...What is Human Resource Management? Human Resource Management (HRM) involves the practice of managing people and has been practiced since the first century “with Columella, a Roman farmer and former soldier whose De Rustica featured one of the earliest tracts on people management” (Rowley and Jackson, 2011 p.xx). HRM covers a broad spectrum of employee related affairs, ranging from selection and recruitment to training and development, employee reward, and performance management (Beardwell and Clark, 2010). Some of the objectives of Human Resource (HR) are to ensure staff motivation, to effectively manage change in the organisation and most importantly to maintain good employee/employer relationship. This essay seeks to give a general overview on the origins and meaning of HRM, reviewing the main models of HRM, the link between HRM and performance, and finally assessing the impact of HRM in multinational corporations. The origins of HR in the UK traces back to the 80’s when government reforms were been implemented to reshape the framework of industrial relations in the country. Due to “the restructuring of the economy” there was a decline in manufacturing industries, a “rise the service sector” and an increase in “new industries based on high tech products and service” (Beardwell and Clark, 2010 p.7). The economic changes were promoted by “the political climate of Thatcherism” through “entrepreneurialism and antiunion legislations which encouraged firms to introduce new labour...
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...Table of Contents Introduction 3 Different views about SHRM 5 SHRM and business strategy 5 Flexible manning 6 Why does SHRM contribute to the success of an organisation? 8 The benefits of SHRM 9 Conclusion 10 Reference List 11 Bibliography 12 Introduction The aim of strategic orientated HRM is the creation of competition advantages by integrated measures in the areas of selection, use, cooperation, remuneration systems, education and further education as well as the motivation of the executives and employees. Strategic orientated HRM comprise not only the selection and development of persons, also the arrangement of an organisation and the corporate culture in accordance with the corporate policy and the strategy from the corporation (Schumacher, 2009). Very important for a good convert of a strategy is a good top management. Which can keep down the strategy to the line managers and normal employees. The strategic management process is typically broken down in five steps as you can see above. The first step in the model begins with senior managers evaluating their position in relation to the organisations current mission and goals. The mission describes the organisations values and aspirations. It indicates the direction senior management is going. A goal is a desired future state that the organisation attempts to realize. The second step the environmental analysis looks at the internal organisational strengths and weaknesses and the...
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...Subject: workforce management Date: 9/15/2015 Question: What can HR do to make senior and line managers take more of an investment approach to human assets? If we ask ourselves the question: Why employees have a peculiar value? The answer lies in the special characteristics of the human element like: the ability to learn and acquire new ideas and knowledge, decision making capability, motivation, commitment and teamwork. Bearing this in mind, a truly skillful and talented employee is a valuable asset to his organization. The awareness of the significance of human assets has substantially increased among the effective organizations. The Human resources in some organizations have adopted strategic views that consider employees as human assets. They further developed policies and programs in order to invest in these assets. These measures are meant to increase their value to the organization and the marketplace. Human resources professionals can play a major role in influencing the extent to which an organization’s leaders truly understand the inherent value of its people.it has been argued that those in the HR profession have an ethical obligation and bear responsibility for leadership in this regard. The following are some of the HR duties towards improving an investment approach to human assets: 1. Connect all human assets management efforts with the overall business strategy. Too many organizations still dismiss human assets management as a short-term, HR problem rather than...
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...product for people; about 20 years ago, the popularity of the Internet was also thought fantastic. But now, all this has become a part of human life. The rapid development of information technology has always exceeded peoples’ estimates and stimulates new forms of media. In recent years, with the rapid development of technology and the influence of financial crisis, the traditional industry media has been transforming into new media; and under the influence of each industry globalization, large-scale integration of the media has become an inevitable trend. This is a challenge and opportunity for the future of the internet digital media. But meanwhile, some problems exist behind the convergence of traditional and new media, media companies need to do a good adjustment adapting on this change. Therefore, in this essay, it is going to talk about the new trend of media landscape as media convergence in modern society, and combining examples to explain how media company specifically human resource department makes the most of their staff to exploit digital opportunity under the context of media convergence. Media convergence Media convergence is a new mode of operation under the great integration of the international media, simply put; this means effectively combining editing job among newspapers, television, radio and internet site, and then resource sharing, centralized processing, derived from different forms of information products, finally transmit to the audience on different...
