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.
Assignment#1 Why HRM is important for any organization? Like Operations, Accounts, Marketing Sales department, Human Resource is also one of the vital departments of any organization. It is a multifaceted and necessary part of any organization. It is responsible for different workplace needs, like recruiting, hiring, payroll, professional development and trainings, performance evaluation, employee retention, disciplinary action, and ethics. HR is like resource multiplier for any organization.
It is the role of HR management to ensure that workers are skilled enough and have the motivation to complete tasks set by managerial staff. If this is completed to a high standard, the business will be able to operate at its highest efficiency rate therefore affecting the other KBF’s than operations. This ensures quality of product and “smooth” running of the
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.
Unlike former periods, this stage represents the integration of personnel management and industrial relations into a coordinated and strategic approach to the management of an organization’s employees and this led to the development of Strategic Human Resource Management.” (Ferris and Napie, 1990) The HR functions process starts from recruiting human resources since it cannot operate independently which have to be interconnected with each other. Firstly, this process will starts with HR planning to Staffing /recruit the right talent while retaining their existing best talent, to rewarding proportionally in order to build motivation among employees and other functions such as; conducting induction programs to contribute towards firm’s strategy. In today’s environment Human Resources department handles a broad range of activities within an organization. The first most responsibility of the HR manager is to make arrangements in different activities that the HR department is capable of delivering value to company and its staff. Also should bear in mind the bottom line if they are to fulfil the role according to the job
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
Human Resources Management (HRM) can be defined as a strategic and coherent approach to the management of the organization 's most valuable asset: the people working there who individually and collectively contribute to the objectives of the organization. The main features of HRM are: - Meeting the need for a strategic approach to human resources management that aligns the organization 's activities for the implementation of the strategic objectives; - The application of a comprehensive and coherent approach to the provision of mutual support of theoretical methods and practices of employment through the development of an integrated theory and practice of the Czech Republic; - The achievement of the commitment to the mission and values of the
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).
Moreover there are many challenges linked with HRM. The HR managers are responsible to look up to the individual departments and make obvious the inevitability and worth of their functions to the organization. The advancement in the high-tech world is also a challenge for the HUMAN RESOURSE MANGEMENT (HRM). Ethics is also important in the human resource management ethics means a sense of fairness . Being Ethical is a idea that examines the moral rightful or a wrongful act of a certain circumstances.
1. Introduction 1.1 According to (Coase 1937), ‘Management’ can be defined as the art and science of coordinating activities within a firm, via a process of managerial decision-making, including areas such as finance, operations, sales and marketing, and human resources. HR management (HRM) can in turn be defined as: ‘The process of analysing and managing an organisation’s human resource needs to ensure satisfaction of its strategic objectives’ (Hellriegel, Jackson, Slocum and Staude, 2009) and ‘The policies and practices involved in carrying out the “people” or human resources aspects of a management position, including recruitment, screening, training and appraising’ (Dessler, 2007). Important themes to note in these definitions, which will