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.
Competition among business organisations for recruiting the best potential has increased focus on innovation, and management decision making and the selectors aim to recruit only the best candidates who would suit the corporate culture, ethics and climate specific to the organisation. The process of recruitment does not however end with application and selection of the right people but involves maintaining and retaining the employees chosen. Despite a well drawn plan Theon recruitment andselection and involvement of qualified management team, recruitmentprocesses followed by companies can face significant obstacles inimplementation. Theories of HRM may provide insights on the best approaches to recruitment although companies will have to use their inhouse management skills to apply generic theories within specific organizational contexts. Executive chef of Dusit Thani Maldives is going to be joining with another Resort in a month.
There are number of ways that the managers could improve their recruitment and selection process, first of all they need to identify and define the three stages of recruitment and selection in order to understand and improve their process. The three stages of recruitment and selection can be categorised in to: 1. Defining requirements - Preparing job descriptions and specifications. 2. Attracting candidates – Reviewing and evaluating alternative sources of applicants, advertising et cetera 3.
Managing director Stephanie Christopher says, “ It is important to understand the worth of their people.” (“HR Ranks”). In conclusion, human resource departments deal with an abundance of difficult situations. From hiring or firing someone, to dealing with a crisis, such as, someone's death. Some may believe they are not necessary, but when human resource departments do things right, it helps a business
LO1 Explain the purpose and scope of Human Resource Management in terms of resourcing an organization with talent and skills appropriate to fulfill business objectives. Task 1 P1 Explain the purpose and the functions of HRM, applicable to workforce planning and resourcing an organization. Behind any successful job, there is the human mind effort. Without human being, there won’t be any successful job. A human being is the core of any organization, and to manage the ability of the human being every company needs HRM (human resources management or human capital management) which is the pillar of the organization.
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
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 much more. Good human resource practices help in attracting and retaining the best people in the organisation. In order to make use of latest technology the appointment of right type of persons is essential. The right people can be fitted into new jobs properly only if the management performs its HR function satisfactorily. Globalisation has increased the size of the organisations, who employ thousands of employees in different countries.
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.
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. Organisation also have to make a decision as to whether it is better to recruit internally or externally, and both come with advantages and disadvantages. There are also legal consideration to take into account when associated with recruitment and selection process which is imperative that an organisation sticks to (Aylott, 2014) Recruitment and selection bests practices The first few steps in recruitment should be fairly straightforward. It is important for the organisations HR department to know how many position within the company are free, and what necessary skills and abilities are needed
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.