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Human Resource Management

Human Resource Management

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Published by Wajeeh Abbas

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Published by: Wajeeh Abbas on Jul 22, 2010
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BUSINESSCOMMUNICATION
12/06/2010Assignment: Essay on HRM Prepared by : Wajeeh AbbasBBA level: 01Submitted to : Ammar WaseemInstitute : Saudi Community Institute
 
HUMAN RESOURCE MANAGEMENT
The history of HRM can be traced from England, where masons, carpenters, leather workers,and other craftspeople organized themselves into guilds. They used their unity to improvetheir work conditions. The field further developed with the arrival of the Industrial andmanagement revolution. Working conditions, social patterns, and the division of labor weresignificantly altered. With these changes also came a widening gap between workers andowners.Human Resource Management activities play a major role in ensuring that an organizationwill survive and prosper. It’s very important for HR administration to understand theorganizational effectiveness and ineffectiveness including the other components such as performance, legal compliance, employee satisfaction, absenteeism, turnover, trainingeffectiveness and return on investment, grievance rate, and accident rates. The field of humanresources encompasses the type and level of management requisite for the active andeffective recruitment, hiring, day-to-day employment practices, job termination policy, jobdescription policy and much more. The important station to which the field of humanresources has ascended has been underscored in recent years, as more and more companiesseek out the services of human relations professionals.The HRM functions are very important key portion of the organizations today. Almost every business issue has HR implications. The contributions from HRM to make an organizationaleffectiveness shall include helping the organization reach its goals, Employing the skills andabilities of the workforce efficiently, Providing the organization with well-trained and well-motivated employees, Increasing to the fullest the employee’s job satisfaction and self-actualization, and, developing and maintaining a quality work.The most important Function of HRM is planning. Planning staff levels requires that anassessment of present and future needs of the organization be compared with presentresources and future predicted resources. Appropriate steps then be planned to bring demandand supply into balance. Thus the first step is to take a 'satellite picture' of the existingworkforce profile (numbers, skills, ages, flexibility, gender, experience, forecast capabilities,character, potential, etc. of existing employees) and then to adjust this for 1, 3 and 10 yearsahead by amendments for normal turnover, planned staff movements, retirements, etc, in linewith the business plan for the corresponding time frames. The penalties for not beingcorrectly staffed are costly. For example; Understaffing loses the business economies of scaleand specialization, orders, customers and profits. Overstaffing is wasteful and expensive, if sustained, and it is costly to eliminate because of modern legislation in respect of redundancy payments, consultation, minimum periods of notice, etc. Very importantly, overstaffingreduces the competitive efficiency of the business.Another important function of HRM is selection of staff. An analysis of the job to be done(i.e. an analytical study of the tasks to be performed to determine their essential factors)written into a job description so that the selectors know what physical and mentalcharacteristics applicants must possess, what qualities and attitudes are desirable and whatcharacteristics are a decided disadvantage. The main sources of recruitment are: Internal promotion and internal introductions (at times desirable for morale purposes), Careersofficers (and careers masters at schools), University appointment boards, Agencies for theunemployed, Advertising (often via agents for specialist posts) or the use of other local media(e.g. commercial radio). Where the organization does its own printed advertising it is useful if it has some identifying logo as its trade mark for rapid attraction and it must take care not tooffend the sex, race, etc. antidiscrimination legislation either directly or indirectly. The formon which the applicant is to apply (personal appearance, letter of application, completion of aform) will vary according to the posts vacant and numbers to be recruited.
 
The existence of a human resources department is vital to overall productivity and efficiencyof the strong workforce in any thriving company. In most professional organizations, the roleof the human resources department is not sidelined or eclipsed by other departments. In fact,good human resources can be one of the most valued and respected departments in anorganization; their job is people, and people are the company's most important asset. All thehuge organizations now a days working with very largely involved HR departments for example For example, a food service industry might have a Corporate HR Department thatoversees “white collared” employees and an HR Department that oversees the “bluecollared” workforce; with an emphasis on labor relations. In order to ensure its success, acompany must establish a hierarchal reporting system.It’s a well said quote by “NORMAN VINCENT PAELE” that “IF YOU FAIL TO PLAN,YOU PLAN TO FAIL”. Workforce planning is a process designed to anticipate and integratethe human resources response to an organization’s strategic plan. Workforce planning enablesone to; Have a strategy for the allocation of resources in a manner that will allow theorganization to meet its goals, Prepare for contingencies that could prevent the organizationfrom attaining its goals, Prepare a framework for the organization’s orderly growth and progress, Have a strategic basis for making business decisions, Be proactive versus reactivein anticipating workforce needs, Maximize organizational effectiveness by integrating theorganization’s mission, strategic plan, budget, technology, and human resource needs.Workforce planning is a systematic process for identifying, acquiring, developing, andretaining employees to meet the needs of the organization. It requires leadership; clearlyarticulated vision, mission, and strategic objectives; and cooperative, supportive efforts of staff in several functional areas. Workforce planning is an inclusive process, drawing together  program management, strategic planning, budget, human resources, and program staff. Itinvolves collaboration and information sharing. Strategic planning sets organizationaldirection and articulates measurable program goals and objectives. Human resources providestools for identifying competencies needed in the workforce and for recruiting, developing,and training employees to build the workforce of the future.Motivation always helps to step forward towards success. It’s a very important factor for anemployee in an organization to be entertained by motivation. The HR department of anorganization carries this responsibility to motivate their employee by providing good packages, revised salary, benefits, incentives, or even by verbal communication by pattingtheir backs. To retain good staff and to encourage them to give of their best while at work requires attention to the financial and psychological and even physiological rewards offered by the organization as a continuous exercise. Motivation is, in fact a means to reduce andmanipulate the gap between staff and the management. It is inducing in a specific waytowards goal specifically stated by the motivator.In one of the most elaborate studies on employees’ motivation, involving 31,000 men and13,000 women, the Minneapolis Gas Company sought to determine what their potentialemployee’s desire most from a job.Another duty of HR Department is the Training and Development of the Staff. Its veryimportant to create a monthly program for the employees to train and develop them regardingtheir desired positions. Therefore, designing training is far more than devising courses; it caninclude activities such as; Learning from observation of trained workers, Receiving coachingfrom seniors; Discovery as the result of working party, project team membership or 

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