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.
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
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.
If any organization lacks in the management of human resource it may lead to many difficulties like employee dissatisfaction, unclear goals etc. Human Resource Management refers to the policies and practices concerned with the effective use of people/ individuals (human resource) to accomplish individual as well as organizational goals. It helps the employees to contribute with their maximum efforts for the company. Rohan works as the Sr. Executive in HR Department in a construction company. It has been a practice in his organization that whenever there is a shortfall of human resources a
The impact of competitors and other external forces needs to be understood because they form the source of the lengthier run scheme of the organization. Why human resource professionals should educate other managers and employees in their organizations about HR functions It helps managers to be better managers. One of the roles of HR in a company is to develop and coach managers to do their job the best way possible, because HR professionals have enormous experience working with employees in many situations. It makes the managers and employees to believe that the future of the organization lies on their shoulders and so educating about HR functions encourage them to upgrade their existing knowledge through the trainings provided, to become essential resources for the organization. Educating employees help them understand the workplace policies and the rights granted to treat each one equally without discrimination, due to workforce diversity.
Part of a human resource leader is communication, accessibility, and empowerment of one’s employees. I feel my skills in open communication, information sharing, decision fairness, outcome concern, and credibility help in numerous ways. Furthermore, being credible and concerned about outcomes, my employees believe in my leadership and know that I have their backs. With communication and information sharing my employees know that I am accessible to talk. Finally, my decision fairness empowers others to be involved in our daily tasks.
Theoretical background of the study The beginning of the era of liberalization and globalization a long with the advancements in information technology has changed the globe around us .It has brought to centre stage the importance of human resources ,more than ever before .The purpose of human resources management (HRM) is to enable appropriate deployment of human resources In a competitive circumstance, effective utilization of human resources has become necessary and the primary task of organizations is to recognize, recruit, and channel competent human resources into their business operations for improving productivity and functional efficiency. Several authors have tried to explain
Human resource management is the management of the employees or the staff of the organization in order to minimize the conflicts in the organization and maximize the performances of the organization. When discussing about the human resource management it is very important to discuss about the models of human resource management. There are organizations applying different types of human resource management models. Normative model is the mostly using model of human resource management by the organizations. Under the normative model of human resource management, there are two main models of human resource management (Dobni, 2006).
Human Resource Management Human resource management is the discipline that is responsible for studying the relationships among employees who make up the organization together with the causes and consequences of changes occurring in that environment. To give a more specific definition of what the management of human resources in a company we say it is a process that is applied to the growth and conservation efforts and expectations of the members of that organization at all benefit the individual and the company itself. The HRM is based on plan, organize, develop and control those techniques capable of promoting an efficient performance by staff employed in parallel with the organization teach the way which allows collaboration of people in
It also required co-ordination in formulation and implementation of the several personnel policies and practices. Together these events in personnel management required a growing body of knowledge and professionalization among the professionals engaged in dispute of managing people. To give recognition to this transformation in the discipline the field acquired the definition “Human Resource Management”. 2.2 Human Resource Management Functions Human resource functions represent what people and organizations do and they affect executive thought, action and firm’s performance. The HRM function includes a variety of activities like planning, Job analysis, recruitment and selection, Training and development systems, Career Development, Compensation & benefits, Rewards/Recognition, Performance management and employee relations.