Changes in thinking and practice caused an increase in specialization and thus it led to less use of term “personnel management” in Human Resources Management (Miller, 2006). In the 1980s, changes in the operational environment of HRM drew the attention to the strategic management of the human resources. A firm human resources strategy will allow an organization to have a good bonding with the employee and coexist peacefully in the community. It is employees who will perform their needful duties and responsibilities to achieve its companies set goals or targets. This is where the importance of strategic human resources can be seen, since the human resources department will identify the key areas in the company that require manpower.
Human resource management department has been widely considered as one of a very vital and essential part of any organization, regardless of industry and types of business ventures. A particular company's aim to attain and sustain the goals and objectives could not be realized if the human resource management department of the company lacks the knowledge, skills and methods in the field of work. The training and development of potential employees and current employees starts when they began working for the company and it will be a continuous process in order to suit the needs and wants of the company, fulfill the requirements of the work as well as improve the employees in various aspects of their work. It is for this reason that companies
The human resource managers are responsible for employment of the right people suitable for the vacant position in the organization. They are also responsible for designing the plans and strategies or criteria which is most suitable for a job category. The number of health care professionals requires for effective functioning of the hospital is determined and recruited through strict and accurate procedures, trained to develop special skills necessary to take their new rotes or task set before them. The human resources management is required to conduct performance appraisal on the team of healthcare professionals to ensure evidence based practice and encourage them to practice their professions to their full potential which as well gaining more skills through on the job practice and continuing
In most instances, the daily human resource activities are standard; it is the potential nuances of government contracting, which presents the challenge for most human resource offices. Another notable challenge for the human resource department is the training of the key leaders and managers. Currently all of the required training conducted is through webinars, based on the efficiency and cost savings, the value and quality of understanding for the member participating, is not fully integrated in most cases for not only the local human resource personnel but also managers and employees. As mentioned earlier, for example the annual evaluations. In some cases, managers have not had extensive training in managing personnel nor how to properly conduct an annual evaluation and establish proper expectations.
In today’s era, every business requires human resource for the efficient working of the company. Human Resource is a group of individuals that work together as a workforce in an organization. These individuals are usually responsible for the execution of different functions and operations carried out in a company. They are a vital part of every organization and are also considered the base of it. If any organization lacks in the management of human resource it may lead to many difficulties like employee dissatisfaction, unclear goals etc.
Next, the demands of the workplace and the increasing technological drive of the domain, as well as the fluid and dynamic nature of the globalized workforce and work setting are all the elements that are rapidly changing what work people do and how they will be assessed in accordance to it. Besides, Human Resource Management can be dynamic asset to help with such changes. The days of presuming that the skills and ideas that someone has when they enter a particular job are going to not change over the course of their occupation with the organization are fading fast. And the last but not least, Human resource management is responsible for how the people are treated in organizations or company and it is guide for bringing people into the organization or company, helping them to perform their work, compensating them for their labours, solving the
1.0 Introduction Since mid-1980’s HRM has gained acceptance in both academic and commercial circle. According to Chandramohan (2008), “Human Resources are most important and vital assets of an organization as the productivity of all other resources depends upon people.” This is the essential reason that from the organization perspective Human Resources signifies the total qualities, knowledge and skills of an employee in carrying out a particular job. Most importantly it differentiates that the human resource functions must be carefully coordinated with the organization’s bottom line and vision. The main objective of this research is to examine the role of strategic human resource management in an organization’s existing context; as an
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.
There is no shortage of evidence that every single company is using Human Resource Management strategies based on their organizational activities. Because in the face of increasing competitive organizations have to concentrate on the value of investments in human resources as a major source of competitive advantage. Even if business strategy is a common conversation in the executive suite, using Human Resource Management strategies will be much more beneficial for staff functions within companies, as they often need to justify their need for resources and their contribution to the company. In this report I will strive to explain about Human Resource Management issues and its relevance to today’s work organizations, especially BMW company.