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Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training.
HRM is a strategic approach to the acquisition, motivation, development and management of the organization's human resources. HRM is proactive rather than reactive. It always looking forward to what needs to be done and then doing it, rather than waiting to be told what to do about recruiting, paying or training people, or dealing with employee relations problems as they arise.
Its main characteristics:
1. Action Oriented: HRM focuses attention on action, rather than on record keeping, written procedure or rules. The problems of employees at work are solved through rational policies.
2. Individually Oriented: It tries to help employees develop their potential fully. It encourages then to give out their best of the organization. It motivates employees through a systematic process of recruitment, selection, training and development coupled with fair wage policies.
3. Development Oriented: HRM intends to develop the full potential of employees. Training is offered to sharpen and improve their skills. Employees are rotated on various jobs so that they gain experience and exposure. Every attempt is made to use their talents fully in the service of organizational goals.
4. Comprehensive Function: HRM is, to some extent, concerned with any organizational decision which has an impact on the workforce or the potential workforce.
5. Inter Disciplinary Function: HRM is a multi-disciplinary activity, utilizing knowledge and inputs drawn from psychology, sociology, anthropology, economics, etc. To unravel the mystery surrounding the human brain, managers, need to understand and appreciate the contributions of all such' Soft' disciplines.
B) Explain the development of HRM, referring to at least two models?????????????????????????
C) Identify three key HRM activities in your selected organization, and explain how effective HRM contributes to the achievement of the objects.
Give detailed information about EAST ASIA GROUP like:
What type of company it is..???
What type of work they are doing??
How many branches they have??
What is the mission and vision of EAST ASIA GROUP??
Three key HRM activities in East Asia Group:
1. Manpower Planning: The HR department considers the actual requirement of the staff for the organization. Because the overstaffing is wasteful and expensive, and understaffing leads to loses of the organization economics and profits.
2. Employee selection: Selection of employees for the suitable job in the required time.
3. Employee relation: Keeping a healthy relationship with the employees and their problems are redressed.
Effective and efficient management of human resources are becoming a challenge to professionals involved in human resources. The helping, training and staffing assists in the management of the people, which in turn helps the agency increase the level of performance in a more productive way. In normal cases, the functions of the human resources are to track the points of data on each individual employee. These also contain the skills, the data, the capabilities, experience, the personal histories as well as the records of the payroll. Generally, various activities are undertaken by the business processes in carrying out the activities relating to the approach management, with respect to the compensation and the benefits of the employee, including both the personnel policies and the records of the employee.
In this way effective HRM contributes to the achievement of the objectives.
a) Describe the functions and roles of HR planning.
Ans: functions and roles of HR planning are described below:
1. Manpower planning:
Planning staff levels requires that an assessment of present and future needs of the organization be compared with present resources and future predicted resources. Appropriate steps then be planned to bring demand and supply into balance.
2. Recruitment and selection of employees:
An analysis of the job to be done written into a job description so that the selectors know what physical and mental characteristics applicants must possess, what qualities and attitudes are desirable and what characteristics are a decided disadvantage.
3. Employee motivation:
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.
4. Industrial relations:
Good industrial relations, while a recognizable and legitimate objective for an organization, are difficult to define since a good system of industrial relations involves complex relationships between:
Workers (and their informal and formal groups, i. e. trade union, organizations and their representatives);
Employers (and their managers and formal organizations like trade and professional associations);
The government and legislation and government agencies l and 'independent' agencies like the Advisory Conciliation and Arbitration Service.
5. Employee education, training and development:
In general, education is 'mind preparation' and is carried out remote from the actual work area, training is the systematic development of the attitude, knowledge, skill pattern required by a person to perform a given task or job adequately and development is 'the growth of the individual in terms of ability, understanding and awareness'.
b) Outline the key responsibilities of a human resource development specialist.
Ans: The key responsibilities of a human resource development specialist of East Asia group are outlined below:
Human resource specialists provide a specific type of work in the human resources department of a business. Even though a person may specialize in any of several areas, the responsibilities of different specialists may overlap.
1. Employee Recruitment and Placement:
Specialists in employee recruitment and placement manage the applicant screening process and hiring activities for open positions. They may seek out promising applicants through job boards or career fairs and help match them to appropriate jobs.
2. Compensation and Benefits:
Specialists in this area design and administer employee benefit programs such as health insurance, retirement plans and flexible spending accounts. They must be knowledgeable about the various benefit programs offered by their company as well as laws that may affect these benefits.
3. Job Analysis:
Job analysts determine job titles, develop job descriptions and designate position classifications. In some companies, job analysis is done by compensation and benefit specialists.
4. Training and Professional Development:
These specialists provide employee training such as new employee orientation and continuing education. They often develop and present materials for professional development workshops.
5. Labor Relations:
Labor relations specialists assist with the resolution of employee disputes and grievances, as well as contract negotiation and workplace safety. They negotiate with labor unions and act as liaisons between employees and management.