...and supervisory responsibility towards employees in the operational level. In majority of the organizations, line managers are charged with numerous HR-related tasks like employee training, breaking out news to employees, employee empowerment, team building, performance appraisal, employee motivation and other activities that are usually within the remit of HR. Line managers are promoted from within the team of employees working in the organization. In this assignment, we are going to discuss about the support of line management in an organization on the effective functioning of HRM practices. This paper illustrates how line managers carry out their HR activities. Nidhi Gautham, Management Consultant, Bikanerwala Foods Pvt Ltd. Frontline managers play crucial roles on the implementation and enacting of HR policies and practices. HRM is an approach planned to manage people in the organization effectively for better performance. HRM aims at establishing a more open, flexible and caring management style for employees and staffs to be motivated, developed and managed through which departmental goals can be achieved effectively and efficiently. Good HRM practices are instrumental in helping achieve departmental objectives and enhance productivity. There should always be a positive two way communication among line managers and HR department so that they can ensure that employees have increased work satisfaction and show a increase in overall performance or...
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...Case study:Singhania and partner Introduction:Singhania & Partners is a full-service national law firm, a successful international corporate and commercial litigation, arbitration and intellectual property law practice. In my opinion, Singhania & partners should be to strengthen the trust of employees, because it is an essential prerequisite for all real commercial success. The Discussion on Mohothra and Singhania Law Co. HR Practices Human resources practices mean the methods that are adopted to conduct various employment actions (Mayhew, 2012). As one of the largest law firms in India, Mohothra and Singhania Law Co., has unique features in its HR practices. Besides the regular HR work, the HR practices of Mohothra and Singhania Law Co. has three features in its HR practices: open door policy, all merits based career growth and stress free environment. Firstly, the company conducts open door policy. There is open house every two weeks on which small presentations on different topics are organized, offer opportunities for employees training. The lawyers at all levels are encouraged to make the presentation. Combined with bi-weekly open house and weekly senior management meeting, the company is open to hear different opinions and suggestions. What’s more, with the open door policy of the company, any employee is accessible to senior management for discussions. Secondly, the career growth of the employees is all merits based. The company does not rely on annual performance...
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...HR Manager is one of the most important key to open a lock hanging on the door of success in an organisation. If an HR Manager is efficient enough to handle and to take out best from his team members any organisation and can achieve more from his target goals. HR manager plays a very important role in hierarchy, and also in between the higher management and low level employees. Stated below are major responsibilities of HR Manager:- Responsibilities: 1. To maintain and develop HR policies, ensuring compliance and to contribute to the development of corporate HR policies. 2. To develop the HR team, to ensure the provision of a professional HR service to the organization. Manage a team of staff responsible for mentoring, guiding and developing them as a second line to the current position. 3. To ensure timely recruitment of required level / quality of Management staff, other business lines staff, including non-billable staff with appropriate global approvals, in order to meet business needs, focusing on Employee Retention and key Employee Identification initiatives. 4. Provide active support in the selection of Recruitment agencies which meet the corporate standard. Ensure Corporate Branding in recruitment webs and advertisements. 5. Develop, refine and fine-tune effective methods or tools for selection or provide external consultants to ensure the right people with the desired level of competence are brought into the organization or are promoted. 6...
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...both the Bank and the individual members of staff who contribute to its success, the HR Strategy encompasses organizational development activities, which aim to improve the Bank’s capacity to achieve greater effectiveness, including improved quality of service. There are number of HR practices that could be tested in connection with employee performance. We have studied eleven HR practices and their relationship with organizational success which are personnel selection, performance appraisal, incentive compensation, job design, grievance procedures, information sharing, attitude assessment, labor-management participation, recruitment efforts, employee training and promotion criteria. These eleven HR practice in very important to achieve organizational success and these practices have positive relationship with organizational success. Methodology: The questionnaire was based on questionnaire for measuring impact of various HR practices on employee performance and as well as organizational success. The reason for selecting this questionnaire is that it was used to study the impact of same variables as in present study and was well tested on reliability and validity scales this questionnaire was also correction by our teacher. Questionnaire that was administered consisted of 16 questions and these questions are included Compensation Practices, Promotion Practices Performance Evaluation Practices and Perceived Employee Performance and so on. To complete this term paper we use primary...
