...Nayab•edited by: Michele McDonough•updated: 5/26/2011 The proliferation of technology and changes in the business environment have increased the importance of human resources in the modern world. The major challenges facing human resources arise from this elevation of human resource activities to a core strategic function. * Finding and Retaining Talent The primary challenge facing human resource is to have the right people ready at the right time at the right place. The spread of technology and globalization has ensured a level playing field for firms in terms of technology, information, and availability of finance. The human resources of an enterprise, hitherto considered as just another resource such as land or capital, are now the key differentiator among firms, and as such the most critical source of competitive advantage. Although the availability of labor usually exceeds the availability of vacant positions, talent that makes a difference has always remained scarce. The increased competitiveness among firms ensures that finding new ways to increase the level of talent in the organization remains the key challenge facing human resources. The very existence of many knowledge-centric firms in fact depends on the ability of the human resources department to hire and retain the right talent. Retaining existing talent is easier than hiring new employees, and as competition increases among firms, human resources looks at various ways on how to retain talent. Possible interventions...
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...University Human Resources Management (MFG1338A) OMM618 Felicia Bridgewater September 23, 2013 HR Challenges Human issues are in the center of every business. A number of leaders are unaware that seeking methods to plan, design, and measure performances in the work place can potentially present possible solutions. Leaders often look to senior managers for assistance with solving growing problems such as using effective technology to serve their needs and finding quality employees. These challenges surface because executives do not clearly understand the function of the human resource (HR) unit and their impact on the organization’s success. Leaders want to support hired employees and invest in technology. However, they do not comprehend how HR managers assist in serving to achieve their visions. According to Ulrich and Huselid (2001), these issues surface because managers measure employee performance without an HR unit’s influence (Ulrich & Huselid, 2001). This research examines two challenges HR departments encounter including personnel and technology and the reason leaders face these challenges without the guidance of an efficient HR unit. HR’s Influence on Personnel In order to analyze problems facing leaders in regards to human resource units, the influence of an HR division must be examined. HR units supply and monitor intelligence regularly to produce effective strategic systems. These strategies contribute to organizational culture and performance by managing...
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...Human Resource Information system Technology! We have seen technology transforming the way of living in different ways. Since many decades technology has also changed the way of performing business activities in different streams like marketing, operations, finance and systems. Now it is the turn of Human Resource department to adopt the new technologies which are emerging in the market. Till now the HR activities have been done using traditional methods in which there has been a major concern regarding the safety and backup of the details and database of employees. Today, companies are adopting new technologies Human resource functions which is termed as Human Resource Information system. Technology is the underlying foundation under which the new HR processes will operate. The main objectives of Human Resource Information Systems are: Strategic Alignment- to help users in a way that supports the goals of the business. Business Intelligence – to provide the user with relevant information and data, answer questions and inspire new insights and learning. Efficiency and Effectiveness- to change the work performed by the Human Resources personnel by dramatically improving their level of service, allowing more time for work of higher value and reducing their costs. The concept of Employee Self Service has become the goal of most Web based Human Resource System. The Web based Human Resource provides all the employees with the option of editing their personal details...
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...Human resources management main role in information technology Project management Hamed Tohidi Reference Tohidi, H. (2011). Human Resources Management main role in Information Technology project management. Procedia Computer Science, 3, 925-929. Purpose The purpose of this article is to emphasize the role of human resource management in information technology projects as one of the effective factors that leads to successful projects. The author includes information about project manager responsibilities, factors that effect on the success of project management and method of research. The conducted survey has been issued to priories the human resource management three aspects which are individual factors, job-related factors and organizations factors. Those three factors have been prioritized based on questionnaire which took place on an information technology department in government agency. Key Information The project manager Due to the rapid development of information technology projects, the social and human resources management been effected negatively. Project managers are responsible to create new strategies to improve performance, prevent possible risks, and make decisions. Because of that, managers share these responsibilities with the human resource management professionals taking an account of several concerns. Those considerations are related to main strategies and project planning with human resource management principles and their timely implementation...
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...Report About Human Resource Management | March 3 2016 | This is an Individual Assignment for Human Resource Management module. | 14M1: Margareth (00000011131) | I. Human Resource Management and Technology a. Knowledge Worker A person who utilizes knowledge in working or finishing tasks is called a knowledge worker. In a company, knowledge workers can be people who organize, market or distribute information or contribute to the commerce of products. Peter Drucker in 1959 used the term knowledge worker in his book, Landmarks of Tomorrow, to refer to those who work in the fields of information technology which includes programmers, system analysts, technical writers, academic professionals, researches and so forth. Some other occupations such as teachers and lawyers are also often referred to as knowledge workers. In today’s working environment, people have the tendencies to segment between those who have talents, whom we call knowledge workers, and those who do not have. This trending view may erode the morale of the workers and in the long term, the company. When asked, people would refer to the top tier managements or people with exceptional ‘creativity’ such as scientists, architects and such. The fact is that, even workers that work daily in the front-line factories in producing the products are also people that require improvisations in terms of engaging with fellow workers in order to enhance the performance level. b. Impacts of Technology to HR Today ...
