...includes creating an employer brand, retention strategy, absence management strategy, flexibility strategy, talent management strategy, recruitment and selection strategy. Human resource planning aims at fulfilling the objectives of manpower requirement. It helps to mobilize the recruited resources for the productive activities. The human resource planning is and important process aiming to link business strategy and its operation. The planning processes of most best practice organizations not only define what will be accomplished within a given time-frame, but also the numbers and types of human resources that will be needed to achieve the defined business goals (e.g., number of human resources; the required competencies; when the resources will be needed; etc.). Competency-based management supports the integration of human resources planning with business planning by allowing organizations to assess the current human resource capacity based on their...
Words: 2858 - Pages: 12
...International Human Resources 1- Is HRM a fashion or is it here to stay? What is the probability that HRM will be the dominant framework for people management in the 21st century? HRM has evolved from a number of different strands of thought and is best described as a loose philosophy of people management rather than a focused methodology. It derives largely from the 20th century but incorporates older notions about the management of people at work. These ideas have many different roots and they do not fit comfortably within one coherent and self-consistent body of knowledge. One major point of debate has been the difference - if any - between HRM and 'traditional' personnel management. The evolution of HRM continues today as new management theories, fashions and fads are developed. Human resource outsourcing has grown considerably in recent years. The Society for Human Resource Management (SHRM) conducted a poll in August 2008 to gauge the prevalence of HR outsourcing as well as the future plans for it. The research, where applicable, compares the results of the 2008 poll with results of a 2004 survey on the same topic. To answer the question ‘Is HRM a fashion or is it here to stay? What is the probability that HRM will be the dominant framework for people management in the 21st century?” we need to talk first about the past and the future of human resources management and the way it evolved this past few years. Human resource management is undergoing a massive...
Words: 871 - Pages: 4
...It is an essential role that is eventually played by every manager. HRM is basically about how one manage its people in a effective way in order to gain more productivity and HR means ‘human resource’ that show the people viewed as a resource in an organization, if effectively managed can bring productivity and can be a competitive advantage for an organization. Before putting an argument on how HRM is influencing in a competitive world we need to realize that HR is more than maintaining personnel functions. Corporate and economic development dictated that businesses to remain competitive, needs to view HRM as an evolutionary function. In this essay certain issues and challenges have been discussed that influence HR to remain competitive in this modern world. Firstly it is told about employees are the competitive advantage of a company and to manage it effectively is the primary goal of an organization. This essay is also about how workforce diversity can bring positive and negative impact on organization it is also about how rapid technological changes and globalization had bring challenge for HR professional. The basic point on which this essay focus is about how HRM is actually influencing in the competitive world. In this modern world, where company’s competitive advantage is its employees, their HR has to act as a strategic partner, According to Herzberg views competent employees are the hygiene factors and high performance work systems are motivator in this today’s business...
Words: 3116 - Pages: 13
...critical since it’s the knowledge, skills, and abilities of their employees that determines these companies’ efficiency, innovation, and ultimately, financial achievements.” (Ribbons, Coulter, 2014, p. 409) “Businesses around the world are currently experiencing a profound market shift that will impact the supply and demand for skilled talent over the next decade. A race between technology and education as technology fuels demand for highly skilled workers, while emerging economies increase the supply of talent through greater access to education. Rapid globalization and the transformation of business models in virtually every industry will affect workforce needs in the future, and the implications for senior business executives and their HR leaders.” (Retrieved from http://www.towerswatson.com/en/Press/2012/07/Companies-Facing-a-Global-Shift-in-the-Supply-and-Demand-of-Talent 2. What’s the meaning behind the “search for the purple squirrel” in relation to spotting talent? Is this relevant to non-tech companies, as well? Discuss. “A purple squirrel is a metaphor used by recruiters and human relationship managers to describe the perfect job candidate. Because squirrels in the real world are not often purple, the implication is that finding the perfect job candidate with exactly the right qualifications, education and salary expectations can be a daunting – if not impossible -- task.” (Retrieved from http://whatis.techtarget.com/definition/purple-squirrel) As pressure has...
