I Join The Ms Hrm Program

Human resource departments today have a more distinct, calculated position within organizations, and human resource strategy influences the bottom line. “One of the challenges for HR leaders is convincing executive leadership teams that human capital is one of the most important resources in which the company can invest” (Mayhew, 2014, p.). Subsequently, “this return on investment is an essential part of the argument for including HR as part of an overall business strategy” (Mayhew, 2014, p.). Human resource departments utilize the information given to them from company executives and leaders, coupled with their respective expertise on all things personnel, and they plan and implement staffing concerns for the betterment of the organization. From preparing job analysis, to comparing inventory and forecasting, it is the responsibility of human resources to consider the objectives of an organization and fulfill those goals while operating the specific planning relative to HR.

Levenson, A. (2014). The Promise of Big Data for HR. People & Strategy, 36(4), 22-26.

I'm sure there are plenty of people who would benefit tremendously from this idea. However, this idea could very well cause more stress and an unhealthy workplace for others. There are plenty of reasons why this could be horrible for some people and amazing for others. Unfortunately, if you want to keep all of your employees, following through with this idea could make some people not want to work for your company anymore. They are more than likely to relocate their

Contemporary globalization of businesses and growing global market competition has made effective human resource planning as one of the major strategies to forge ahead and remain proactive. It can be said that an organization 's success lies to a great extent to the knowledge, skills, creativity, and dedication of its workforce. Every aspect of an organization needs human capital to drive its activities or operations to achieve individual strategic goals and objectives towards its purpose of existence, growth, and competitive status. Companies can compete at all levels of the marketplace through improved commitment not only through creativity, innovation, and research, but also human resource development (Truong, Heijden, & Rowley, 2010). In this regard, the human resource planning is needed to ensure a systematic analysis of human resource needs so that the right quantity and quality of employees are always available when required. Fundamentally, organizations are looking for the best people that would help drive them to their desired destination of achieving their missions. Therefore, it is important to develop human resource strategies to support organizational strategies, through measures such as forecasting human resource requirements, and effective strategic staffing. Technically, an organization 's mission, goals, and objectives drive its strategy and human resource (HR) and staffing strategy in an interactive manner. The purpose of this

Lastly, HR is also the area that fit my personality and skills, according to Prospect Planner online assessment (Prospect.co.uk). I had good matches, such as creative thinking, flexibility, logical thinking and etc, for job in HR area. There were some other professions that would suit me; however I chose to

As big data encroaches into the business sector, the fundamentals of human resources are changing. In his article “They 're Watching You at Work,” John Peck describes this phenomenon as “people analytics,” the concept that the value of a worker can be compiled into a file of data. Peck claims that data analysis tests can accurately evaluate the skills and promise of potential employees, and thus will revolutionize the hiring system and abolish bias by eliminating interviews. Peck 's argument in support of people analytics is only somewhat successful, because although he cites a variety of studies and provides an vast abundance of evidence, he does not resolve the pressing doubts from his

One of the reasons why an organisation needs to collect and record HR data is to drive future business decisions within a company. Everything is based on the data and directly affects the company’s strategy and the company’s needs.

People are biggest asset for every organization and, therefore, to draw, motivate, and preserve the most skilled employees and assign them to jobs for which they are exceptionally well suited is a responsible job for human resource. Therefore, human resources management is done in all type of organizations. Profound management of people is equally indispensable in success of organizations as the sound management of production, finance, and other operations. The human resource management field postulates the infinite diversity of people and their dynamics (McKenzie & Traynor, 2002). To get into this career field, one must have the required education degree by completing many different courses, and have the experience along with skills and

Talent acquisition, retention and development is becoming into the range as one of the most critical elements of Human Resource Management. For years, companies have struggled to capture market share through economization and downsizing, while growth had seemed to take a backseat. New technology and tools are now available to address attracting, developing and retaining talent.

I enjoyed reading your post, and feel you mentioned some great points. As technology continously change organizations have numerous resources available that will help the company run efficiently, make decisions, collect data, handle human resources functionality, and etc. As organization look for ways to stay abeast in its market its essential to look for innovative methods to implement into business practices, and services/products. In addition, as these organizations compete the importance of tracking and retaining valuable human capital can help an organization gain a competitive advantage, and also be able to better meet the needs of consumers. The system that can organization better track employee performance to even the skills

Collecting the human resource data will be equally crucial to my company. One of the most difficult areas to access in any given company is the total human costs and how productive the employees are. However, collecting the human resource data can help me to qualitatively determine the productivity of my employees. There are certain attributes that are usually associated to the working staff of any given team.

Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes to “establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent with but also support the achievement of business goals.” (Massey, 1994, p. 27)

Secondly, young employee, especially students will be affected by the decision less than old employees because their revenue is low as they have been worked for several years. First option will cause financial problem for these young employees, but

Human resource management’s (HRM) role is changing in business. In the past, HR was a nothing but an administrative support function, now it is a key player in a business’s strategic planning. Today HR must have the ability to manage employees in way that contributes directly to a organization’s strategic goals. This sudden paradigm shift in purpose now feeds HR manager’s need for integrated systems that also include business intelligence. As companies look for more responsive and effective systems, outdated HR systems fall to the wayside as new modern and agile systems evolve.

In fact, people analytics will soon replace routine and monotonous tasks that kill employees’ creativity and reduce productivity. With increased role of Big Data and Artificial Intelligence in people analytics, employers are better decision makers in optimizing the human capital and utilizing their talent more efficiently and effectively. So, a great compatibility between human wisdom