...Human Resource Management Sarah Brown HRM/300 October 18, 2012 James Scott Human Resource Management Human resource management (HRM) is an important part of any business. HRM is useful to companys because it is what keeps employees motivated and helps the company achieve goals. This summary will outline what human resource management is, and its functions in business. It will also outline how human resources management plays an important role in the strategic planning in an organization. HRM aids a company in shaping it employee base and eventually the overall success of the company. What is human resource management? “People are definitely a company’s greatest asset. It does not make any difference whether the product is cars or cosmetics. A company is only as good as the people it keeps” (Ash, n.d.). It is vital for managers to have complete knowledge of human resource management (HRM) because people are what keep a company operating. HRM is utilized by managers to connect the abilities of a companys general employee base and its jobs, which will aid both the company and employees in becoming successful. HRM essentially gives a manager the ability to put the worker with the right task, and bring the best out of that work so that it meets organizational goals. Many HRM managers a used to recruit new talent for the company, keeping existing employees inspired, and the training of new and old employees (McNamara, 2012). What is the primary function of human...
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...Human Resources is a complex position that takes a dedicated team of individuals to ensure that both the employee and business aspects are addressed and taken care of. There are many functions and challenges in the HR department and take strategies to ensure these challenges and functions are met. To ensure that these challenges are met, metrics are used as a communication between HR and senior management. In order to address the lack of a clear mission and function of HR, a plan has been designed. This strategic plan will set the travel agency on the right path and allow for the easement of the transition. New recruitment and selection methods will also be implemented and used for the hiring of the 50 desired employees and an HR assistant. With the large sudden growth of the company, one more HR assistant will be needed in order to assure for a smooth, thorough, and effective hiring process takes place. HR is a necessary component in order for this positive change to take place. The functions of an HR department can mean the making or breaking of a company. The functions that are used within the HR department will all be used in the development and implementation of the new company plan. The HR department is in charge of employee and labor relations, compensation and benefits, human resource development, safety and health, human resource planning, recruitment, and selection, and human resource research. Employee and labor relations are fulfilled by HR serving...
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...HUMAN RESOURCE PRACTISE EFFICIENCY IMPACT OF IMPLEMENTATION HRMS IN TENAGA NASIONAL BERHAD (TNB) -THE CASE STUDY- Abstract Although there is no official link connecting organizational performance and HR practices, there is still that link. It does not matter the lack of a physical connection, so as long as the connection does exist. Firstly, managing people the right way helps any organization achieve improved performance over time. When organizations manage their people well, the organization's performance itself will also improve over time. But if organization wants a more tangible basis for measuring HR performance and efficiency, then here are some commonly used metrics for that purpose. HR management starts with selection and recruitment. When a company has vacant positions, it will look for applicants for that position, in the hopes of finding the best one to suit the job. The measurement dimension to look out for here then is the level of sophistication that the processes of recruitment are at. Are the selection and application processes up to par? Do they come with appropriate psychometric tests? Does the department make use of clear criteria when it comes to selecting qualified people from its pool of applicants? Are the interviews as structured as they should be? The next process to look into is induction and training. Induction is the process of officially introducing newly hired employees into the company or the organization. Metrics here would still pertain...
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...management was considered as an art of ‘managing men’ and hence the term “manage-men-T.” management consisting of a significant number different functions to accomplish tasks successfully. In the other word, management is about ‘getting things done’. However, it is the way and the process of how achieve to targets or goals and it is in this regard that management is considered an art. COMMUNICATION:In some way, Rousseau (1972) pointed out “A real knowledge of things may be a good thing in itself, but the knowledge of men and their opinions is better, for in human society.” ~~~And much later, management scholar, Peter Drucker (1993) defined management as “Supplying knowledge to find out how existing knowledge can best be applied to produce results is, in effect, what we mean by management. But knowledge is now also being applied systematically and purposefully to determine what new knowledge is needed, whether it is feasible, and what has to be done to make knowledge effective. It is being applied, in other words, to systematic innovation.” (Drucker, 1993) From the above two definitions, it is clear that management is a creative as well as a systematic flow of knowledge that can be applied to produce results by using human as well as other resources in an effective way. Management has not been limited to managing human resource; management today has been segregated into various branches like financial management, strategic management, operations management, time management...