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...Introduction: Human resource management works with human to formulate and implement the business strategy. HRM and strategy were not related too much before but nowadays the coordination between them is reasonably common in the competitive world. Every manager needs to know how human resources are associated with strategic management to increase the effectiveness of the organization. This assignment has been prepared to give a clear view about the importance of HRM, formulation and implementation of HR strategies. Therefore, the contemporary issues related to strategic human resource management have been analyzed appropriately to show their impact on strategic HRM. All the topics have been assessed by relating with modern business world to show practical overview of human resource management and strategic human resource management. 1. Understanding the role and importance of HRM: 1.1. Definition of strategic human resource management In general, human resource management refers to a process by which the organization functions are accomplished and objectives are achieved through managing and utilizing experienced and skilled workforce. Human resource management starts with recruiting and selecting employees and then makes sure the utilization of the workforce. Strategic human resource management is defined as macro-organizational approach that designs strategic policies and frameworks to decide how the long-term goals and objectives will be achieved through using trained...
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...HR Strategy and Organizational Performance [Name of Writer] [Name of Institution] HR Strategy and Organizational Performance Introduction Human resource management is in the selection of policy and techniques related to human resource management agency. Taken together, these techniques and preferences are messages to employees, managers and interested persons abroad about the value of the agency placed on human resources. Unfortunately, international managers have had to adopt sensible policies in the field of organization for fixing the responsibility and cost control. First, employers continue to place administrative employees, Professional, scientific and technical through the civil service systems for important positions. The state of relatively high positions, security, payment and benefits that go with these positions are considered essential for productivity and long-term retention of these employees. This includes preventive education through programs for employee wellness and treatment plans by employee health. Second, employers have attempted to put caps on benefit costs and legal liability risks by increasing the use of working mechanisms secondary (such as employment contract or contingent) to pair the changing job titles. While the phenomenon of the working contingent recognized as characteristic of the modern workforce, the precise number of contingent workers are in dispute between staff and managers economists. Estimates ranging from 2 percent to 16 percent...
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...HR Audit “The things that get measured gets managed” www.humanikaconsulting.com Agenda 1. Introduction 14. General Auditing Method 2. Challenges For H.R. 15. Methods Of Hr Audit Department Eight Challenges 16. Research Approaches To Audits 3. Meaning & Purpose Of Hr 17. Hrm Auditing Process Audit 4. Purposes Of Hrm Auditing 5. Objectives Of Hr Audit 6. Benefits Of HR Audit 7. Frequency Of HR Audit 8. The Principles Of Effective Hrm Auditing 9. Types Of HR Audits 10. The Scope Of Human Resource Audits 11. Hrm Audit Measures 12. HR Standards 13. Task Auditor INTRODUCTION • “How does a firm know if its human resource practices have an impact on business results? • “..most professional service firms and organizations complete an extensive audit of their financial statements on an annual basis, but the programmes involving “people”, such as recruiting, training or pay-for-performance are seldom given the same scrutiny.” • “..the starting point for enterprises wishing to manage their human capital successfully and seeking a labour competitive advantage is activities of the HR department.” CHALLENGES FOR H.R. DEPARTMENT EIGHT CHALLENGES IDENTIFIED BY DAVE ULRICH (1997) Globalization The H.R department will need to create models and processes for achieving global activeness, effectiveness and competitiveness. Managing the Value Chain for Business Competitiveness Innovation Faster Decision Making Price or Value Advantage Effective linking with Suppliers ...
