Project TitleHuman Resource management and HR audit mathodology ObjectivesHuman resource is very important for any organization . Human resource, or human capital as it is know these day, is considers as a resource for nay organization along with financial and material resources because it may be the source of competitive advantage for any organization and no management process can be effectively accelerated without human resource. the importance of people in the organization in immense as it is the people who plan, implement, sustain and end an organization 's life. Human resource function is multidimensional in nature. Its main objective includes maintenance of better human relationship in the organization by the development, application …show more content…
we also shows the relationship between HRM and management, manager’s role meaning of strategy, strategic approach to HRM and strategic challenges. Lots of diagrams and explanations are used by the author. This chapter has contributed to my understanding of strategic human resource management by analysing the objectives and plans of SHRM. As known that strategic HRM focuses on the linking of all HR activities with the organisation’s strategic objectives, there are cost containment, customer service, organisational effectiveness, social responsibility and integrity which should be achieved. The author uses specific explanation on those strategic objectives. There are diagrams and specific explanations given to let reader understand strategic human resource management easily and clearly.Firstly the authors introduce the fundamental parts and concepts of human resource planning, secondly given the importance of human resource planning to an organisation, and focus in academia the authors provides realistic cases concretely. Then they propound many particular solutions for academia in order to ensure a college or university has adequate human resources to meet its goals and operational …show more content…
Analysis the external to an industry and developing scenarios about the future is distinguishes human resource from operational planning. Recruitment is the basic activity of human resource management, the performance of any organization depends largely on the quality of its workers. The authors explain the key consideration is the source of recruitment, and it includes internal parts and external parts. By identify advantages of internal and external of recruitment; help readers know how to attract competitive candidates both inside and outside in order to efficiently meet job requirements. This article has contributed to my understanding recruitment and selection by detailed more than twenty concrete advantages and disadvantages both inside and outside. Because it can brings lots of advantages it goes hand in hand with professional criteria. It can also bring lots of losses when an elementary principle is not taken in account.The efficiency of an organization depends on its staff and the quality of staff that is why evaluating the success of recruitment efforts is
One strength that results from structuring people based on the resources they utilize is that it provides an opportunity for all to learn from one another and become more productive because ideas can be shared on the most efficient techniques on performing a certain task and the best ways to solve problems. This builds a culture of teamwork, respect, and responsibility. A specific example within Kennebec Lumber Company of this in practice can be seen in the accounting department in the “corporate office;” there are several people who work in this department and throughout each one’s time with the company they have each found different ways to accomplish tasks (i.e., maintaining financial schedules) that decreases the amount of time the task takes to complete, which they have shared with each other to increase overall productivity. This can also be seen on the different operating lines within the company (i.e., sawmill, planer mill, kilns, log yards, etc.). For example, a new hire for the headsaw would be trained by an experienced employee who would teach them all of the different controls and the most efficient and least wasteful way to saw a log; this will ensure more product can come from that log and the most profit is being made compared to the overall
In order to improve employee morale and satisfaction,
LEARNER’S NAME: EMMANUEL DIBIAGWU ASSIGNMENT 2 UNDERSTAND HOW TO DEVELOP AND MAINTAIN EFFECTIVE WORKING RELATIONSHIPS 1.1 Explain the benefits of effective working relationships in developing and maintaining the team (20 marks) The benefits of effective working relationship in developing a team include the following: Improved Morale Good working relationships in teams help to improve the morale of team members. When there is effective working relationship among employees as well as managers, the employees feel that they are respected, and their voice are heard, thereby fostering an enabling workplace full of energy and overall happiness. Effective working relationship between employees enables them to support each other when improvement is called for and helps to develop their esteem.
Finally, having good relationship with the employees it motivates them to perform their duties in good heart. Understanding their grievances and addressing their problems improves their morale at work and hence they work whole heartedly to deliver good performances. Therefore, the relationship between the managers and employees contributes to a great impact to adhere to code of
Introduction – Marriott’s HRM and Business Strategic Alignment This paper will propose a Human Resources (HR) strategy that is in alignment with Marriott’s business strategy, as well as describe several HR job positions and responsibilities listed for them. Next, this paper will determine which HR job positions I prefer and why. Finally, it will analyze how Marriott can establish HRM strategies to improve its competitive advantage, as well as three ways it can increase diversity.
