...Introduction Human Resource Management is the process of hiring and developing employees so that they become more valuable to the organization. Human Resource Management includes conducting job analyses, planning personnel needs, recruiting the right people for the job, orienting and training, managing wages and salaries, providing benefits and incentives, evaluating performance, resolving disputes, and communicating with all employees at all levels. The world is moving very fast these days with technology and disruptions in geopolitical movements. The globalization of the world economy will be more insensitive and will affect the organizations, no mater how large or small, in both positive and negative ways. Competitive threats and, in particular, opportunities are more and more severe and global. The expanding scope of global competition is forcing a continuous re-examination of how Human Resources can best support the rapid pace of business globalization. In order to catch up with the changes of the world in the future, it is necessary to predict and evaluate the profession of future Human Resource, the possible changes in future Human Resource management in order to make sure that future Human Resource Management will satisfy the demanding requirements of the organizations in the new situations and keep the organizations survived and sustainably developed. Future Human Resource In the world today and in the future, there will be much pressure on the organizations...
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...Human Resource Management is the process of “getting keeping, and growing good people.” (Mike Losey, 2005) As people look to the past of Human Resource Management, they must also look at the changes needed to perform the duties in the future. Technology, society, and business have changed over time causing the duties of a Human Resource Manager to change. In the past, many employees and companies shared a common loyalty for each other that made the staff members dedicate their lives to the same company. That has now changed with people moving from company to company in search of experience and the challenge to improve their resume. As the position moves into the future, each manager needs to realize that they have to be able to wear many different hats. In order to obtain qualified employees, an HR Manager should have an understanding of every aspect of the company. The position of a Human Resource Manager is always revolving into a new aspect of the company. In order to progress into the future of HR, professionals must look into the past. This will allow companies to anticipate issues that may arise and avoid outcomes that were produced in the past. As companies move into the future, they need to create a network of recruiting that does not force them to weed through tons of applicants. In the past, access to qualified individuals has been limited to a local area, but the future offers technology that opens the door to applicants worldwide. Using the older method of recruiting...
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...workforce and its skills; forecasting the future demand and supply of skills; and diagnostic approach so that adjustments can be made to meet organizational and/or country objectives. The essence of the diagnostic approach is in the understanding of the reasons for any imbalance between the supply of and demand for manpower. What is Manpower Planning? Discuss the process and importance of Man Power Planning in an organization . Ans. Manpower planning means planning means deciding the number and type of the human resources required for each job, unit and the total company for a particular future date in order to carry out organizational activities. Manpower planning may be viewed as foreseeing the human resources requirement of an organization and the future supply of human resources and (i) making necessary adjustments between these two and organizational plans and (ii) foreseeing the possibility of developing the supply of manpower resources in order to match it with the requirements by introducing necessary changes in the functions of human resources management. The process of manpower planning in an organization. - Analysing the corporate and unit level strategies. - Demand Forecasting: Forecasting the overall human resources requirements in accordance with the organisational plans. - Supply Forecasting: Obtaining the data and information about the present inventory of manpower and forecast the future changes in the human...
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...CONFLICT RESOLUTION TOPIC: RESOURCE USE, BIODIVERSITY CONSERVATION AND OUR COLLECTIVE FUTURE WRITTEN BY NSEK, UDUAK OKON REG. NO: 13/PG/AR/HS/006 DEPARTMENT OF HISTORY AND INTERNATIONAL STUDIES FACULTY OF ARTS UNIVERSITY OF UYO SUBMITTED TO DR. DOMINIC AKPAN LECTURER IN CHARGE DEPARTMENT OF HISTORY AND INTERNATIOANL STUDIES FACULTY OF ARTS UNIVERSITY OF UYO MARCH, 2015 Abstract Resource use can be defined as the derivation of benefit from that resource in economic or financial, social or cultural, political and ecological respects. Human actions or resource use have altered global environment and reduced biodiversity by causing extinctions and reducing the population sizes of surviving species. Increasing human population size and per capita resource use will continue to have direct and indirect consequences such as distorted values of plant and animal resources, inappropriate resource tenure and ownership structure as well as lack of knowledge on resource management and biodiversity conservation. Inevitably, our collective future becomes bleak as future generations will inhabit a planet with significantly less wildlife, diminished ecosystem services and an increased impoverished people. Keywords: Resource, Biodiversity, future Introduction The most significant environmental issue in the contemporary world has been resource use and biodiversity conservation. This is not unusual because humans benefit directly or indirectly from resources and its biodiversity. In the...