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...and power to implement tools to increase job performance to achieve the overall mission. In the not-so-distant past, business leaders and employees alike considered Human Resource (HR) professionals as “Employee Champions” whose primary function was to engage in one-on-one interactions with people communicating organizational policies and procedures, collecting resumes, explaining company benefit packages, etc. In the past two decades, the internet has become a powerful information tool that has revolutionized business practices by facilitating changes in how organizations conduct business. The purpose of this paper is to describe how information literacy influences the Human Resource profession and how the internet has effected change in how HR departments deliver services as well. Implementing electronic human resources (e-HR) to conduct Human Resources (HR) transactions using internet technology has manipulated not only individual performance and behaviors ensuring business success it has revolutionized how people view HR (2010). Human Resources Office (HRO) The concept of Information Literacy in the Forest Service HRO and its influence is constantly evolving. The Albuquerque Service Center creates and designs ten Human Resource Offices across the United States based upon the need for HR operational expertise and superior customer service to meet service team requirements. Information Literacy influences the HRO functional effectiveness by ensuring compliance to government...
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...------------------------------------------------- POSTURE OF THE PAPER This study examined the validity of strategic human resource management practices and their effects on company performance on the basis of service sector, ownership and private-public organizations. Data were collected from several articles (mentioned in the reference section) and studies about different range of strategic HRM practices. The findings indicate that a valid set of strategic HRM practices (training, participation, results-oriented appraisals, and internal career opportunities) affect both service performance and financial performance. HRM strategies may be influenced by the decisions taken on strategy (the nature of the business currently and in the future) and by the structure of the enterprise (the manner in which the enterprise is structured or organized to meet its objectives). In an enterprise with effective HRM policies and practices, the decisions on HRM are also strategic decisions influenced by strategy and structure, and by external factors such as trade unions, the labor market situations and the legal systems. In reality most firms do not have such a well thought-out sequential model. But what we are considering here is effective HRM, and thus a model where HRM decisions are as strategic as the decisions on the type of business and structure. This study explores the three important questions in the context of Bangladesh mentioned below: 1. Whether extent of impact of strategic...
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...the direction in which the organization is going in relation to its environment and it must have a strategic objectives and a plan of action. HR strategies sets out what the organization intends to do about the different aspects of its human resource management policies and practices in integration with the business strategy. The purpose is to guide the HRM (human resource management) development, it provides vision for the future actions required and how the vision should be realized: especially what need to be done and what needs to be changed. Human Resource strategies are vertically integrated with the business strategy contributing to business process, and it should plan with people in mind, taking into account the needs and aspirations of all members of the organization; it involves the formulation and the implementation of specific strategies in each area of HRM. Generally there are two basic types of human resource strategies: the overarching strategies, so how people should be managed and developed, what the organization has to do in way to attract and retain people it needs through engagement, motivation and commitment. The second type are specific strategies related to different aspect of HRM, as rewards: so what the organization wants to do in the longer term to develop and implement reward policies, practices and processes that...
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...Analysis of LMB hotel in HR metrics perspectives Introduction The raising importance of human resource in organizational operation has increased the needs for contemporary HR to become a strategic partner as finance and marketing do (Lawler III, Levenson and Boudreau, 2003). Therefore, rather than just understand and introduce HR activities and practices, it is more vital for organization to test all aspects of them (in efficiency, effectiveness and impacts). Regarding to the LMB case, if LMB want to go through this difficult period, rather than only adopt HR practices, they should also conduct a comprehensive HR metrics system to facilitate the performance evaluation. This essay will firstly briefly introduce the HR metrics and discuss the importance of HR metrics theoretically. Then, it will identify problems LMB confronts with and propose policies to improve the LMB’s approach to HR metrics. Before giving a conclusion, evaluation of the proposed solution will be presented. Definition and Importance of HR metrics HR metrics, according to Stone (2014), ‘involves a systematic analysis and evaluation of the efficiency and effectiveness of the HRM function and its contribution to the achievement of the organization’s strategic objective’. In a broader view, there are three types of HR metrics—efficiency, effectiveness and impacts—that companies could adopt to evaluate the impact of HR practices on business strategy and organizational performance (Boudreau and Ramstad, 2003)....
