As a new generation HRs, we should know the new critical roles of a Human Resource practitioner. You should view this one to change the perception of many about HRs.
References:
Payos, Ranulfo P., LLB, FPM (2010). Human Resource Management. Manila, Philippines: Rex Bookstore Inc. ISBN 978-971-23-5643-8
Heneman III, Herbert.; Judge, Timothy A (2005). Staffing Organizations. USA: McGraw-Hill. ISBN 0072987227.
Job Analysis in HRM
Job Analysis is the SYSTEMATIC process of collecting and making judgments about all the important information related to a job.
Job analysis is the procedure through which you determine the duties and nature of the jobs and the kinds of people who should be hired for them.
Job: A group of tasks that must be performed in an organization to achieve its goals.
Position: The tasks and responsibilities performed by one person; there is a position for every individual in an organization.
Task: A distinct, identifiable work activity composed of motions
Responsibility: An obligation to perform certain tasks and duties.
Human capital management informs decisions on the issues critical to the organisations success by systematically analyzing, measuring and evaluating how people policies and practices create value. HCM is concerned with obtaining, analyzing and reporting on data that inform the direction of value-adding people management, strategic, investment and operational decisions at corporate level and at the level of front line management
The HR Manager is the most critical role in the HR Organization. The HR Manager represents Human Resources and shares responsibilities with the HR team and the internal client.
The role of the HR Manager is difficult, and the most experienced HR Professionals should be promoted to the role of the HR Manager.
References:
Payos, Ranulfo P., LLB, FPM (2010). Human Resource Management. Manila, Philippines: Rex Bookstore Inc. ISBN 978-971-23-5643-8
Heneman III, Herbert.; Judge, Timothy A (2005). Staffing Organizations. USA: McGraw-Hill. ISBN 0072987227.
Job Analysis in HRM
Job Analysis is the SYSTEMATIC process of collecting and making judgments about all the important information related to a job.
Job analysis is the procedure through which you determine the duties and nature of the jobs and the kinds of people who should be hired for them.
Job: A group of tasks that must be performed in an organization to achieve its goals.
Position: The tasks and responsibilities performed by one person; there is a position for every individual in an organization.
Task: A distinct, identifiable work activity composed of motions
Responsibility: An obligation to perform certain tasks and duties.
Human capital management informs decisions on the issues critical to the organisations success by systematically analyzing, measuring and evaluating how people policies and practices create value. HCM is concerned with obtaining, analyzing and reporting on data that inform the direction of value-adding people management, strategic, investment and operational decisions at corporate level and at the level of front line management
The HR Manager is the most critical role in the HR Organization. The HR Manager represents Human Resources and shares responsibilities with the HR team and the internal client.
The role of the HR Manager is difficult, and the most experienced HR Professionals should be promoted to the role of the HR Manager.
As the knowledge economy moves into fast gear, HR needs to become a strategic partner of the business. This presentation aims to strike a chord with HR and gets them thinking on how to use Web 2.0 to empower your workforce and manage talent more effectively.
In today’s business landscape, the longstanding functions of human resources are changing. Because employee information processing and compensation coordination are now largely automated, human resources departments in many large organizations now have the time necessary to take on new responsibilities, with duties more aligned to those of a “strategic partner.”
A presentation made at the HRM Singapore on the topic of "Human Resources in Vietnam 2008." The talk was based my experience in recruiting for the Intel Assembly and Test Factory in Ho Chi Minh City, Vietnam.
What's My Job? An Effective Career Orientation Program For Middle School Stud...Ronald G. Shapiro
Do you need to organize a Career Day or Night for your local middle school or youth organization? Are you the person responsible for coordinating a "Bring Your Child To Work Day" program for your business? If either case, this presentation is for you!
An effective and engaging format in which students are required to discern the job responsibilities of a series of guests is presented. While the format was motivated by the 1950's and 1960's television show "What's My Line?" the exact process and rules of the program are not identical.
