Human resources development is consider as a platform to understand the human resources problems that faced by organization. Once the organization started to implement the new blood, human resources department has been plays an important roles from selecting and recruiting the new employee, allocating them into a right places according to their abilities. Besides that, the training and development provided the human resource provides training and development plans to develop the employees’ talents so that they can perform effectively and efficiency in their present and future work situations. Human resource department also provides opportunities for the recognition and meeting of employees’ needs to satisfy the employees. Furthermore, human resource creates an organizational culture which is conductive for sustainable development.
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.
Introduction Human resource can be said to be the most valuable asset to any organization. In the present world many industries are moving towards automation and increase in dependency on technological advancements to grow their business. However it was humans that developed these complexed automated systems and it’s the human intelligence that promotes innovation and technology. It is therefore of utmost importance to identify the dimensions of Human resource management practices to gain a competitive advantage. The four dimensions of human resource management practices are; 1.
The management of the human resources are doing by using the hard concepts of human resource management in order to meet the desired strategic goals of the organization. The system of the organization is integrated by the hard concept. The activities of the organization are mainly considered under the hard concept. Under the hard concept, the human resources of the organization are considered to be the main part associate with the organizational productivity. The employees of the organization are considered to be an expense for the organization.
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.
MANAGEMENT OF HUMAN AND MATERIAL RESOURCES FOR EFFECTIVE PATIENT’S CARE SIGNIFICANCE OF THE CONCEPT Human resources management is simply the management of human resources (Wikipedia). It is a function of an organization which is responsible for the management of people within the organization; it helps to maximize employee performance in the service of an employer’s strategic plans or objectives. A hospital or an organization cannot create a good team of health care professional without having in a good human resources management, the most important duties of the human resource department is recruiting and training of personnel, evaluating personnel’s performance, motivating the employee, ensuring workplace safety and communication. An organization
Concept.2.0 Organizational effectiveness and organizational climate: Organizational effectiveness can be define as the ability of a company to enhance employee’s satisfaction ,reduce turnovers , and optimizing productivity by giving quality services to customers. Engaging in this type of activities can enable the organization to stand the test of time even when the economic situation is tough (http://hubpages.com/business/A-brief-overview-of-organizational- effectiveness). Organizational climate simply refers to the way employees view their various places of employment. Researcher Kurt Lewin was the first to study the concept of organizational climate before presenting an argument that the way people behave can be traced to the environment
Human resource development is essential to every organization. Human resource development helps an organization to improve their employee’s knowledge, skill, and ability. According to Swanson and Holton (2001), human resource development not only combines training and development but it also combines the
and Human Resource management is the process and the association undergoes to manage people in order to achieve its objective. every organisation has goals as for profit, and every company wants to make a value for their owners. in order to make this profit the company wants to make the best contraption possible as the lowest cost for the greater profit edge. The company needs human resources to fulfil these goals. they can be as research workers, supervisor.The objective of any human resource department is to make sure the organisation has and retains people with the skills required to manage the company’s goals.
On one level, the utilization of technology has been shown to lead to quicker, additional correct and additional efficient processes, and reduced Human Resource prices. Technology can also be accustomed offer Human Resource data and to enable managers and staff to perform easy Human Resource tasks themselves. On another level, the use of Information Technology to cut back the executive and transactional burden on the Human Resource function can cause a modification in the structure of Human Resource and permit the function to play an additional strategic role within the organization. There are many ways that Information Technology can help us in Human Resources, such as recruitment, training, and performance