Words: 666 - Pages: 3
...resource planning By Workinfo.com, www.workinfo.com 1. Introduction A comprehensive Human Resource Strategy plays a vital role in the achievement of an organisation's overall strategic objectives and visibly illustrates that the human resources function fully understands and supports the direction in which the organisation is moving. A comprehensive HR Strategy will also support other specific strategic objectives undertaken by the marketing, financial, operational and technology departments. In essence, an HR strategy should aim to capture "the people element" of what an organisation is hoping to achieve in the medium to long term, ensuring that:- • • • • it has the right people in place it has the right mix of skills employees display the right attitudes and behaviours, and employees are developed in the right way. If, as is sometimes the case, organisation strategies and plans have been developed without any human resource input, the justification for the HR strategy may be more about teasing out the implicit people factors which are inherent in the plans, rather than simply summarising their explicit "people" content. An HR strategy will add value to the organisation if it: • • articulates more clearly some of the common themes which lie behind the achievement of other plans and strategies, which have not been fully identified before; and identifies fundamental underlying issues which must be addressed by any organisation or business if its people are to be motivated...
Words: 3040 - Pages: 13
...management institute on the subject of ‘Getting the most from your Human resources function – A cost effective value added service for the 21st Century ‘prepare a briefing discussion paper as to what you would recommend and how you would go about this acknowledging the challenges you might face. (30 marks) 2. In what ways can organisations develop strategically useful performance management systems? What is the nature of the link to SHRM thinking? (30 marks) 3. Why is reward management potentially so problematic for SHRM? In what ways can organisations integrate reward management in to the HRM strategy? (30 marks) 4. The best approach to modern employment relations is through the use of partnerships and partnership agreements. Discuss this statement in relation to a country of your choice. 5. How can HR functions deliver strategic organizational change and what difficulties may they face in doing it? Use theories, models and organizational examples as appropriate to develop your answer. 6. Critically evaluate the use of competency based approaches in modern HR strategies. Explain in details how they may be used in recruitment and selection. Use organisational examples as appropriate to support our answer 7. Evaluate the main theoretical views of the nature of HRM strategy? 8. Critically evaluate ONE of the following a) In what ways can HR strategies provide the level of organisational flexibility required by modern organisations? OR b) Should reward strategies always include...
Words: 384 - Pages: 2
...process as laid down by Beckard? HUMAN RESOURCE PLANING How does modern human resource planning relate to human resource strategy and how does it differ from manpower planning?may 2011 ------------------------------------------------- Outline the main principles of human resource planning. 1. Specify the data that you would need to analyse the potential absence problems of an organization MAY 2012 2. Which mechanisms of employee involvement or ‘employee voice’ would you recommend using and why? MAY 2012 3. Critically evaluate the range of options available to an organization when developing a strategy to accommodate the ‘employee voice’ (30 marks) MAY 2011 4. Outline and discuss the main obstacles hindering or preventing HR...
Words: 883 - Pages: 4
...Subject: Human Resource Management Topic: Compensation Scope: Job-based pay – Competency-based pay Author: Camilla Yi Compensation is the human resource management function that deals with every type of reward individuals receive in exchange for performing organizational tasks. Compensation design has been changing to meet the environmental challenges of the 21st century. Compensation system consists of base pay system, merit incentive system, and benefit system. The determination of compensation system is of vital importance, which could help company build a better employment deal, hold on to good employees and to reduce turnover. Part 1 Base Pay System There are three major formats that are often used to design pay systems: job-based approach, skill-based approach and competency-based approach. Job-based pay is an amount or a rate of compensation for a specified position of employment. It is a traditional approach to design pay system. There are five prerequisites of job-based approach: the first is standardized job description and job specification; the second is certain job content; the third is whether the company has a specified job certification system; the fourth is relatively high ranking of jobs; the last one is a higher-than average pay levels. To build a job-based pay system, the main steps as follows: Job-based approach can help company achieve “equal pay for equal work”; this approach is easy to carry on and allows company to reduce its administration...
