Archive for category Human Resource
Improved Human Resource Practices Create a Pleasant Work Environment
Posted by admin in Human Resource on December 7, 2011
The business world is a complex place. Some practices in a company’s human resource system make it obvious that there are two categories of employers and workers:
There are workers in some companies who are happy, proud and absolutely adore their job hence, they love spending their time at work.
On the other hand, there are employees that feel terrorized every time they report for work. Thus they are uninspired, less productive and create a bad team morale.
So, how can a company effectively achieve the best human resources practices in order to have a happy and contented workforce?
Firstly, companies should focus on the basic needs of their employees.
As most people’s time is spent at work, companies must try to make the workplace secure, blissful and comfortable. The more at ease the employees feel, the better their performance will be. You may speculate how employers know whether or not their employees are pleased with their present work situation. In most cases, human resources departments of HR consultants will provide the facts and insights needed to assess overall employee satisfaction. HR managers will be competent to assess the feedback provided by employees and will be better equipped to modify specific issues at the company. Read the rest of this entry »
History of Human Resource Management
Posted by admin in Human Resource on November 25, 2011
How long has Human Resource Management or HRM been around? We need to be specific about which of these three aspects of the question do we want to know?
How long has the term HRM been used?
How long have functions typically covered by HRM today been studied and managed?
How long has there been a dedicated unit, department or system taking care of HRM functions?
Definition of HRM
Let’s define HRM first. Basically HRM is concerned with the policies, practices and systems that influence employees’ workplace behaviour, attitudes and performance. HRM is a process of managing human talents/skills to achieve the organisation’s objectives. Central to HRM is the core aim of all management, to increase predictability and achieve better control of events related to people in the organisation.
Examples of processes typically handled by HRM are
Compensation and benefits
Industrial relations
Performance and appraisal
Safety, security and occupational health management
Staffing – Job analysis, recruitment, selection and retention Read the rest of this entry »
What is Strategic Human Resource Management?
Posted by admin in Human Resource on November 14, 2011
In Human Resource (HR) and management circles nowadays there is much talk about Strategic Human Resource Management and many expensive books can be seen on the shelves of bookshops. But what exactly is SHRM (Strategic Human Resource Development), what are its key features and how does it differ from traditional human resource management?
SHRM or Strategic human resource management is a branch of Human resource management or HRM. It is a fairly new field, which has emerged out of the parent discipline of human resource management. Much of the early or so called traditional HRM literature treated the notion of strategy superficially, rather as a purely operational matter, the results of which cascade down throughout the organisation. There was a kind of unsaid division of territory between people-centred values of HR and harder business values where corporate strategies really belonged. HR practitioners felt uncomfortable in the war cabinet like atmosphere where corporate strategies were formulated.
Definition of SHRM
Strategic human resource management can be defined as the linking of human resources with strategic goals and objectives in order to improve business performance and develop organizational culture that foster innovation, flexibility and competitive advantage. In an organisation SHRM means accepting and involving the HR function as a strategic partner in the formulation and implementation of the company’s strategies through HR activities such as recruiting, selecting, training and rewarding personnel. Read the rest of this entry »