Students seem to be very interested in the session, asking numerous questions. When asked informally if they enjoyed the event and if they learned a lot the answers to both questions were unanimously "Yes."
Note: "What's My Line?" is a Trademark of Mark Goodson Productions, LLC, Santa Monica, CA
As an MBA HR intern or fresher, you get to try on different roles in human resources and eventually you find a fit for a HR role to specialize in. So before you apply for HR internships or placements or even for MBA HRM course, take a closer look at various functions performed by HR department in organizations. That would give you a better idea about the career options after MBA HR or any other human resource management course.
This is a presentation I gave at "Career Day" to graduating seniors at my children's school last fall. I'm sure most of the lessons in here went in one ear and out the other, since you can't really understand this stuff until you've been out there for a while.
IOSR Journal of Business and Management (IOSR-JBM) is an open access international journal that provides rapid publication (within a month) of articles in all areas of business and managemant and its applications. The journal welcomes publications of high quality papers on theoretical developments and practical applications inbusiness and management. Original research papers, state-of-the-art reviews, and high quality technical notes are invited for publications.
Human
Resource
Management
Meaning
Definition
Importance of HRm
Objectives of HRM
Process of HRM
MCQ
Recruitment and selection
Performance and selections
Learning and development
Succession planning
Compensation and benifits
Chapter 1Introduction to Human Resource Management.docxjoyjonna282
Chapter 1
Introduction to Human
Resource Management
Learning Objectives
After reading this chapter, you should be able to do the following:
• Explain what human resource management (HRM) is and how it relates to the manage-
ment process.
• Identify major events in the history of HRM and explain how they have shaped the current
field of HRM.
• Describe the strategic importance of HRM activities performed in the organizational
setting.
• Identify your own HRM responsibilities and challenges as an organizational participant and
decision maker.
• Define the major responsibilities of a human resources (HR) department.
• Describe the role of the legal environment in HR operations and activities.
• Define each of the major HRM functions and processes of strategic HRM planning, job
analysis and design, recruitment, selection, training and development, compensation and
benefits, and performance appraisal.
• Identify major recent trends in HRM.
1
Frances Roberts/age fotostock/SuperStock
Pre-Test Chapter 1
Pre-Test
1. HR personal credibility is one of the critical competencies required in order for HR profes-
sionals to be able to carry out their duties successfully.
a) True
b) False
2. Human resource management has been defined as:
a) managing people’s skills and talents to effectively align them with organizational
goals.
b) all decisions made by human resource departments that improve morale for
employees.
c) decisions made by human resource departments that balance the needs of the
management team and employee bargaining units.
d) decisions made by management and by employees that help reach the organization’s
goals.
3. The market value per employee of publicly traded companies in the United States can
indicate the effectiveness of HR practices on organizational performance.
a) True
b) False
4. Corporate governance refers to the relationship between managers and unions in terms
of shared corporate rights and responsibilities.
a) True
b) False
5. Which of the following is one of the HR department’s major everyday tasks?
a) Sales and operations planning
b) Supply chain management
c) Inventory accounting
d) Planning and alignment
6. Any of the following can be a reason for employees to join unions EXCEPT:
a) an employee’s personal need to make a difference in the work environment.
b) employee dissatisfaction and discomfort with the existing work environment.
c) unions’ prospective advantages.
d) a greater chance of joining an organization’s board of directors.
7. Which of the following is one of the HRM practices?
a) Union activities
b) Supply chain management
c) Benefits administration
d) Operations management
8. Taking work that used to be done within an organization and contracting it to a third
party is called:
a) globalization.
Introduction Chapter 1
b) outsourcing.
c) free trade.
d) economic shifting.
Answers
1. a) True. The correct answer can be found in Section 1.1.
2 ...