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...Administrative Agency: Ohio Bureau of Workers’ Compensation The state administrative agency is the Ohio Bureau of Workers’ Compensation. This agency interests me because I am working towards my Master’s in Human Resources. The proposed regulation will not directly affect me or the business I am working. The company I work for already has an employee wellness program in place and is not state funded. Because the program already exists, a workplace wellness grant is not needed nor warranted from the bureau. The workplace wellness grant program proposal is to help mitigate and prevent health risk factors. Preventing and or decreasing health risk factors cuts down health costs verses waiting for an illness to appear and then treating the illness. The proposal is to provide employers with grants to fund a wellness program in order to decrease the amount of workplace injuries and illnesses. The grants will be awarded to state fund employers on a first come first serve basis. In order for the employer to be eligible, they must be up to date on all premiums, fines, assessments and administrative costs. The employer must maintain active state fund coverage in order to remain eligible. If an employer already has a wellness program in place, they are not eligible. My comment is that a workplace wellness program for state funded businesses would be very beneficial to the community. The proposed rule, 4123-17-56.1 - Workplace wellness grant program rule, will agreeably decrease costs associated...
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...jenkins2@waldenu.edu Student ID # A00551485 Program: Ph.D. MGMT - Human Resource Management Introduction From small to large organizations, the functions of a human resource department are an essential piece in helping organize and manage the personnel that helps to keep an organization running. A Human resource department performs functions that encompass a variety of activities. Significantly influencing all areas of an organization such as Human Resource Planning, Recruitment, and Selection, conducting job analyses to establish the specific requirements of individual jobs within the organization, and forecasting the human resource requirements the organization needs to achieve its objectives just to name a few. In just recruiting alone the human resources department has a duty to also look at retention rates, complaints and terminations of employees which allow them to analyze as to what programs work and what do not. Human Resource Research utilizing human resource information database are able to conduct surveys, utilize questionnaires with direct and indirect control questions, or just take a show of hands to determined. If current systems work, what the employees want verses what the employer needs, and establish a system that will benefit not only the employer but also the employees. The examination of eight various articles will look at the various research methods that are used to manage human capital, how they work and how there is room for improvement. Purpose...
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...Human Resource Management Rules Brittney Coad HCS 341 September 24, 2012 Gina Drake Human Resource Management Rules The human resource department is the most important department with in any organization. The human resource department is in charge of everything in an organization. This department is put together to keep the organization on top and running smoothly. The human resource department is in charge of payroll, hiring new employees, giving out promotions, they also train new employees, and they are in charge of lying off and firing. So without the human resource department in organizations then the organization will fail. All organizations need a backbone to stay up and running. The most vital part in health care is the management in the human resource. According to "Becoming A Hospital Human Resource Manager" (2012), “Effective human resources management plays a crucial role in the success of health care systems. Proper management of human resources is vital in the recruitment and retention of clinical and non-clinical staff, maintain staff morale, providing opportunities for professional development, and in the ability of health care organization to deliver quality health care services and improve patient health outcomes.” The human resource department has many challenges to oversee on a day to day basis. This is why there is special training and certain schooling to go through to understand the day to day job of a human resource worker and to know what...
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...of Human Resources 1. Human Resource Management: A Strategic Function 2. Equal Employment Opportunity: The Legal Environment 3. Implementing Equal Employment Opportunity Image Source/PunchStock 4. Job Analysis and Job Design bya30557_ch01_001-022.indd 1 7/1/10 8:55 PM CONFIRMING PAGES bya30557_ch01_001-022.indd 2 30/06/10 12:58 PM CONFIRMING PAGES Chapter One Human Resource Management: A Strategic Function Chapter Learning Objectives After studying this chapter, you should be able to: 5. Identify several challenges today’s human resource managers currently face. 1. Define human resource management. 6. Outline several potential challenges and contributions that an increasingly diverse workforce presents. 2. Describe the functions of human resource management. 7. Discuss the role of human resource managers in the future. 3. Summarize the types of assistance the human resource department provides. 8. Explain how human resource managers can affect organizational performance. 4. Explain the desired relationship between human resource managers and operating managers. 9. Summarize several guidelines to follow when communicating human resource programs. Chapter Outline Communicating Human Resource Programs Guidelines for Communicating Human Resource Programs Human Resource Functions Who Performs the Human Resource Functions? The Human Resource Department Challenges for Today’s Human Resource Managers ...
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...| Syllabus School of Business HRM/319 Version 1 Human Resource Information Systems | Copyright © 2009 by University of Phoenix. All rights reserved. Course Description This course focuses on the interface of the human resource management functions of an organization with computer technology. It identifies issues involved in creating, implementing, and maintaining human resources systems and the benefits of human resources systems. The class explores key topics in depth using computer analysis models to aid in managerial decision areas such as staffing, employee development, position management, total compensation, outsourcing options, and professional development. 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 be slightly different depending on the modality in which you attend class. If you have recently changed modalities, read the policies governing your current class modality. Course Materials Ceriello, V. R., & Freeman, C. (1998). Human resource management systems: Strategies, tactics and techniques revised and expanded edition (2nd ed.). Hoboken, NJ: John...