Words: 628 - Pages: 3
...SRM University – School of Management MBA Program HUMAN RESOURCE MANAGEMENT ASSIGNMENT ON CHALLENGES FACED BY HRM DUE TO GLOBALISATION 11th FEB, 2013 GOWTHAM R 3511210330 CHALLENGES IN MODERN HUMAN RESOURCE MANAGEMENT DUE TO GLOBALISATION: 1)Changing Workforce Dynamics Frequently, physical relocation is required. The increasing number of dual-career professionals limits individual flexibility in accepting such assignments may hinder number of dual-career professional limits individual flexibility in accepting such assignments and may hinder organizational flexibility in acquiring and developing talent. Some demographic changes in the workforce having their own implications to the HR managers. 2) Changing Employee Expectations Employees demand empowerment and expect equality with the management. Previous notion on managerial authority are giving way to employee influence and involvement along with mechanisms for upward communication and due process. If we look at the workers unions of Otis, Hindustan Lever, ICI TOMCO, Blue Star, Webel Electro and Central Bank. They rewrite their agenda to include quality and better customer service and even accusing the management of malpractices. 3) Globalization Many Indian firms are compelled to think globally, something which is difficult for mangers who were accustomed to operate in vast sheltered markets with minimal or no competition either from domestic or foreign firms. Indian firms need to move one end of each...
Words: 763 - Pages: 4
...this article is to establish the importance of human resource management (HRM) and ho w it emerged, to provide some evidence of its context, to discuss its potential and future development. Many specialists underlined the fact that human resource requires more attention and careful management then any other resource of an organization. The role of the HR manager must parallel the needs of the changing organization. Successful organizations are becoming more adaptable, resilient, quick to change directions, and customer -centered. Within this environment, the HR professional must learn how to manage effectively through planning, organizing, leading and controlling the human resource and be knowledgeable of emerging trends in training and employee development. Keywords: management, human resource, personnel administration, talent management, sk ills, knowledge, international HRM, HRM trends, policies, motivation, relation, HR manager JEL classification: M12 INTRODUCTION Human resource management is a process of bringing people and organizations together so that the goals of each other are met . The role of HR manager is shifting from that of a protector and screener to the role of a planner and change agent. Personnel directors are the new corporate “heroes”. The today focus in business is personnel. Nowadays it is not possible to show a good financial or operating report unless your personnel relations are in order. The major purpose of HRM is to increase...
Words: 3670 - Pages: 15
...The main theme of HR SHARE 2014 is “HR Change and Transformation” It has several sub-themes too. The conference is designed around themes and topics which are aligned to the various complexities that surround business. Main Theme: HR CHANGE AND TRANSFORMATION To accelerate organizational growth and be able to compete on a regional scale and beyond, human resources managers cannot simply follow the traditional paths they used to get the organization where it is today; instead, they need to transform themselves. In other words, HR practitioners need to expand their perspective and explore the world beyond the general HR attributes -- the overall business landscape, the clients as well as the competition. The various challenges facing hr are: Workforce diversity, mobility of talent, problems related to emerging world, strategic talent management etc. The transformation also poses a new challenge to the various HR practitioners that is to develop and demonstrate a new set of competencies to fulfill their changing roles and responsibilities. The implication for HR leaders is clear: HR must be capable of responding to the company's evolving human capital-related needs through the delivery of HR programs and services. What are the steps that should be taken to design intervention for this transformation? How can HR processes are being re-thought, and organizational designs are being re-drawn? The Sub themes for the conference are as follows: PRESENTATION: SUPPLY CHAIN MANAGEMENT...
