Human Resource Management (HRM) HRM is the process of hiring and developing employees which includes conducting job analysis, planning personnel needs, recruiting the right of people for the job, orienting and training, managing wages, providing benefits and incentives, evaluating performance, resolving disputes and communicating with all employees at all levels. Role of HRM An organisation cannot build a good team of working professionals without good Human Resources. The key functions of the Human Resources Management (HRM) team include recruiting people, training them, performance appraisals, motivating employees as well as workplace communication, workplace safety, and many more. Some roles of HRM are discussed below: Recruitment and
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.
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
In words of Taylor(2008) Human Resource Management is the range of people management functions, process and activities which involve more than one national context. These policies and practices are considered as human resource aspects of management position, including such issues as recruitment, screening, training, rewarding and appraisal which I mentioned above. When it comes to the BMW company, BMW is the basically German car company with rich experience in the field of comfortable and cutting-edge cars. The company was founded in 1981. The BMW cars company spends more money on its human inputs to add value and its big contribution of human resources also makes some advantage of the company.
The system under this approach is formal. The hard HRM emphasize on the resource side of human resources and place firm control in the hands of management (storey 1987). It views human resource merely as factor of production or a variable cost of business (Tichy et al. 1982). Human resources are passive, to be deployed as numbers and skills at right price under this approach (Legge, 1995).
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
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 resource management is the significant concept that is used by organisations for integrating their functions with the external environment. HR integrates all the departments with other in order to make sure that main objectives of the business are achieved. The main aim of this paper is to evaluate the tools that can be used for managing resources to achieve the business objectives of organisations. For this purpose, the paper is divided into four different activities that include human resource management, management of physical resources, marketing and information management systems. All these aspects are discussed by considering the role and importance of human resource management towards achievement of organisational goals and objectives.