As a result,the goals of a human resource department reflect and support the goals of the rest of the organization. Strategic Human Resource Management is defined as the link between Human Resources policies and practices with overall strategic business objectives of an organization. So,Strategic Human Resource Management has a significant influence on managing employees. Strategic Human Resource Management is based on 3 propositions. They are as follows; The human resources or human capital of an organization play a strategic role in its success and are a major source of competitive advantage.
The company uses promotions, transfers, and trainees/interns as the main internal recruitment sources for HR needs. On the other hand, the external recruitment sources at Google include educational institutions and respondents to job advertisements. Most of these ads are available through the Careers section of Google’s website. Through these recruitment sources, the company facilitates a continuous influx of qualified workers, while matching these employees’ capabilities with human resource needs. 1.2.
INTRODUCTION Human resource management is the strategic approach to the management of an organization 's most valued assets - the people working there who individually and collectively contribute to the achievement of the goals of the business (Armstrong, M., 2006). In other words, human resource management is a to work with employees, and for the employees, to help them solve their problems. Therefore, human resource is a complicate department, as they deal with people who already work there, they also deal with several issues which happen among new employees, such as recruitment, selection and so on. Nowadays, employee retention becomes one of the most significant issue in the organizations, and managers are aiming to find the best employees
Overall, it will increase productivity in the workplace due to clearer objectives and better skills learnt and the organisation can keep track of employee perfor-mance. 1.2 & 1.3 – Identify & analyse development opportunities for career and personal
(2006). Strategic Human Resource Management: Determinants of Fit, Research and Practice in Human Resource Management, 14(2), 49-60. (‘Schuler & Jackson 1987’) [Accessed 10 October 2015].
The Harvard Model of HRM: Back in 1984, Beer et al developed the Harvard model of the HRM. Beer et al believe that the human resource is passes many of pressures nowadays, therefore, eliminating the pressures is required. These pressures could be eliminating by having a long-term perspective in terms of controlling people and potential assets rather than just variable costs. As a result, Beer et al approach the Harvard Model of the HRM. The purpose of this model is to solve the pressures that may occur in the HR of any organizations; these pressures include all management decisions that will affect the relationship between the organizations and their workers, in addition to a clear plan for the HRM policies and procedures by the manager of
THEORETICAL BACKGROUND OF THE STUDY: 3.1 RECRUITMENT & SELECTION Recruitment and selection is one of the most important management functions. The whole process represents a significant investment in both financial and other resources. Recruitment and selection are two of the most important functions of personnel management. Recruitment procedure selection and helps in selecting a right candidate.
Introduction Employees are crucial to any business, and so it is extremely important for an organisation to have a great understanding to the recruitment and selection process. This process is used to make sure the right candidate is chosen for the job. The aim of the research is to create a better understand of the recruitment and selection process and what takes organisation to recruit new employees. The recruitment and selection process has so many different elements to think about, and this essay reflects on how the organisation searches for possible candidates to recruit. Recruitment and selection process is dealt with mostly the human resource (HR) department, although in many organisations it is common for other heads of department to be involved in the process to make sure that technical considerations are assessed during recruitment and selection so that no faults are made.
Human resource is a broader concept when compared to the human capital which has a narrow view. John R. Commons coined the term ‘human resource’ in his book “The Distribution of Wealth but did not further build upon it” during 1893. The term was extensively used during early 90s as the workers were seen as a kind of asset or capital. From the perspective of an organization, workers or the employees are seen as the capital to the company, and their values can be enhanced through further learning and development and is termed as human resource development. Human resources play an important role in the development and success of any organization.
P2) Explain the Strengths and weaknesses of different approaches to Recruitment and Selection Recruitment and Selection Recruitment can be defined as searching for and obtaining a pool of potential candidates with the desired knowledge, skills and experience to allow an organisation to select the most appropriate people to fill job vacancies against defined position descriptions and specifications. (Ref-Green, Paul C. Building Robust Competencies: Linking Human Resource Systems to Organizational Strategies. Jossey-Bass, 1999.) External recruitment brings new blood, new face to the organization.