What is HR? Human resource management is defined as the management of human resources. It is a function in every company designed to maximize employee performance in service of an employer 's strategic objectives. Human resources is primarily concerned with the management of people within all organizations, focusing on policies and on systems, said Johnason, P. (2009), HRM in changing organizational contexts. The Human resource management department members provide the knowledge, necessary tools, training, administrative services, coaching, legal and management advice, and talent management oversight that the rest of the organization needs for successful operation.
Career management within Marks and Spencer is concerned with the provision of opportunities for people to develop their abilities and their careers in order to ensure the organization has the flow of talent it needs to satisfy their own aspirations. It is about integrating the needs of the organization with the needs of the individual. Career planning forms and plays a vital role in career management, this shapes the progression of the individual within an organization in accordance with assessments of organizational needs, defined employees success profiles and the performance ,
In a company Human Resource is a very important part of the strategic plan. The HR department is the go-to when a company decides how to approach a problem or gain Ideas. If there needs to be hiring, the HR department will take care of it. They will provide the proper training and tools to achieve the organizations goals. There must be a strategic plan put in place that way everyone is on the same page internally within the company to be successful outside of the company.
Preliminary goals are set by the superiors based on an analysis and interpretation as to what can and what should be accomplished by the organization within a specific period of time Define Employees Objectives When you’ve ascertained that the employees’ managers have informed them of the general objectives, strategies and planning premises, the managers can get down to work with the employees making the objectives known to them. The manager asks the employees to state the goals they believe can be accomplished, the resources needed and in what time period. This will be followed by discussion of some preliminary thoughts regarding the feasible goals for the company or department. Continuous monitoring
1.0 INTRODUCTION Performance appraisal is a formal scheme that is used to analyze and evaluate how an individual or a team performs on their task. The appraisal of an employee is based on his or her job performance, it not prejudiced by the employees’ personality and characteristics. Sensible precision and uniformity is used to measure their skills and accomplishments. This helps the management to discover the areas for employee performance enhancement and to encourage professional growth. Performance management is a continuous process of identifying, measuring, and developing the performance of individuals and teams and aligning performance with the strategic goals of the organization.
Job Analysis is a basic way to collect job-related data through job description and job specification. Any job vacancy cannot be filled unless HR manager has these both two sets of data. It is necessary to define them completely to fit the right person at the right place and at the right time. This system benefits both employer and employee to understand what exactly they need to be delivered and how. 2.0 Job Description A simple, organized and brief a statement by written form, contain a list of all the main requirements of the job, along with a summary of duties and responsibilities to be performed by the job holder is known as Job Description.
Job analysis is the systematic process of analyzing and describing the skills, duties and knowledge that require in the jobs in an organization. When the new job is created, job analysis is required and this is typically the starting point for staffing. Job description and job specification are the basis of job analysis. Job description is a document that explains the job needed such as the tasks, responsibilities and duties whilst a job specification is the minimum acceptable qualification for a specific job (Mondy & Mondy,
Therefore, it is believed that an organisation can achieve selection of organisation structure, the next step in the management process is to fill the various posts in the organisation. This is called as the management of staffing function. In the simplest words, staffing is ‘putting people to jobs’. It starts with workforce planning. It includes different functions like recruitment, selection, training, development, compensation, promotion, and performance appraisal of workforce.
All managers have responsibility of staffing function by selection the chief executive and even the foremen and supervisors have a staffing responsibility when they select the rank and file workers . However, the personnel manager and his personnel department are mainly concerned with the staffing function. Every organization needs to look after recruitment and selection in the initial period and thereafter as and when additional manpower is required due to expansion and development of business activities . ‘ Right person for the right job’ is the basic principle in recruitment and selection . Ever organization should give attention to the selection of its manpower , especially its managers .The operative manpower is equally important and essential for the orderly working of an enterprise .
A proper definition of human resource management that many scholars and HRM specialists have agreed is that HRM is the process of providing employees with the skills and knowledge they use now or in the future and developing the general skills of the staff of the organization to be more prepared to accept the challenges of new tasks assigned to them; the long-term systematic application of knowledge and behavioral sciences; Teach employees strong deeds that enable them to achieve the goal(Beer et al. 1985). Furthermore, HRM is one of the main functions of enterprises, and is concerned with the recruitment and management of individuals working in the enterprise. It is defined as a process implemented by institutions and companies; for the management of individuals; to achieve the objectives, effectively and efficiently, thereby contributing to the attainment of the objectives required (Jackson and Schuler,