This will save on time and cost of operation and help in creating clear and precise business level strategies. Though effort has been put to up the competitive advantage, more is still required. In Resource Based Analysis, the capabilities and competencies of Barclays cannot meet the VRIN criteria in its full view. First is the value criteria. Based on the products offered by Barclays most of the customers seem to be getting what they envisioned while contracting the services offered by Barclays.
Globalization has increased the level of cross border activities. It is expanding rapidly and this makes it important for MNCs to manage its human resource management. HR is responsible to analyze and manage the human resource needs of organization in such a way that it can achieve its strategic goals (Hellriegel, Jackson, Slocum and Staude, 2009).HRM is a planned approach to make people perform effectively. It creates an open, flexible and caring management style so that staff can give their best (Michael C. C. SZE1, 995). HRM has to adapt to local conditions the most as compared to other management functions because it is highly dependent on local labour market.
The key functions of the Human Resources Management (HRM) team include recruiting people, training them, performance appraisals, motivating employees as well as workplace communication, workplace safety, and much more. Good human resource practices help in attracting and retaining the best people in the organisation. In order to make use of latest technology the appointment of right type of persons is essential. The right people can be fitted into new jobs properly only if the management performs its HR function satisfactorily. Globalisation has increased the size of the organisations, who employ thousands of employees in different countries.
Servant uses measures to a leaders effectiveness (Reed, Vidaver-Cohet & Colwell, 2011). This leadership to identify organizational, societal, and environmental issues. The true difference is authentic leadership engage in innovation and creative solutions
It establishes mechanism for the administration of personnel services that are delegated to the personnel department. Thus, the responsibility of human resource management is very significant in an organization and it should not be diluted especially in large scale enterprises. It is the input to the whole organization and related to all other activities of the management i.e., marketing, production, finance etc. HRM: Origin & Growth: Human Resource Management deals with the administration of people as organizational assets rather than as element of production. This involves a system to be directed in business to select, hire, place, coach and grow human assets.
HR Role in Merger: It is very important to involve HR Managers in merger as it involves employees and has an impact on key employees’ issues. HR professionals play an active role in a change process by offering their interventions to help ensure a successful merger. When companies merge, some of the most significant changes occur in number and treatment of employees. HR play a vital role in merger: a) Employees coping up with change and culture, b) Organizational hierarchy structure, c) Maintain the productivity by placing of right employees at right place, d) Alignment of compensation, benefits and welfare schemes, e) Job security, f) Relocation, g) Compliance of local labor laws, h) Employee Communication, i) Taking care of personal records,
One of the reasons for this popularity is the assumption that HRM is a source for competitive advantage and will influence the organisational results and performance in a positive direction. In an environment where HR is an important source of competitive advantage, it is also the one that contributes to sustained competitive advantage through facilitating the development of competencies that are firm specific. Strategic Human Resource Management (SHRM) concerns with the creation of a linkage between the overall strategic aims of business and the HR strategy and implementation. The article takes a closer look at the presumed relationship between HRM and business performance. The main idea behind HRM-performance presumption is that HR practices affect employees’ attitudes and behaviour, which further affects the operational performance, such as productivity, quality and innovation, which in turn have a positive effect on an organization’s overall market for its products and subsequently its financial results.
Human resource management includes conducting job analyses, planning, personnel needs, recruiting the right people for the right job, orienting and training, managing wages and salaries, providing incentives and benefits, evaluating the performance, resolving disputes, and communicating with all employees at all levels. Examples of core qualities of HR management are extensive knowledge of the industry, leadership, and effective negotiation skills formally called personnel management. The purpose of HRM is to ensure that the employees of an organization are used in such a way that the employer obtains the greatest possible benefit from their abilities and the employees obtain both material and psychological rewards from their work (Graham, 1978). HRM is a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an array of cultural, structural and personnel techniques. (Storey, 1995).
Also to be called as the management of human or people. According to John M. Ivancevich and Lee Soo Hoon (2002) Human Resource management is the function performed in organizations that facilitates the most effective use of people (the employees) to accomplish organizational and individual goals. Which means HRM is a managerial system that tries to meet the organizational needs by retrieving the potentials and capabilities of its own
1.1 Introduction The term ‘human resource management’ was being used by Peter Drucker in early1950s without any special meaning, and usually another word for ‘personnel management. Human resource management (HRM) is concerned with the ‘people’ dimension in management. Every organisation is made of people, acquiring their services, developing their skills, motivating them to higher levels of performance, and ensuring that they continue to make their commitment to the organisations. The terms "human resource management" has been replaced by the term "personnel management" as a description of the processes involved in managing people in organizations. Hence we can say that (HRM) is more than Personnel Management, and it includes employing people,