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...professional practice | |Level |5[1] | |Credit value |4 | |Unit code |5DPP | |Unit review date |Sept. 2011 | Purpose and aim of unit This unit is designed to enable the learner to develop a sound understanding of the knowledge, skills and behaviours required by human resources (HR) professionals, whether in a generalist or specialist role, and as described in the CIPD HR Profession Map (HRPM). The unit embraces the ‘thinking performer’ perspective and covers the competencies needed by the HR professional in a personal capacity, when collaborating and working with others, and when functioning efficiently and effectively in an organisational context. It will enable learners to assess their own strengths and identify a continuing professional development (CPD) plan, based on the capabilities required for ethical, business-focused and interpersonal professional conduct. This unit is suitable for persons who: • seek to develop a career in HR management...
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...management directly and dealing with the human beings is a challenging task in firm since the organization success is directly related to the motivation and happiness of the employees (Dessler, 2005). The HR department applies specific theories and philosophies to assist them in managing their employees. Some of these philosophies include the utilitarianism principle and the happiness principle as explained below. HR management is concerned with recruiting, training, and directing the human capital within the organization (Baker & Doran, 2007). The HR department deals with the compensation, hiring, communication, employee motivation, benefits, performance, safety, administration, and training of the employees of the organization. The HR management is a strategic approach used in managing the firm’s human capital and the workplace culture. HR management is a key unit in the organization that has a direct effect on the organization success. Effective management of the employees results to better and effective performance of the business (Sims, 2007). Effective management of the employees’ wins their loyalty thus leading to motivation of the employees. The HR management practices are evolving from the traditional practices, that is because presently, the human resource management practices are comprehensive and are aimed at adding value to the employees and ensuring that the employees programs are positively affecting the firm and can be quantified or qualified. Contemporary people...
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...undertaken by an enterprise to ensure the effective utilization of employees toward the attainment of individual, group, and organizational goals. An organization's HRM function focuses on the people side of management. It consists of practices that help the organization to deal effectively with its people during the various phases of the employment cycle, including pre-hire, staffing, and post-hire. The pre-hire phase involves planning practices. The organization must decide what types of job openings will exist in the upcoming period and determine the necessary qualifications for performing these jobs. During the hire phase, the organization selects its employees. Selection practices include recruiting applicants, assessing their qualifications, and ultimately selecting those who are deemed to be the most qualified. In the post-hire phase, the organization develops HRM practices for effectively managing people once they have "come through the door." These practices are designed to maximize the performance and satisfaction levels of employees by providing them with the necessary knowledge and skills to perform their jobs and by creating conditions that will energize, direct, and facilitate employees' efforts toward meeting the organization's objectives. HRM DEVELOPMENT AND IMPLEMENTATION RESPONSIBILITIES While most firms have a human resources or personnel department that develops and implements HRM practices, responsibility lies with both HR professionals and line managers. The...
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...High Performance Work System An attempt to create an environment that comprises of self managed teams, greater involvement and responsibility of employees, quality circles, new flexible technologies, innovative compensation and appraisal schemes, flatter organizational structures, increased employee training and development and continuous improvement is normally termed as a high performance work system (HPWS). However to be considered as an HPWS an organization must consider certain HR policies and approaches that will enhance its employee’s performance level. HPWS has been defined by Bohlander and Snell as “a specific combination of HR practices, work structures, and processes that maximizes employee knowledge, skill, commitment and flexibility”. According to Barnes HPWS comprises of three main components which comprise of “increased opportunity for employees to participate in decisions, employee training and employee incentives.” However due to the drastic changes in today’s work environment he also included technology as the fourth component of HPWS. The reason for this was the role that technology has started to play in dictating the organizational development. However it should be made clear that the technology has not to be a leading edge technology but in fact it should be competent enough to provide necessary infrastructure for communication and sharing information that is vital to business performance. Things to consider while implementing HPWS: According to one...
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