Essay about Human Resource Management

Human capital plays a vital role in providing the organisation with a valuable competitive advantage; in addition a reward and pay system concerning the employment relationship, is often viewed as a key method in obtaining maximum human capital, and thus a central part of managing a business.

1. Ch 1, page 60-61, question 4: What is “evidence based HR”? Why might an HR department resist becoming evidenced based?

In today’s competitive and ever changing economy, the challenges of Human Resource Management (HRM) is becoming more demanding of strategic responses to its functions as the new era unfolds. The primary function of human resources is to use strategic goals and objectives in order to improve performance outcomes and develop organisational culture that foster innovation and flexibility. Staffing, training and performance management are important functions of human resources, if carried out effectively the success of a setting becomes imminent.

2. Give some examples of ethical issues that you have experienced in jobs, and explain how HR did or did not help resolve them.

Nowadays, Human Resource Management is an important field which we have to take into consideration if we are a large company, because now we move to a more knowledge based and interactive global economy.

The modern time is about change in variables existing in the environment that surrounds any organization. The corporate therefore has to plan the uncertainty in a limited time span focusing on training and development of staff ( Delahaya,2011,p.2). The most critical component for success of the organizations rest on how competent and knowledgeable their staffs are. Likewise the investment has to made on the human resource so that they are efficient and effective enough to reach the company goals.

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

Human Resource Management is commonly known as manpower planning, which is an approach to the management of people in an organization. In the past few years, human resource management has become an integral function across many organizations and a specialized area of study. The increased focus is primarily because of the recognition of the fact that employees play a crucial role in the accomplishment of the overall objectives and goals of the organization. Generally, human resource management aligns the skills of workers with the current and future organizational needs and utilizes the employee skills towards the attainment of the desired goals. In addition to human resources being an exclusive department across several organization human resource management is considered as a major department to the extent that its part of an organization's top management.

According to Decenzo and Robbins (1994), “Human Resource Management is a process of procuring, developing and maintaining the performance level of the employees to achieve the organizational goals in an efficient and effective manner”. The HRM practices of recruiting and selecting employees, training them for their job, evaluating their

The Employment relationship is the only reason public and private limited organisations work effectively. The Employment relationship is a fragile tie between an employer “management” and employee “worker”. This relationship can be affected by 3 factors which are interests, control and motivation. Employers have to balance these factors in order to maintain a productive working relationship.

Individual values is on the accumulation of knowledge, skills and relevant networks that they are built. Martin-de-Castro et.al. (2011) suggests three basic components of human capital include (i) knowledge that is embedded in the organization's employees both tacit and explicit, covering education and training; (ii) ability, experience and skills; (iii) personal behavior, attitude toward the task, work and organization. Thus, the behavior is a dimension of human capital.

Human Resource Management involves a wide array of functions that encompasses the time from when an employee enters an organization to the time the employee leaves the organization. The specific activities that are involved in HRM include job design and analysis, recruitment, orientation and placement, development and training of the personnel, employee remuneration, and performance appraisal (Aswathappa, 2007: 5). This paper shall focus on three main activities which are recruitment, training, and personnel development. When it comes to recruitment, it is incumbent upon the Human Resource Manager to bring into the workforce, employees that are both wiling and competent to accomplish specific tasks. The work of recruitment goes hand in

It is responsibility of Human resource management that they should design job requirement in linking with organisation objectives, make sure that they advertise an attractive salary package to attractive competent people, and then they should recruit those people who are highly motivated after due consideration of their academic, past experience and their ability to deal with situation. Once employee has been selected and recruited make sure that he should be given proper attention on organisation culture and its objectives and his role in achieving those objectives. It is responsibility of Human resource management to ensure that employee should be up to date with changes in market by providing them training and development. To ensure that there should minimum staff turnover and to forecast to when organisation will be in need for more skilled employees.

Critically evaluate the contributions Human Resource Management can make to the achievement of an organization’s strategic aims and objectives. Illustrate you answer with examples.

The evolving nature of the economy has shift people’s attention to the term ‘Human Resource Management’. Human resource management according to Danny Samson refers to "the activities undertaken to attract, develop and maintain an effective workforce within an organization" (Samson & Daft 2005). Since human resource management it mainly dealing with workforce, employee motivation is one important component of this area. Employees’ level of motivation is a crucial component in determining a company’s performance (McKanic 2005). Hence, it is not surprising to find that the most requested article in history of Harvard Business Review publication is Frederick Hertzberg’s 1967 article entitled " One More Time : How Do You Motivate Employees?"