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...According to Bratton and Gold (2012), human resource management is a strategic approach to managing employment relations which focuses on leveraging individual's abilities and commitment which is critical to accomplishing sustainable competitive advantage. This is achieved through a distinctive set of integrated employment policies, programmes and practices embedded in an organisational and societal context. Activities which are performed by HRM are mainly strategic planning, staffing, recruitment and selection, performance management, training, compensation, labour relations, workforce planning and talent management (Bratton & Gold 2012). Human resource management (HRM) is decisions made about the relationship between people and the organisation. These decisions are influenced by internal and external factors. Internal factors can be classified by organisation, job and individual which relates to the analysis of strengths and weaknesses in an organisation. External factors consist of political, economic, social and technological reflects on how the organisation evaluates its opportunities and threats. The aim of this report is to evaluate the importance of human resource management in terms of workforce planning, strategic planning, managing talent and recruitment and selection. Strategic Planning The activities mentioned above support the managing of organisation. An area of expertise is strategic human resource management (SHRM) which relates HR strategies with...
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...UNIT 8 HUMAN SYSTEMS RESOURCE INFORMATION Structure 8.0 8.1 8.2 8.3 8.4 8.5 8.6 8.7 8.8 8.9 Objectives Introduction Information: Some Basic Guidelines Human Resource Information at Macro Level Human Resource Information at Micro Level Effective Human Resource Information System: Some Approaches Why Computerise Personnel Records and Information Systems? Computer Applications in Human Resource Management: An Overview Let Us Sum Up Clues to Answers 8.0 OBJECTIVES After having read this Unit, you should be able to: • understand the dynamics of information system and its use as a tool for measurement, • examine the significance of information in human resource management, • appreciate the approaches to the information system at the macro and micro levels, • consider the shortcomings of manual information system, and • discuss merits of computerisation and its applications in effective Human Resource Information System. 8.1 INTRODUCTION Human Resource Planning is concerned with the controlled utilisation of human resources to achieve pre-set objectives, both short-term and long-term. It has three main features: 1) Demand work involving analysing, reviewing, and attempting to forecast the number in terms kind, level, functions, etc. 2) Supply work attempting to predict what action is, and will be needed to ensure that the required numbers are available. 3) Designing the interaction between demand and supply...
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...UNIT 8 HUMAN SYSTEMS RESOURCE INFORMATION Structure 8.0 8.1 8.2 8.3 8.4 8.5 8.6 8.7 8.8 8.9 Objectives Introduction Information: Some Basic Guidelines Human Resource Information at Macro Level Human Resource Information at Micro Level Effective Human Resource Information System: Some Approaches Why Computerise Personnel Records and Information Systems? Computer Applications in Human Resource Management: An Overview Let Us Sum Up Clues to Answers 8.0 OBJECTIVES After having read this Unit, you should be able to: • understand the dynamics of information system and its use as a tool for measurement, • examine the significance of information in human resource management, • appreciate the approaches to the information system at the macro and micro levels, • consider the shortcomings of manual information system, and • discuss merits of computerisation and its applications in effective Human Resource Information System. 8.1 INTRODUCTION Human Resource Planning is concerned with the controlled utilisation of human resources to achieve pre-set objectives, both short-term and long-term. It has three main features: 1) Demand work involving analysing, reviewing, and attempting to forecast the number in terms kind, level, functions, etc. 2) Supply work attempting to predict what action is, and will be needed to ensure that the required numbers are available. 3) Designing the interaction between demand and supply...