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...Impact of technology for HR practices: Technology has distorted the industry world many times over. In the in order era, the arrival of computers and the Internet has amplified that collision drastically. Many industries cannot even purpose without the utilize of computer expertise. This collision is observe in almost all region of commerce, counting human resources, where knowledge maintain to have a major collision on HR practices. The initiation of knowledge has distorted all the feature of our survive – HR being no omission to the actuality. Earlier HR was a subdivision that was distinct by plenty of document and records beside with a reliable resist to multitask linking the hiring of applicant, observance, storeroom and organization of...
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... 4. INTRODUCTION There has been a dramatic shift in the role of human resource management (HRM) in recent decades. Traditionally, the HR function has been viewed as primarily administrative, focusing on the level of the individual employee, the individual job, and the individual practice (Becker, Huselid, and Ulrich, 2001), with the basic premise that improvements in individual employee performance will automatically enhance organizational performance. In the 1990s, an emphasis on strategy and the importance of HR systems began to emerge. Both researchers and practitioners began to recognize the impact of aligning HR practices with organizational strategy. HR has now emerged as a strategic paradigm in which individual HR functions, such as recruitment, selection, training, compensation, and performance appraisal, are closely aligned with each other and also with the overall strategy of the organization. This new approach of managing human resources has introduced a more strategic role of HRM in an organization. Globalizations, technological advance, changes in the nature of work, changes in workforce demographics are the factors that demand more strategic role of HRM in management. In order to play a more strategic role as a HR manager you need to involve in many tasks like creating strategy execution role, creating formulation execution role, creating a strategic HRM system, creating high-performance-work system, translating strategy into HR policy & practice, and creating...
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...Enterprise Resource Planning – A Human Resources Overview Enterprise Resource Planning – A Human Resources Overview Enterprise Resource Planning represents an organization’s attempt to fully integrate company information from a previously fragmented collection and retrieval system into an organized, multi-user environment that can be shared by all key departments within the organization, including sales and marketing, accounting and finance, material management, production planning and human resources. The decision to convert to such a system cannot be made hastily, and requires extensive planning to accommodate requirements, cost and expenditures, integration, implementation, and training. The complexities of such a project can be compared to an ISO program for management information systems that involve extensive software conversion and re-tooling of employees who will be required to perform new and varied administrative tasks. The existing user base must be evaluated and a needs analysis completed to determine the degree of acceptability and resistance to such a program, as well as what knowledge, skills and ability will be necessary to bring users to a level playing field prior to implementation. In essence, such a system will require initialization of cultural change and planning for the human part of the ERP. The elimination of negativity is tantamount prior to startup of such a program...
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...History of performance technology Introduction Human performance technology (HPT) refers to the systemic and systematic identification and elimination of obstacles to organizational and individual performance. HPT is a body of techniques and knowledge that has been proved to be effective and useful in organizing the conditions of performance to enable targeted results to be achieved consistently. HPT uses many interventions from other disciplines which includes human resources management, instructional systems design, total quality management, behavioral psychology, process improvement and organizational development (Piersol & Paris, n.d). HPT is a maturing discipline and its development can be traced to the early 1900’s. The pursuit of accomplishing organization success dates back to when civilization began. All through history, leaders have had to improve their strategies in order to ensure organizational survival to the political and socioeconomic forces of their time. The death of an organization affects the livelihoods and well-being of employees and to an extension the geographical areas and the local economies which depend on an organization. Early responses to ensure organizational survival led to the pursuit of various psychological and economic theories of human behavior (International Society for Performance Improvement, 2013). These efforts provided understanding of human nature and organizations. This paper discusses some of the elements that shaped the historical...
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...UTILIZATION OF IT IN HUMAN RESOURCES MANAGEMENT Aneta Karasek Maria Curie-Sklodowska University, Poland aneta.karasek@umcs.pl Abstract: Nowadays increasing role of information technologies and strategic role of human resources management have influence on enterprises. Moreover rapid development of information technologies affects the process of human resources management in enterprises. The aim of the paper is the analysis of utilization of IT in human resources management in high-tech enterprises in the USA. These practices will be presented in following areas: recruitment and selection, development and training, performance management, motivation, talent management, employee self-service systems. There will be also presented results of studies on the utilization of IT tools in HRM conducted in Polish enterprises. Results of conducted survey shows increasing utilization and variety of IT solutions in all surveyed areas in high-tech enterprises in the USA what caused the crucial influence of HRM process. The level of IT tool implementation in HRM processes taking place in Polish enterprises is low, which, according to enterprises, results from the lack of funds for implementation of this type of solutions. In the future enterprises are planning further implementation due to drawn advantages, consolidate individual HRM processes and implement cloud-based solutions. Keywords: human resources management, information technology, e-HR, HRM practices 1567 1...
