The major objective of this study is to highlight the role of Human resources and their activity within any organisation. The approach is mainly based on changing role of HR in contemporary firms and specifically on the ways the role is developing. It is important to learn about the diverse ways for delivering HR aims and evolving developments in managing employment relation. Discussion and
As a result, nowadays, even though HR is recognised as a strategic partner to any business, very few organisations can measure the real value their workforce adds to their business (Mayo, 2008). While the future belongs to Big Data and Hadoop, HR still concentrates on collecting and reporting data about activities only i.e. descriptive metrics whereas it should concentrate on outcomes i.e. predictive analytics (Ulrich, 2010). To achieve the same, organisational HR departments should take the EBM approach.
The accuracy of information, analysis of data, dissemination of the policies and outcomes in business will certainly provide competitive advantage over others as information technology is able to propagate right information to the right people at the right time. These changing techniques are creating a positive impact on the HR practices. By understanding and adopting these new techniques will help HR professionals to make a place for himself and his organization for continuous growth in the market. Practical Learning Activity : 1. Identify an organization that you are familiar with or have worked at.
One of the things that e-HRM helps the department with is that it takes care of the personal data of the employees, the payroll and so on. Again, there is the relational side of the e-HRM which is mainly concerned with the recruitment and training of the
The employees are needed to improve their skills and knowledge with the training. HR must prepare the budget for orientation and any kind of training. There have two types of training which general and specific training. For general only focus on communication skills, computer systems application and programming, customer services, executive development, management skills and development, personal growth, sales, supervisory skills and technology skills and knowledge. For specific training focus on the basic life-work skills, creativity, customer education, diversity/cultural awareness, remedial writing, managing change, leadership and others.
Most things within HR can be measured, however it is most efficient to measure those with the highest cost and the most impact. If you can increase their value most Chief Financial Officer will assume that the rest of your HR is operating efficiently. Most strategic HR metrics focus on multiple things, performance is the most important. If it can be proven to top management that you’ve decreased the cost of labour, through efficient hiring, training and motivation, you will be highly
Many companies refer to HRM as involving “people practices”. There are several important HRM practices that should support the organization’s business strategy such as human resource planning, recruitment, selection, training, evaluation, compensation and employee relations. In human resources planning, they can forecast how many people will be needed and with what skills, define the current workforce to see who can be promoted to new positions. In recruitment, businesses have to attract and choose potential employees through advertising online and other social media for their job openings. Job search websites are widely used today.
HRM in 21st Century: Challenges of Future M.KEERTHANA S.KEERTHANA T.MOHANA PRIYA II B.B.A.K.C.S.KASI NADAR COLLEGE OF ARTS&SCIENCE, CHENNAI-21 Abstract Globalisation has changed the way business houses used to work in the traditional market place. With advancement in technology, the role and functions of HR manager has totally changed. It has become important for the HR department to redefine its strategies and act as a strategic partner by aligning all the HR functions with the mission, vision and strategies of the organization. This paper discusses the changes in the role of HRM after the globalisation. And with this change I mean, change in the methods of production, the process of recruitment, the training techniques, and new equipment
The HR leader should understand their talent function in the organization and make decision whether to invest in the available talent in the organization or recruit new talent to resolve the ongoing issues in the organization. The HR leader must focus on accessing the skills in talent management and implement the strategy and plan to recruit and manage that critical talent. It is very important how well the HR manager can do to add the right talent required by the organization. Whether it is best recruited or internally developed, it is possible to develop the right talent in order to implement business strategy. The reason behind the fail in business strategy is that the organization thinks that they can get the right person in order to achieve