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...JOB DESCRIPTION OF HR OFFICER JOB DESCRIPTION | JOB TITLE | HR officer | DEPARTMENT AND DIVISION | Human resource and People Development Manager | CONTRACTUAL STATUS | Permanent, full time Subject to six month probationary period | REPORTING RELATIONSHIP | HR manager | JOB SUMMARY | Provide general day-to-day HR support across the Group HR function in relation to all HR, Employee Benefits, Training and Development and Administration. HR officer are good communicators, keeping managers informed on the status of queries, issues, and concerns. They continually look for ways to improve HR policies and standards | JOB SPECIFICATIONS | Qualification: | Degree in business management, human resources managementBachelor’s degree in human resources management or business related fieldPost graduation in personnel or human resources management | Experience: | Working experience minimum 3 years in human resources management or business related field including administration of recruitment and training at all levels | Knowledge skills and Competencies | * Good organizational and interpersonal skills * Ability to understand comprehensive information * Basic numeracy and it skills required for operating various system * Ability to interpret, analyze and explain the official framework employment regulation. * Must be proficient with Excel, Word and Outlook applications. * Good negotiating and influencing skills in implementing personal policies * Able to...
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...Human Resource Management Introduction 200 Assessment 2 Black Coalition for AIDS Prevention Case Study Black Coalition for AIDS Prevention Black Coalition for AIDS prevention is a non-for profit organisation, which is also volunteer- driven and a community based organisation. Their vision is to promote awareness and prevention of HIV/AIDS in Toronto’s Black African and Caribbean Canadian communities through education, community outreach programs and by offering support to people living with and/or affected by HIV/AIDS (Toronto Community Foundation, 2011). This organisation has two missions, first is to reduce the spread of HIV infection within Toronto’s Black communities and second is to enhance the quality of life of people living with or affected by HIV/AIDS (Black Cap, 2014). “Because all black people’s lives are important” is their motto that guides them and stands as their reminder of the importance of their commitment to the community (Black Cap, 2014). This organisation was founded in 1989 and has worked to meet their missions in the black community in Toronto, Canada, which they give support and awareness to those who are affected with the disease. The purpose of this essay is to analyse the challenges that are present in the organisation especially on recruitment and on how they dealt with the strategic issues through HR planning. This essay will also give a set of recommendations on how to overcome the challenges and help improve the recruitment process with...
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...Managing Business Activities to Achieve Results Edexcel BTEC level 4 in AMS-LONDON College By Lodoisambuu Bazar To Francis Nwofor Table of Content Task 1 1.1. Evaluate the interrelationship between the different processes and functions of the organization 1.2. Identify and justify the methodology you would use to map processes to the organization’s goals and objectives 1.3. Evaluate the output of the process and the quality gateways Task 2 2.1. Design plans which promote goals and objectives for own area of responsibility 2.2. Write objectives, which are specific, measureable, achievable, realistic and time based to align people and other resources in an effective and efficient way 2.3. Implement appropriate systems to achieve objectives in the most efficient way, on time, to budget and meeting organizational standards of quality 2.4. Carry out work activities meeting the operational plan through effective monitoring and control Task 3 3.1. Design systems to manage and monitor quality standards specified by the organization 3.2. Demonstrate quality culture to ensure continuous monitoring, evaluation and development of the process 3.3. Recommend improvements which align with the organization’s objectives and goals and which result in improvements 3.4. Report on the wider implications of proposed changes within the organization Task 4 4.1. Carry out risk assessments as required by legislation, regulation and organizational requirements ensuring appropriate...
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...2014 DeVry University/Keller Graduate School of Management Abstract This paper will explore the ways human resource management has evolved throughout the years and the importance of human resources in an organization. This paper will show a correlation of the components associated with the process of recruiting, hiring, evaluating, and compensation of employees. These steps are vital in selecting the right person that will benefit the organization and its objectives. It will also inform the reader of the types of compensations and how organizations make those compensation decisions. Human Resource Management The role of Human Resource Management (HRM) has evolved throughout the years, shifting from personnel department to human resources. The move was part of the effort to recognize the significance of employees as a structural resource. This change was accompanied by a call that allowed human resources to become a strategic partner with leaders of businesses to make critical and significant decisions. The role of the human resource professional has evolved in a way that they are doing more than just routine employment duties. These professionals are skilled with the ability to handle any and all areas of human resources. Human resource management is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human resource deals with many concerns associated with people;...
