Strategic human resource management is a combination of strategic planning and HR planning, it utilizes human resource and human resource activities in the achievement of strategic goals. (http://www.homepages.se.edu/chapter02/human-resource-planning)
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.
Beside that human resource planning may be regarded as the quantitative and qualitative measurement of workforce required in an organization and aims at the continuous supply of right kind of personnel to fill various positions in the organization it because human resource planning is a continuous process. 3.0 OBJECTIVES The main objective conducting human resource planning is to help the organisation in having an accurate number of employees required, and matched skill required to accomplishing an organisational goals (Chand, n.d). Chand also come out with the other objective of human resource planning which are to: 1. Ensure adequate supply of manpower as and when required. 2.
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 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.
The development of Human Resource is a part and parcel of human resource management. It is the main functions of Human Resource Management. Every organisation and its management have the responsibility to develop its human resources if at all it wanted to remain in business, face the competition and moves towards prosperity and growth. In these modern times of growing awareness the development of human resources is the task number one for any organisation. The very growth and survival and growth of the organisation depends on the development of human resource development.
Project TitleMANPOWER PLANNING AND RESOURCINGObjectivesThe objectives of Human Resource Planning are the following: • Deciding Goals: Human Resource Planning helps to achieve individual and organizational goals • Evaluating future organizational structure and human resource requirements The Human Resource Planning is essential for a company for following reasons: • To use the human resources of the company in a most efficient manner to gain maximum benefits. This task would be easier if information regarding the various aspects of human resources are collected and arranged in an organised manner by HR • To forecast future requirements for human resources numbers and skills. This is especially important for companies that are planning expansion
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
Human Resource of Management Human Resource Management (HRM) is the method of selecting and training workers employees to make an organization beneficial or valuable. Analysis of Job, planning, selecting the correct employees for the work, familiarizing and training, directing salaries, giving incentives and compensation, analyzing work, solving disputes, and interaction with workers are the main responsibilities of Human Resource Management. Examples of main qualities of Human Resource management are thorough information of the industry, leadership, and effective skills of discussion. Functions Human Resource Management. Shortly, Human Resources Management is involved with the employees’ management from recruitment to retirement.
According to Casico (2006) which has reported that there are four functions of HRIS are related to HR practices direct attention to the organization staff. These functions are people development, communication and integration, documentation and compliance, and human resource analysis. Where there are three additionally remaining which are, (strategic integration, forecasting and planning) and knowledge management) representative the task of human resources in organizations practice universal and strategic management particularly. • Strategic Integration; human resource information system intend to enhance the organization performance (Troshani et al., 2011). Strategic value can be derived from human resource information system tools that assist