) Training Goal: The desire to achieve results in effective communication, collaboration, and conflict management from employees to include an understanding of the expectation of ethical behavior. A training manager shall be responsible for designing a curriculum that would address the challenges and benefits of these components within a reasonable time frame. b) Learning Objective: At the end of the training the expectation will be, employees...
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...PART A SWOT Analysis As Director of Information Management, I have been task to implement a new clinical information system for the pharmacy at this hospital. The hospital wants a pharmacy that will enable the physicians to have the capability of doing an automatic order through Computerized Physicians Order Entry (CPOE) in hope of reducing order delays, improving the legibility of orders, streamline operations, and ultimately improve patient safety by reducing medical errors. STRENGTH • Strong leadership and executive support • Focus on improved clinical practiced • Physician support • Leading technological hospital in the metropolitan area • Current hospital focus on patient safety • Wide-ranging: various professional groups will be impacted • Highly knowledgeable information system staff • Currently a pleasant and comfortable work environment for staff WEAKNESSES • Rising cost of resources • Limited budget constraints due to previous commitments • Lack of time for user training • New technology and staff attitude towards changes • Physician and clinical staff level of comfort with technology • Some hospitals already have CPOE OPPORTUNITIES • Desire to significantly reduce medication errors • Interest in standardizing medication ordering processes • Concerns of adequate training and assistance available for all involved clinical staff • Need for improved workflow processes in pharmacy services • Must have a positive impact on hospital efficiency ...
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...TECHNOLOGY MINNA, NIGER STATE SCHOOL OF ENTREPRENEURSHIP & MANAGEMENT TECHNOLOGY DEPARTMENT OF TRANSPORT MANAGEMENT TECHNOLOGY TOPIC: URBANIZATION IN AFRICA BY: SOLOMON T. JOHNSON 2012/1/41096MT COURSE: URBAN PLANNING SUBMITTED TO: DR. DUKIYA ABSTRACT Africa is urbanizing fast. Its rate of urbanization soared from 15 percent in 1960 to 40 percent in 2010, and is projected to reach 60 percent in 2050 (UN Habitat 2010). Urban populations in Africa are expected to triple in the next 50 years, changing the profile of the region, and challenging policy makers to harness urbanization for sustainable and inclusive growth. Although many have written about the phenomena, what is clear to us is that is impossible to deal with Africa’s growth and poverty challenges without managing urbanization. Urbanization is not a subȬ plot, but rather the main policy narrative for Africa. URBANIZATION IN AFRICA Challenges and Opportunities: Africa is urbanizing fast. Its rate of urbanization soared from 15 percent in 1960 to 40 percent in 2010, and is projected to reach 60 percent in 2050 (UN Habitat 2010). Urban populations in Africa are expected to triple in the next 50 years, changing the profile of the region, and challenging policy makers to harness urbanization for sustainable and inclusive growth. Although many have written about the phenomena, what is clear to us is that is impossible to deal with Africa’s growth and poverty challenges without managing urbanization. Urbanization is not a subȬ...
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