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... |School of Business | | |HRM/300 Fundamentals of HumanResourceManagement | Copyright © 2009, 2008 by University of Phoenix. All rights reserved. MU12BSM05 7/11/2012-8/8/2012 Course Description This course explores the critical role of human achieving resources in business results. The course will help students to have a solid understanding of the fundamentals of human resource management and its strategic relevance in business today. This course will provide students with a critical perspective on the development of human capital in the context of a unified system of attracting, retaining and developing talent that creates and supports the vision and values of the organization. Students will develop an understanding of the critical business implications for human resource professionals today. Policies Faculty and students/learners will be held responsible for understanding and adhering to all policies contained within the following two documents: • University policies: You must be logged into the student website to view this document. • Instructor policies: This document is posted in the Course Materials forum. University policies are subject to change. Be sure to read the policies at the beginning of each class. Policies may...
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...Systems and Human Resource Planning True/False 1. Human resource planning is the process of making decisions regarding acquisitions. Answer: True Page: 118 Moderate 2. There has been a shortage of laborers familiar with high-tech skills in the recent past in the United States. Answer: True Page: 120 Moderate 3. Changes in the labor market have led to skill shortages as well as areas of oversupply. Answer: True Page: 120 Easy 4. The federal government has reacted to wage rates by encouraging employers to improve the computer-related skills of employees by developing performance appraisal systems. Answer: False Page: 120 Moderate 5. Strategy plans do not deal with the size the company wishes to be in the future. Answer: False Page: 121 Easy 6. Divestitures and mergers often require reassignment or reconfiguration of the workforce. Answer: True Page: 123 Difficult 7. Training and development objectives should be geared toward and integrated with production, sales, and skill needs. Answer: True Page: 124 Moderate 8. A transition matrix is a qualitative form of human resource forecasting. Answer: False Page: 128 Difficult 9. Computer simulation can be used to work out contingency plans. Answer: True Page: 129 Easy 10. The Delphi technique of human resource forecasting relies on the knowledge of experts. Answer: True Page: 129 Moderate 11. Line managers should not be involved with the human resource planning function...
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...Training Plan Introduction The team at Atwood and Allen Consulting came together to develop a comprehensive plan to assist the Human Resource department of Clapton Commercial Construction with training of new employees in Arizona. It includes how best to train adult learners, specific training for particular jobs to include job descriptions, and documenting and evaluations of individuals to help reduce turnover. The company should align the training plan with the vision and mission statement to help meet the goals and objectives of the company. The Arizona team will incorporate some basic training essentials from Michigan such as work instructions, procedures, and other documents that may need some minor revisions. This should be a starting point to guide the Human Resource department without the need to start over and should help as a cost saving measure. The company will dedicate any other resources to accomplish and complete the training program to include visual aids, videos, and a mentoring program. The training plan should include individuals from every level of the company. The implementation and success of a training plan can help secure a brighter future. How to best train adult learners Many adults are already set in their ways, they are liberated and independent. They each have their own learning styles. Although you carefully design and create your training program to include information that is interesting and rewarding for them, they will still be hesitant...
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...context, the unit is designed to provide insight into the concept of necessity and training methods, but also training assessment, retraining and organizational learning dimensions. Training is a process of learning a sequence of programmed behavior. This is the knowledge of the application and gives the rules and procedures to guide their behavior. It helps to bring the attitude of knowledge, skills and staff, positive change. Training is to get more and better quality work, investment from your talent. In this regard, training is an attempt to improve their skills or increase current levels of knowledge, so that employees do better his current work involves higher duties workflow. It bridges the gap between what the employee has & what the job demands. Since training involves time, effort & money by an organization, so an organization should to be very careful while designing a training program. The objectives & need for training should be clearly identified & the method or type of training should be chosen according to the needs & objectives established. Once this is done accurately, an organization should take a feedback on the...
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