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...true, or is HRM actually a key part of future business. Human Resource Management Technology and the fast moving international world are making the HRM function in companies and businesses redundant. Is this true, or is HRM actually a key part of future business. Human Resource Management Contents Introduction 2 PESTEL Analysis 3 The argument 4 Technology 4 Talent management 5 Globalization 6 7’s Model 8 Is Human Resource Management a key part of the future? 10 Conclusions 11 Authors comment 11 Refrences 12 Introduction Human resource management has no future! At least, in the way it has been performing in the past. Human resource management nowadays is not limited with the boarders of their clerical role. Nowadays, human resource management has to deal with such responsibilities as recruitment, training and benefits administration. To make this job easier we use technology to carry these amounts of information and to process them. Furthermore, IT has changed the way we communicate with the employee, how we train them and expanded the possibilities. Nonetheless, it creates a framework for us to deal with them when working with similar issues. In such an easy way, technology has changed the way Human Resource Management is structured. Undoubtable, there are cons as well- it has become harder to keep up with these changes and undoubtedly, we are tied to certain tools. Companies are shaping their Human resources into new era- the era of information...
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...Phil.(Management) M.Phil. (Management) Co- Guide Dr. Deepa Saxena Faculty of M.Phil. Study Center Department of Business Administration APS University, Rewa (M.P.) Introduction -: Man power planning which is also called as human resource planning consists of putting right number of people right kind of people at the right place. Right time doing the right things for which they are suited for the achievement of goals of the organizations. Traditionally, men, materials, machines, and money are regarded as the most important factors of the production. But men (man power or human resources) are the only dynamic resources with the organization. Other factors are useless without their effective use by the human resources. Thus it is logical that there should be proper man power or human resources planning in the organization to use the other resources effectively. Human resource or man power may be defined as the total knowledge, skills, creative activities, talent and aptitudes of an organization’s work force as well as values attitudes and...
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...QUESTION 3 As a human resource manager, how might you go about convincing top management that you should be heavily involved in the company's strategic planning process? Stress the potential for bottom-line improvement brought about with the help of HRM in the various areas. Answer 3) The role of a human resource manager is to help the top management to recruit, select, train and develop members for a company. Obviously, human resource planning is concerned with the people’s dimensions in organizations. HRP refers to set of programs, functions, and activities designed and carried out. Therefore, HRP should be heavily involved in the company’s strategic planning process. HRP is the process of forecasting an organization’s future demand for and supply of the right type of people in the right numbers. Only after the planning is done, the company can initiate and plan the recruitment and selection process. The importance of human resource planning a. Analyzing organizational plans and deciding objectives: Analysis of organizational plans and programs helps in forecasting the demand for human resources as it provides the quantum of future work activity. The business plan would be a blueprint of desired objectives. This objective stated in economic terms, would incorporate the growth rate of the company, diversification plans, market opportunities and government policies. b. Analyzing factors for manpower requirements: The HRM should keep in view the future capabilities...