Words: 2400 - Pages: 10
...strategy? 2. Outline and discuss the main obstacles hindering or preventing HR departments from delivering strategic HRM 3. What should organisations consider when developing a reward strategy? 4. How can recruitment and selection processes contribute to strategic HRM? 5. Discuss the main features of a Learning Organisation. Why is it important in a strategic HRD approach to organising development? 6. Which mechanisms of employee involvement would you recommend using as part of your employee relations strategy and why? Part 2 Question 1 Critically evaluate the role that performance management systems play in the delivery of SHRM. Discuss the main mechanisms used in PMS and explain the different options that can be used within them. Use organisational examples as appropriate to support your answer. Question 2 For developmental activity to be deemed ‘strategic’ organisations need to shift the focus from a training’ to a ‘learning’ approach. Discuss this proposition in the context of development activity supporting individual and organisational change. Question 3 Critically evaluate the use of competency based approaches in modern HR strategies. Explain in detail how they may be used in one specific area of HR such as performance management. Use organisational examples as appropriate to support your answer. Question 4 Critically evaluate ONE of the following a) In what ways can HR strategies provide the level of organisational flexibility required by modern...
Words: 573 - Pages: 3
...fresh graduates better understand the importance of Employment skills • What is the relationship between Qualifications vs. Experience? • How does Employment Skills going to help in the current workforce? What are the Findings from your Research on this Topic (point form is ok) • On top of the STEM skills that they are require to learn in their higher education academics, employers are facing a hard time dealing with their emotional intelligence. • Employers believe that applicants (fresh graduates) are lack of “communication and interpersonal skills.” • Emotional Intelligence referred as soft skills such as communication, critical thinking, creativity, collaboration and problem solving. • Employers are worried if they have the competencies requirements and be able to work with others. • Employer faces challenges on finding the right applicant to fit in the vacancy as they are having problems finding people with soft skills. In particular mentioned applicants are lack of self- motivation, interpersonal skills, self-image, punctuality and flexibility. • Employers’ prefer applicant that have completed a graduate fellowship. • Employers are more attracted to students’ abilities to communicate with natural influence, engage and coordinate the work, dominate projects, work in a group and with several groups. White M. (2013). The Real Reason New College Grads Can’t Get Hired. Retrieved from http://business.time.com/2013/11/10/the-real-reason-new-college-grads-cant-get-hired/...
Words: 920 - Pages: 4
...Introduction The business’s nature has shifted from a concentration on scare financial capital to a concentration upon scare human capital as cited by Bartlett and Ghoshal (2002). There is no doubt that financial capital is most important tools for an organization to grow and expand but capital by itself does not create wealth. The strategic capital of the current society is the human resource. Knowledge has become the key factor of every modern organization. A knowledge employee is able to create an idea without capital, knowledge is brain power. As cited by Drucker (1993) the most important, and indeed the truly unique, contribution of the 20th century was the fifty-fold increase in the productivity of the manual worker in manufacturing. The most important management needs to make in the 21st century is similarly to increase the productivity of knowledge work and knowledge worker. As such, human resource is the most essential asset a modern organization should have. Definition of Human Resource Human Resource involves establishing policies, practices, system and administrative management that focus on employees’ behavior, attitudes and performance. In short, human resource targets an organization most valuable resource which is its employees. These are the employees whose day to day operations are to generate revenue for the organization and work towards the common goal of the organization. With poor Human Resource Management, an organization is unable to sustain...
Words: 772 - Pages: 4
...Electronic HRM Practice and Organizational Performance Introduction: The processing and transmission of digitalized HR information is called electronic human resource management (e-HRM). E-HRM is the application of IT for HR practices which enables easy interactions within employee and employers. It stores information regarding payroll, employee personal data, performance management, training, recruitment and strategic orientation. Information technology is changing the way HR departments handle record keeping and information sharing. It decreases the paperwork substantially and allows easy access to voluminous data. The employee can also keep track of his/her achievements without having to go through litigious procedures. It uses intranet or other web technology channels. It can also be used for implementation of different HR strategies. The authorization of different HR functions can be distributed through E-HRM. Competitive business environments have compelled the organizations to think speedily to innovate and excel for their survival. Technology advancement is one of the powerful driving forces. It has reshaped the way we communicate, live, work and also the way a business is conducted. Corporations need to shift from physical technology to information technology, from capital centered economy to human centered economy, and further from conflict to cooperative working relationships. Since many years now, information technology seems to be affecting individuals and organizations...
Words: 2862 - Pages: 12
