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
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.
The human resource management department includes several main function which are human resources planning, recruitment and election, career development, employee achievement management, employees' safety and health management as well as human resource information system. There are three suggestions in terms of approaches made by Mc Lagan (1989) with regards to human resource development which are training and development. career and development as well as the development of a particular organization. The three approaches concerns with the systematic and continuous learning activities that is logical by a particular company in which the primary objective is to enhance the overall effectiveness and productivity of the employees, group as well as the company
Human resources management deals with the management of people in an organization. It is assessed and accepted that human resources are the main component of an organization and the success or failure of the organization depends on how effectively this component is managed. The organizations objectives and strategies are achieved, if the personnel policies and procedures are will connected and mainly contribute in that direction. The organization excels other competitors, if the organization climate managerial behaviour and corporate culture have an impact on the organization activates. The culture and organization values have to be reinforced and for that the continuous efforts on the part of human component of the organization activities
1.0 Introduction Since mid-1980’s HRM has gained acceptance in both academic and commercial circle. According to Chandramohan (2008), “Human Resources are most important and vital assets of an organization as the productivity of all other resources depends upon people.” This is the essential reason that from the organization perspective Human Resources signifies the total qualities, knowledge and skills of an employee in carrying out a particular job. Most importantly it differentiates that the human resource functions must be carefully coordinated with the organization’s bottom line and vision. The main objective of this research is to examine the role of strategic human resource management in an organization’s existing context; as an
Through these specific activities and initiatives, according to the interview, the human resources management departments, working with other departments, such as the production department, have been able to assess and identify sources of waste and inefficiencies. Premised on the results of such assessment, specific strategies to foster productivity and reduce waste have enabled the organization to realize its revenues goals, as well as mitigate escalating costs and generally improve profitability of the organization. Further, from job analysis and workflow analysis, the human resources department provides an understanding of the specific processes within an organization, as well as the skills and competencies required for the positions therein, which has also improved the organization’s personnel recruitment, selection, and retention agenda. In addition, within the department itself, various activities are analyzed multiple times, and in line with the organizational goals and objectives, all initiatives such as recruitment, selection, remuneration, promotions, employee relations, are done in consideration of the financial impact of the activities, which has ensured effective cost
Introduction Human Resource Management is the process of hiring and developing employees so that they become more valuable to the organization. Human Resource Management includes conducting a job analysis, planning personnel needs, recruiting the right people for the job, orienting and training managing wages and salaries, providing benefits and incentives, evaluating performance, resolving disputes and communicating with all employees at all levels. Core qualities of Human Resource Management are extensive knowledge of the industry, leadership, and effective negotiation skills. The first successful HR practices can be found in ancient armies. They required a good work organization of jobs and tasks.
INTRODUCTION The role played by an employee in the success of a company cannot be over emphasised. It is therefore very important for any organisation to take care of and keep their employees for the organisation to achieve its set goals. This can only be achieved through good human resource management. Byars and Rue (2006) define Human Resource Management as “a system of activities and strategies that focus on successfully managing employees at all levels of an organisation to achieve organisational goals.” They conclude that employees are the human resources and the most valuable asset. They are of the opinion that to succeed an organisation has to focus mostly on the productivity of the employee.
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).