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...Human resource accounting Human Resource Accounting is a method to measure the effectiveness of personnel management activities and the use of people in an organization. Historical cost approach This approach is developed by Brummet, Flamholtz and Pyle but the first attempt towards employee valuation made by R. G. Barry Corporation of Columbus, Ohio in the year 1967. This method measures the organization’s investment in employees using the five parameters: recruiting, acquisition; formal training and, familiarization; informal training, Informal familiarization; experience; and development. The costs were amortized over the expected working lives of individuals and unamortized costs (for example, when an individual left the firm) were written off. Limitations * The valuation method is based on false assumption that the dollar is stable. * Since the assets cannot be sold there is no independent check of valuation. * This method measures only the costs to the organization but ignores completely any measure of the value of the employee to the organization (Cascio 3). Replacement Cost approach This approach measures the cost of replacing an employee. According to Likert (1985) replacement cost include recruitment, selection, compensation, and training cost (including the income foregone during the training period). The data derived from this method could be useful in deciding whether to dismiss or replace the staff. Limitations * Substitution of replacement...
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...SCOTTISH POWER CASE STUDYINTRODUCTION FACTORS AFFECTING WORKFORCE PLANNING AT SCOTTISH POWER 4.2 SCOTTISH POWER’S RESPONSE TO WORKFORCE CHALLENGES 4.3 4.4 EMPLOYEE CASE STUDY CONCLUSION CONCLUSION BIBLIOGRAPHY 37 39 40 41 34 Page No. 1 4 7 8 11 15 17 21 26 29 31 33 CHAPTER 1 INTRODUCTION TO HUMAN RESOURCE PLANNING Human resource planning (HRP) is the first step in the Human Resource Management (HRM) process. The real HRM process starts with the number and kind of people required by the organization for the coming period. HRP is also known by other names such as “Manpower planning”, “Employment planning”, “Labor Planning”, “Personnel Planning” etc. HRP is a sub-system in the total organizational planning. In other words, HRP is derived from the organizational planning just like production planning, sales planning, material planning etc. Planning the right man for right job and developing him into effective team member is an important function of every manager. It is because HR is an important corporate asset and performance of organizations depends upon the way it is put in use. HRP is a deliberate strategy for acquisition, improvement and preservation of enterprise’s human resources. It is a managerial function aimed at coordinating the requirements, for and availability of different types of employees. This involves ensuring that the organization has enough of right kind of people at right time and also adjusting the requirements to the available supply. HRP is a forward...
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...–H4020 Human Resource Accounting HUMAN RESOURCE ACCOUNTING UNIT – I The Non accounting of human resources and the change occurring therein, of an organization may provide a poor picture of the profits and profitability of the organization. Likert Objectives of the Study: This unit aims to provide a basis for the conceptual framework of Human Resource Accounting. An attempt is made to highlight the following aspects. Development of the Concept of HRA An Historical Score Card Meaning and Definition of HRA Importance Objectives of Human Resource Accounting Limitations of Human Resource Accounting HRA for managers & HR Professionals Investment in Human Resources Quality of Work Force and Organizations’ Performance Efficient use of Human Resource Enumerating the Assets Calculating the Market Value of Assets Human Capital. 1 MBA –H4020 Human Resource Accounting INTRODUCTION To ensure growth and development of any orgnisation, the efficiency of people must be augmented in the right perspective. Without human resources, the other resources cannot be operationally effective. The original health of the organization is indicated by the human behaviour variables, like group loyalty, skill, motivation and capacity for effective interaction, communication and decision making. Men, materials, machines, money and methods are the resources required for an organization. These resources are broadly classified into two categories, viz., animate and inanimate (human and physical)...
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...help in accomplishing everyday tasks, but this convenience has come at a high price. Many humans, in addition to our environment, have suffered terribly because of the effects of these advances. There are billions of people around the world that are living in poverty, without a steady supply of food or water to live off and no resources to live a clean, healthy life. Our environment is severely polluted and global warming is becoming a bigger and bigger problem everyday. It is in question whether or not the world will provide enough resources to sustain human life. Experts have come to the general consensus that if something does not change, our future will not be bright. There are several theories as to what might happen if the world continues to work the way it does now. The textbook Global Issues by John Seitz displays different scenarios about the future depending on the course of action that we decide to take as a population. The first scenario “Business As Usual” describes what will happen if we continue to live the way we are living now. With the increase of the population there will be a high demand for food, water, and other natural resources. Seitz says that these high demands are unsustainable due to a limited supply of resources and land. He concludes “if we continue with business as usual, increased pressure on natural resources will result in a global demand for resources that would require at least two Earths by 2050.” (Seitz, 2012, p.236) This scenario also takes...
