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In the current era of the business world, there is the call for organizations to ensure that it enhances both efficiency and effectiveness in their line of production. The problem facing many organizations is striking a balance where there is enough and qualified workforce at any given time in an organization. To attain this goal, the core variable that is of interest is the human capital. In turn, to attain the best out of the human capital, there is the need to have a well-coordinated manner of defining and following up the responsibilities assigned to individual employees. This briefing paper is aimed demonstrating the critical role of human resource management (HRM) plays in ensuring a smooth running of an organization. The paper starts with an introduction where general insights on HRM are demonstrated shedding light on the need to have an elaborate HRM program. This is followed by a keen analysis of the relevance of HRM where an in-depth analysis of why there is the need to create and uphold a vigorous human resource management program in ensuring an improved efficiency level.
The Value-Added Deliverables Of HRM forms the next phase of the briefing where the value added to an organization as a result of having a vibrant HRM program are clearly and precisely discussed. The last part of the paper comprises of the benefits that employees, the customers, and to the owners/shareholders gain out of the value added by having an HRM program. In this section, the aim is to elaborate on the accrued benefits the employees, customers, and the shareholders get when the organization at hand is exploiting the benefits that come with having an effective HRM. Over and above, the analysis is aimed at establishing and demonstrating the relevance and the necessity of any organization having an inclusive thorough but workable human resource management program.
Human resource management comes in as a policy and an undertaking within an organization that is aimed at ensuring that employees are assigned definite roles and that there are necessary guidelines to ensure all employees meet their expected roles. The perpetuity of organizations regarding the profit making and satisfying their obligations demands they have both the qualified and the right human capital. It is, therefore, a valid assertion that human resource management is critical to ensuring that organizations are well-equipped to meet their goals by ensuring they have the right workforce for the right task.
The Relevance Of Human Resource Management Existence In An Organization
The basic reason for having an active human resource management (HRM) docket in an organization is to ensure that everyone within the organization is fully aware of their responsibility, and he or she is best fit to undertake the task (Dessler, 29). It is through HRM that an organization can recruit the right workforce, induct it into its operation and ensure that the employees meet their expected level of output. Moreover, it is through the initiative of HRM that an organization can have a definite culture that works to ensure that the employees possess the right attitude and behavior essential to upholding the interest of the organization at hand (Valentine, Mathis & Jackson, 71).
The Value-Added Deliverables Of HRM
The main value addition HRM has on an organization is the creation of a definite culture that is aimed at ensuring that the principles and interest are upheld (Price, 83). The value addition aspect of the HRM is brought about by its major components that work together to bring in a cohesive and coordinated workforce.
Ethics/Standards Of Conduct
This is the component of the HRM that is responsible for setting up the desired behavior within the organization and the regulations aimed at safeguarding the organization’s behavior (Valentine, Mathis & Jackson, 33). The value addition of this parameter of the HRM is in the form of building an internal culture that creates the identity of the organization. Moreover, ethics layout the guidelines concerning the optimal level of conduct expected of all the employees (Dessler, 62). It is through standards of conduct that employees are in a position to serve their role in a diligent manner that is keen on maintaining the highly desired level of professionalism.
Compensation And Benefits
This is a branch of HRM that deals with how employees are rewarded for their services within an organization (Price, 49). Through a comprehensive compensation and benefits program, employees are remunerated per their assigned duties and met targets. This is the one of core reasons why employees work hard in their assigned duties in the realization of a good reward for every successful target met. The value addition attained by an organization under this parameter of HRM is in the form of motivated employees leading to an improved level of output.
This is one of the primary mandates of a successful HRM undertaking in an organization where HRM plays the role of hiring, training, and retention (Price, 70). In any organization, there is the need to ensure that all the available responsibilities are assigned to the right personnel. In the line of this thought, employment aspect of HRM ensures that an organization has the right workforce in terms of the number and qualification. Training comes in the form of induction process where qualified recruits are ushered into the organization’s way of performance. Retention is a sub-branch of employment that gives an opportunity to the already serving employees, a chance to continue serving the organization. The value addition aspect of employment is by ensuring that at any time, the present employing of an organization are the one who hold the right qualification and attitude. The result is a working force that is self-driven in terms of innovativeness and consistency.
These are well-defined demands and expectation laid down by HRM to govern the progression of assigning of responsibilities. Now and then, it is required of employees to upgrade their skills through additional courses in the line of expanding their scope of expertise. Moreover, it also entails additional or reduction of responsibilities within an organization thereby giving employees a chance to work best where they best fit. The value addition as clearly demonstrates comes in the form of provision of guidelines that enables employees to improve their skill level thereby serving the organization at hand better.
Good governance in an organization entails responsible delegation of responsibilities (Dessler, 37). HRM plays a critical role in promoting good governance by providing helpful insights into the capabilities prevailing in an organization through a comprehensive audit of the workforce. Therefore, the value addition aspect of this parameter of HRM is in the form of enabling the management of the organization to delegate roles based on credentials and ability thereby improving the integrity within the organization at hand.
The Benefits Of The HRM Deliverables To The Employees, The Customers, And To The Owners/Shareholders Of The Organization
HRM as illustrated above delivers integrity, cohesion, openness and due diligent evaluation within an organization. To the employees, HRM brings about the sense of purpose through delegation of responsibility based on ability (Valentine, Mathis & Jackson, 48). Therefore, all the employees feel they play a critical role within their organization. Moreover, an elaborate and objective compensation and benefits programs enable the employees to get a fair reward for a good share of met targets. Over and above, career managements provides room for equal growth to every employee thereby providing an avenue where each employee can be guaranteed of increased responsibilities that are accompanied by improved pay package.
On the other hand, HRM plays a critical role in safeguarding the welfare of the customers. Through its task of ensuring that each employee is assigned responsibility that he or she is best fit at ensuring that the final output of the company/organization is of high quality (Price, 23-29). Besides, when the employees are highly motivated, they are more vigorous in serving the customers diligently and effectively. Over and above, through effective HRM, employees work in a good environment where they can innovate and solve issues more expeditiously a phenomenon that ends up giving customers a better experience in terms of services renders or the final goods consumed.
A comprehensive, inclusive and consultative HRM brings about a cohesive environment where both the management and employees work together in unison towards the attainment of organization’s interest (Price, 55). This is the dream come true to any shareholder, a situation where all relevant parties of the concerned organization are working as a team towards the realization of organization’s goals. Once these objectives are attained, then profit margin improves thereby resulting to improved dividends to the shareholders. Over and above, HRM upholds the perpetuity of a business venture thereby minimizing the probability of shareholders losing their capital.
It is evident that HRM is a critical part of an organization the help share the culture and performance of all relevant parties within an organization. It is, therefore, necessary to ensure that each organization has within itself, a vigorous HRM program that is active and thorough since it is evident that the welfare of any organization highly depends on the quality of its HRM. Besides there is the need to appreciate that HRM is a combination of many parameters that need to be coordinated in the program is to have any success within an organization. Lastly, integrity should be paramount when utilizing HRM insights if a positive impact is to be guaranteed.
Dessler, Gary. Human Resource Management.. Boston : Prentice Hall 2011. Print.
Price, Alan. Human Resource Management. Andover: Cengage Learning, 2011. Print.
Valentine, Sean, Robert L. Mathis, and John H. Jackson. Human Resource Management. , 2013.