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.
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
An employee who is trained on minor additional skill in sales, customer service, administration and operations also fosters team spirit, as employees appreciate the challenges faced by co-workers. Uncover employee potential: Many organizations neglect or overlook the hidden talent of their employees, Training and development provides a platform for employees to discuss their ideas with management. many employees wait for a leadership role within the business, because there is not such programs, these employees never get the chance to show their talent or skills. Job satisfaction: Training and development makes the employees feel more connected; confident and satisfied with the role they play in the organization. This is driven by the great ability they gain to execute their duties.
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
Muhammad Aslam Khan (2011), Effect of Training and Development on Organizational Performance, In research found that employees are considered as the major element of every firm and their success and failure is mainly based on their performance It is thought that successful organizations generally spend more in training in contrast to others because training aids workforce to acquire the information of their employment in a finer way and Individuals gain knowledge from their viable experience. Current organizations should deal with training necessitates linked up with altering and growing internationalization of industry, diverse national point of view and a varied workforce. So for this purpose individuals are prepared with the right sort of aptitudes, information and capabilities to carry out their allocate responsibilities and therefore training is considered to have a massive impact on organizational efficiency. It is also noticed that more expense in training has led to more productivity. So in light of the preceding basis, the study is carried out to examine the “impact of training on employee performance” in improving the performance of the workforce by means of adopting excellent training practices of industry to serve the
This assignment is based on Performance appraisal .Performance appraisal is an evaluation or a performance review which is discussed with the employee and the superiors. It’s the essence of individual and organizational growth. Performance appraisal method should be well established and managed. It’s essential for every organization to sustain and grow in high dynamic and uncertain work environment. Performance appraisals are one of many performance management tools that aim to ensure employees’ performance contributes to business objectives, and should be used as part of a holistic approach to managing performance.
‘If you want high performance, recruitment and selection is the most important function in HRM. Get that right and everything else falls into place’. Discuss. Human resource management is defined as the process of recruiting selecting, developing, compensating, and retaining employees. In particular, the three main elements of HRM are acquiring, developing, and holding back the workforce in an organization.
Human resource management is the utilization of human resources to achieve organizational objectives. Consequently, all managers at every level must concern themselves with human resource management. Basically, managers get things done through the efforts of others; this requites effective human resource management. Today's human resource problems and opportunities are enormous and appear to be expanding. Individuals dealing with human resource matters face a multitude of challenges, ranging from a constantly changing work force to the ever present scores of government regulations and a major technological revolution.
Performance appraisal is a method of establishing and communicating how the employees do their jobs and develops a plan for improving the process of carrying out work responsibilities (Rue and Byars, 2005). It informs on employee performance, their training needs and develops plans for employee development (Livy, 2007). It is a key element in boosting employee motivation, thereby increasing employee performance (Selvarajan and Cloninger, 2011). Vasset, Marnburg and Furunes (2011) view performance appraisal as an important technique for enhancing employee performance in an establishment. Ahmad & Bujang (20I3) contend that performance appraisal is a systematic description of an individual’s strength and weakness with respect to the job, for