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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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...19, 2011 Chris Forscutt Human Resource Management is one of the most important areas in any organization. The Human Resources department of any organization provides a very important service to the organization. Human resources are a multi-layered layered area that must be dealt with carefully. In this paper I will discuss exactly what Human resources and Human Resource Management are. I will also discuss the changing role of Human Resource Management in response to changing trends in globalization, technology, e-business, diversity, and ethics. As I stated earlier Human Resources and Human Resource Management are very important to an organizations success. The first thing that I need to do is to define exactly what Human Resources Management is. Human Resource Management can be defined as “the policies, practices, and systems that influence employee’s behavior, attitudes, and performance” (Noe, Hollenbeck, Gerhart, & P.M. Wright, 2007, "Introduction"). Human Resources can be defined as the support systems responsible for personnel sourcing and hiring. Human Resources are a very complex process that covers several different areas. Human resources cover not only hiring, but it also covers application tracking, skills development and tracking, benefits administration, and compliance with government regulations. The Human Resources department is a critical component of employee well-being in any organization. Human Resource departments are multi-faceted and...
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...ELEMENTS OF THE STRATEGIC WORKFORCE PLANNING PROCESS AND LINKING THE IMPACT OF THE THREE LEVELS OF BUSINESS PLANNING ON WORKFORCE PLANNING (REFERING TO IMPALA-PETROLEUM)…………6 4. BARRIERS TO IMPEMENTING AN EFECTIVE PERFORMANCE MANAGEMENT SYSTEM IN IMPALA-PETROLEUM………………………………………………………….8 5. RELATE STRATEGIC HUMAN RESOURCE MANAGEMENT TO PERFORMANCE MANAGEMENT AT IMPALA-PETROLEUM BY APPLYING A MODEL LINKING HUMAN RESOURCE MANAGEMENT TO PERFORMANCE……………10 5.1 Strategic human resource management………………………………………….10 5.1.1 Performance Management……………………………………………………..10 5.2 Theoretical and empirical problems in the linkage between human resources management and performance…………………………………………………….11 5.3 A conceptual model in managing performance………………………………12 5.4 Key propositions of the model…………………………………………………13 5.5 Performance management at IMPALA-PETROLEUM…………………….14 6. CONCLUSION…………………………………………………………………..15 7. REFERENCES…………………………………………………………………..16 8. ASSESSMENT…………………………………………………………………...16 1. INTRODUCTION There are various phases in the employment process within personnel psychology which are used in the management of human resources. Human resource management to operate well it has to consider these phases. That is job design and evaluation, workforce planning, recruitment, selection, training, performance management and...
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...CONCEPT OF HUMAN RESOURCE MANAGEMENT – MBA MENTOR Human resource management means management of people at work. HRM is the process which binds people with organizations and helps both people and organization to achieve each others goal. Various policies, processes and practices are designed to help both employees and organization’s to achieve their goal. Human resource management is branch of management that deals with people at work, it is concerned with the human dimensions of management of the organization. As organization consists of people, therefore acquiring them, developing their skills, providing them motivation in order to attain higher goal and ensuring that the level of commitment is maintained are the important activities. Human resource constitutes of all the management decisions responsible for relationship between organization and employees. HRM is the field of management which plans, organizes, controls the functions of procurement, development, maintenance and utilization of the work force so that. 1. Organization goals can be accomplished. 2. Objectives of human resources can be accomplished 3. Objectives of society can be accomplished. According to Flippo, Human Resource Management is: "The planning, organizing, directing and controlling of the procurement, development, compensation, integration, maintenance and reproduction of human resources to the end that individual, organizational and societal objectives are accomplished" Human resource management...
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...IMPACT OF HUMAN RESOURCE PLANNING ON ORGANIZATIONAL PERFORMANCE ( A CASE STUDY OF TOTAL NIGERIA PLC) Background of the Study The history of planning is old as man himself planning had started from the ancient era during the primitive period when there were no industries or firms. Planning is a basic function of management thus therefore means that planning pervades all the functional area of management which include personnel, production, research and development, marketing and finance. Through planning organization goals and objective are determined; the resources available must be strategies to achieve the goals and objectives. Planning provide answers to what? How? When? And their relationship to organization activities. In personnel management function, human resources panel is a basic function. Human resources planning is sometime referred to as workforce planning, which is defined as the process of the right number of qualified people into the right job at the right time. To ensure adequate workforce in the organization, management must plan properly, proper planning in this respect involves accurate projection of the future, taking inventory of existing workforce, comparing the force with the existing one and take corrective measure. Productivity means rate of output, degree of result and success which is directly related to profitability and turnover. This research study concentrates on the possible impact of human resources planning on workers productivity...
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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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