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...Ortiz Luz Human Resources Management Human resource management (HRM) can be defined as Personnel Administration, and is connected with human and industrial relations. HRM is used to describe a wide range of procedures and techniques used by corporate management. HRM is used to process and analyses an organization’s human resource needs under changing conditions and includes developing personnel policies appropriate to the long-term effectiveness of the organization. It also is the process of designing and maintaining an environment in which individuals, working together in groups, efficiently accomplish selected aims. The most important thing why companies should have Human Resources Management? Is because Technology, Trends and Challenges in Human Resources and Human Resource Ethics. Technological advancements have improved the ways we communicate, revolutionized how we learn, and expanded our capabilities. Whether it is the invention of a new machine, moderations to an existing one, or the discovery of a new application for an existing technology, the field is forever growing and expanding. In the early stages, it may seem like more of a hassle than it's worth to keep up with these changing trends. It always proves worthwhile in the end, however, as new technologies bring both increased proficiency and productivity. Mikes state that” As increased proficiency and productivity are main goals of any human resources personnel, it's no wonder technological advancements are...
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...vi 1 Human Resource Management: Gaining a Competitive Advantage 2 Enter the World of Business: Starbucks: HR Practices Help Focus on the Brew, Weather the Recession, and Prepare for Growth 3 Introduction 4 What Responsibilities and Roles Do HR Departments Perform? 5 Strategic Role of the HRM Function 7 Demonstrating the Strategic Value of HR: HR Analytics and Evidence-Based HR 10 The HRM Profession: Positions, Education, and Competencies 11 Competitive Challenges Influencing Human Resource Management 14 Key Terms 61 Discussion Questions 61 Self-Assessment Exercise 62 Exercising Strategy 62 Managing People Skill Shortages Make It Difficult to Fill Positions and Customer Orders 63 Twitter Focus 64 Notes 64 Parti The Human Resource Environment 69 2 Strategic Human Resource Management 70 The Sustainability Challenge 14 Enter the World of Business: HP's New Strategy 71 Evidence-Based HR 24 Introduction 72 Competing through Sustainability Volunteerism and Going Green Are Reaping Dividends for Employees, Communities, and the Environment 30 What Is a Business Model? 72 GM's Attempt to Survive 73 What Is Strategic Management? 74 Components of the Strategic Management Process 75 Linkage between HRM and the Strategic Management Process 75 The Global Challenge 44 Competing through Globalization Apple Polishes Its Image through Auditing Overseas Suppliers 47 The Technology Challenge 48 Competing through Technology Connectiveness...
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...Emerging Issues in Human Resource Management Organizational growth and excellence is driven by strategic and effective human resource management (HRM). The start of the global economy has brought awareness that the only permanent competitive advantage is an organization’s ability to effectively exploit human resources. HRM has become a significant factor in the management for organizational success. While there are many emerging HRM issues, there is one particular area that I found to be most concerning. Thomas Singleton, the Human Resources Director at Lifespan Corporate Services assisted me by proclaiming that, “…as globalization and the information age continue to advance, organizations need to adapt to the changes in technology and the changing issues in management of people.” Furthermore, he stated that managing globalization is a critical issue for human resource managers. Due to globalization and expected changes in technological and the social environment it has become critical for human resource managers to effectively and efficiently handle the competitive environment that affects the performance of organization at domestic as well as global platforms. “Globalization represents the structural making of the world characterized by the free flow of technology and human resources across national boundaries as well as the spread of Information Technology and mass media presenting an ever-changing and competitive business environment” (Česynienė, 2008). ...
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...pool of workers, money, and benefits. While these issues are a problem, they can be improved. Long-term care facilities need to be innovative and creative in developing ways to keep their employees. The Human Resource System of the companies perform administrative functions like tracking existing employee data that includes employee skills, personal histories, salary, capabilities and accomplishments. Now this workload has been reduced by increased usage of specific human resource management systems. Earlier the automation processes of human resource department were relegated to mainframe computers so as to handle large amounts of data transactions. Now, human resource management systems manage payrolls, work time, training and recruitment form in company (Human Resource System, 2011). The strategy for HRM technology systems improvement in a nursing home is to use the latest state of the art facilities for improvement of the nursing care organization. First, the recruitment process should be computerized with an online application system for applicants, computerized forms for interview evaluation, and job specification based selection system. The payroll system for the nursing home should be computerized and will support self-reporting by employees. Finally, the performance assessment system should be computerized so that custom criteria for evaluation are...
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...Strategic Human Resource Management Strategic human resource management is designed to help companies best meet the needs of their employees while promoting company goals. Human resource management deals with any aspects of a business that affects employees, such as hiring and firing, pay, benefits, training, and administration. Human resources may also provide work incentives, safety procedure information, and sick or vacation days. Strategic human resource management is the proactive management of people. It requires thinking ahead, and planning ways for a company to better meet the needs of its employees, and for the employees to better meet the needs of the company. This can affect the way things are done at a business site, improving everything from hiring practices and employee training programs to assessment techniques and discipline. In this assignment strategic human resource management of the company Siemens is taken for study, since it has a strong Strategic HRM. Siemens is a leading technology business and one of the largest electrical and electronics engineering companies in the world. In the UK, it employs over 20,000 people and is in the top three electrical and electronics companies in the world. It has been a pioneer in innovation since 1843 when Siemens installed the first street light in Godalming, Surrey. In 2006, Siemens UK invested over £74.4 million on research and development. The company designs and manufactures products and services for both industrial...
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