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...working of the firm. Human resource is a function of management that helps to fulfil this requirement of having the right person on the right job and also this function of management helps in filling up the positions in the organization structure. Therefore Human resource function is known to be the pillar of any organization because having right people on the right job can take the firm on top and also wrong people can lead to the failure of the business. These days Human resource is considered to be one of the most important functions of management because of the rapid changes in the technology, increasing size of the firm and also the complexity in the behavior of humans. And therefore no organization can be successful without its staff members which are required to fill the various job positions in organization structure (Human Resource Management… 2015). Now discussing about the concept of Human resource management (HRM), it is a function that should be performed by the Human resource managers in order to fill the different job positions and also maintain the job positions by having qualified people place at the job positions. HRM is closely related to organizing as it maintains employees and place them on the right job and also train and motivate the employees in order to achieve the common goals of an organization (Saini 2013). Therefore this essay would be focusing on the human resource management and human resource planning process, and how human resource activities helps...
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...What do you mean by “Human resource planning” The process that links the human resource desiderata of an organization to its strategic plan to ascertain that staffing is sufficient, qualified, and competent enough to achieve the organization's objectives. HR orchestrating is becoming a vital organizational element for maintaining a competitive advantage and reducing employee turnover Why Human resource planning is important Organization have their own goal through they opiate to reach, but as we ken that organization need capital, labor, machinery for engenderment, but they require additionally Human resources to maintain, to check the organization so that's why organization do human resources orchestrating for concentrating on altitudinal...
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...Emerging Issues in Human Resource Management Organizational growth and excellence is driven by strategic and effective human resource management (HRM). The start of the global economy has brought awareness that the only permanent competitive advantage is an organization’s ability to effectively exploit human resources. HRM has become a significant factor in the management for organizational success. While there are many emerging HRM issues, there is one particular area that I found to be most concerning. Thomas Singleton, the Human Resources Director at Lifespan Corporate Services assisted me by proclaiming that, “…as globalization and the information age continue to advance, organizations need to adapt to the changes in technology and the changing issues in management of people.” Furthermore, he stated that managing globalization is a critical issue for human resource managers. Due to globalization and expected changes in technological and the social environment it has become critical for human resource managers to effectively and efficiently handle the competitive environment that affects the performance of organization at domestic as well as global platforms. “Globalization represents the structural making of the world characterized by the free flow of technology and human resources across national boundaries as well as the spread of Information Technology and mass media presenting an ever-changing and competitive business environment” (Česynienė, 2008). ...
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...HR planning for future recruitment activities is difficult even in any economic climate. So when businesses are ever changing and the economic climate is challenging, undertaking HR planning for future recruitment activities is very difficult. It can be done however and this paper will explain how. This essay will outline what HR Planning is and how it is related to future recruitment activities as well as outline the benefits of HR planning in an organisation as well as what those difficulties are. I will then go through some strategic human resource management techniques that will help the human resource planning process easier in relation to future recruitment activities. Human resource planning is a constant process, which aims to ensure that organisational objectives are met by obtaining the right employees at the right time. Importantly with appropriate skill sets that help to deliver a competitive advantage in the organisation’s chosen market place (Compton, Morrissey and Nankervis, 2009). HR planning also assists managers in determining how the organisation should plan for its staffing requirements through future recruitment activities, however it is more than that. Charmine, Hartel, and Fujimoto (2010) discuss the human resource-planning framework. This involves a dynamic process that involves continuous environmental scanning, an analysis of organisational objectives as well as strategies and policies to ensure that the company has the right number of employees who...
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