Mba 1009 - Human Resource Management

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Useful systems such as systems for e-recruitment; psychometric training; payroll systems; recruitment administration; pre-employment checks and so on can be utilize by HR to provide administration assistances IT provide HR managers the aid regarding offload routine tasks in which it allow them to have more time for resolving complicated tasks. IT also guarantees a vast amount of information to be accessible in order to make decisions

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Importance of HRM

HRM is importance as the practice of HRM allow the organization to be observed via the prism of general strategic goals for the organization instead of a separate shade that uses unit centered or a micro approach. The idea here is to embrace an all-inclusive viewpoint towards HRM that ensure the HRM policy involves itself fully and aligned with the organizational goals. For example, if there is a needs to train the employees on certain topics or areas. The organization that emphasizes on its HRM policies will ensure that there will be a training program ongoing and it is focused and targeted at the specific needs.

Recruitment and Training

Human resource team play an important role in recruitment and training. The HR managers are responsible for providing plans and strategies to hire the suitable people. They design the standards which is ideally matched for a specific job description. Their other tasks linked to recruitment comprise articulating the obligations of an employee and the range of tasks allocated to them. The contract of an employee with the company is founded on these two factor mentioned above, and if necessary the employee will be provided training according to the requirement of the organization. Therefore, the staff members get the chance to improve their current skills or develop specialized skills in which will aid them to take up the new roles appointed.

Performance Appraisals

HRM inspires the people working in an organization, to work according to their potential and provides them suggestions that will aid them to bring out improvement in it. The team communicates with the staff periodically and offers all the necessary information regarding their performances and also outlines their individual roles. This is helpful as it allows them to form a draft on their expected goals in a clearer terms and thus, aiding them to reach the goals with best probable efforts. A regular basis of performance appraisals is capable to motivate the employees.

HR supervise the culture of the organization. Some organizations claimed that HR is responsible to maintain the culture of the organization, but as in all other employee relations subjects, the ownership of the culture should not be limited to the HR only but to spread across all employees.

Compliance

HR workers are responsible to ensure that the organization obeys the federal state employment laws. They are task to complete the paperwork essential for documenting that the company's employees are entitled to work in the U.S. They also responsible to supervise compliance with appropriate laws for organizations that accept federal or state government contracts, through upholding applicant flow logs, written confirmatory action plans and dissimilar influence analyses.

Compensation

HR compensation specialists will design an accurate reimbursement structures that set the company wages is competitive with other businesses in the area, in the same industry or companies competing for employees with alike skills. They conduct extensive wage and salary surveys to uphold compensation costs that is aligned with the organization's current financial status and projected

In short, the practice of HRM is required to be assimilated with the general strategy to assure that the employee is being exploited to be maximum and deliver better returns to the organizations in terms of ROI (Return on Investment) for every money spent on employee. If the HRM practice is not designed in this way, the firms will stand to lose from not exploiting employee fully and this is not good for the future of the organization and in term of attaining organization goal

Function of HRM

Human resource management is all about enhancing the employee performance to their highest level in related to their role in the organization. Since every organization is comprised of people, HRM is all about procuring services of people, honing their skills, motivating them to the topmost level and ensure that they remain to uphold their commitment towards the organization.

The function of the Human Resource Management can be categorized into the following three group:

- Managerial Functions,

- Operative Functions, and

- Advisory Functions

The Managerial Functions of Human Resource Management are as listed below:

1. Human Resource Planning

In this stage of HRM, the number and type of employees required to achieve organizational goals is predetermined. Research played a vital part in this function, information is collected and analyzed to categorize the present and future human resource required to attain organization goal and to estimate the fluctuating values, attitude, and behavior of employees and their impact on organization.

2. Organizing

In an organization, tasks are distributed among its members, relationships are acknowledged, and activities are assimilated towards a mutual objective. Relationships are established among the employees so that they can mutually contribute to the accomplishment of organization goal.

The Operative Functions of Human Resource Management are as follows:

1. Recruitment and selection

Recruitment is the procedure of captivating, screening, and selecting potential and capable candidates according to the chief benchmarks required for the specific job. The aim of this process is to entice the competent applicants and to inspire the unqualified applicants to opt themselves out.

Before the preliminary of recruitment, the companies must perform proper staffing plans and should evaluate the number of employees they required. The forecasting of the employees