MacroEnterprises Case StudyHRM498Miriam Dozier.docxsmile790243
MacroEnterprises Case Study
HRM/498
Miriam Dozier
INTRODUCTION
Human resource is a management function that aims at maximizing employees performance with regard to the organization’s set objectives.
Focuses on the management of individuals within an organization.
Human resource exists as one of the departments within a given organization.
It performs various activities ranging from recruiting employees, development and training, performance appraisals to monitoring employee benefits.
It also look into matters concerning industrial relations, organizational change and transformations.
Human resource management covers the following areas, job designing and analysis, workforce planning, selection and recruitment, development and training, compensations and legal issues. Human resource management walks hand in hand with human relation movement and focuses on issues of strategic management.
2
WHY HR SHOULD BE A STRATEGIC PARTNER AT MACROENTERPRISE
Some people might argue that human resource management is not an important part of a vast business , the truth is, HR plays an important role in macro enterprises.
Human resource enhances the skills of employees within an organization, through this, the employees are able to meet the demands of the business.
Meeting the business demands by employees results in the rise of profit margins.
Human resource helps in improving the productivity of a given firm and employee satisfaction as it decreases the chances of employee stagnation and monotony.
Human resource boosts productivity through training of employees. Training helps employees to acquire confidence thus making them ready to handle challenges associated with business demands and production, the end result of all this is that, the organization ends up making lots of profits.
Profitability is one of the fundamental reasons why human resources management should be a strategic business partner. Full participation of all departments within an organization through the collaborative actions of the human resource department, promotes maximum reaping of profits by an organization.
3
WHY HR SHOULD BE A STRATEGIC PARTNER AT MACROENTERPRISE
Another key reason as to why human resource should be a strategic partner at a macro enterprise relates to issues concerning funds within an a organization,
Human resource can justify the usage of funds within a business enterprise.
For instance, it can justify why a certain project requires a certain amount of funds and why a certain amount should be allocated to certain projects and not others.
It can help in proper distribution of an organizations financial resources.
Through human resource, funding of training, implementation of competitive salaries, employee development programs can be effected.
Human resource department, looks into the welfare of employees, through the implementation of beneficial activities, the companies competitiveness and position rises thus attracting ...
2. Making a Corrective
Action Some HR professionals are typical
bureaucrats. They see themselves
as compliance officers only.
They can not see themselves as going
beyond the command and control
mentality.
There is absolutely nothing wrong
with this “police” mentality
because an organization must
maintain consistency and firmness
in discipline.
The only problem is when the HR
3. The Balancing Act of
Human Resource
Professionals
1. Serving both management and
employees
2. As employee advocate and chief
social worker
3. “Owning” the people issues
4. A rubber stamp of other
managers rather than a partner
4. 1. Recruitment, Selection
& Placement
2. Training &
Development
3. Performance
Evaluation &
management
4. Promotions
5.Redundancy
5. 7.Record keeping of all
Personnel data
8. Compensation,
Retirement, Incentive
Programs
9. Confidential advice to
internal ‘customers’ in
relation to problems at
work
10. Career Development
6. The emerging role of Human
Resource Management is
anchored on the present world
developments.
Firstly, there is a rapidly
changing economic
environment, brought by the
advent of globalization and
deregulation of markets,
changing customer and investor
7. Secondly, there is the present
economic recession, the worst that
has hit the world since the
depression of the 1930’s.
8. A Strategic Partner
HR’s business objectives are
established to support the
attainment of the over all
strategic business plan and
objectives.
Employee Advocate
HR Professional plays an
integral role in organizational
success through his disciplined
knowledge about and advocacy
of people.
9. Change Champion
Generally, there is always resistance
to change as, among others, it
threatens job security, disrupts
established relationships, and alters
status quo.
Harness the Benefits of
Technology
The impact of an effective Human
Resources information System
(HRIS) cannot be overestimated.
HRIS could provide better and faster
customer service and free your time
for dreaming up new value-added
strategies.