...true, or is HRM actually a key part of future business. Human Resource Management Technology and the fast moving international world are making the HRM function in companies and businesses redundant. Is this true, or is HRM actually a key part of future business. Human Resource Management Contents Introduction 2 PESTEL Analysis 3 The argument 4 Technology 4 Talent management 5 Globalization 6 7’s Model 8 Is Human Resource Management a key part of the future? 10 Conclusions 11 Authors comment 11 Refrences 12 Introduction Human resource management has no future! At least, in the way it has been performing in the past. Human resource management nowadays is not limited with the boarders of their clerical role. Nowadays, human resource management has to deal with such responsibilities as recruitment, training and benefits administration. To make this job easier we use technology to carry these amounts of information and to process them. Furthermore, IT has changed the way we communicate with the employee, how we train them and expanded the possibilities. Nonetheless, it creates a framework for us to deal with them when working with similar issues. In such an easy way, technology has changed the way Human Resource Management is structured. Undoubtable, there are cons as well- it has become harder to keep up with these changes and undoubtedly, we are tied to certain tools. Companies are shaping their Human resources into new era- the era of information...
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...working of the firm. Human resource is a function of management that helps to fulfil this requirement of having the right person on the right job and also this function of management helps in filling up the positions in the organization structure. Therefore Human resource function is known to be the pillar of any organization because having right people on the right job can take the firm on top and also wrong people can lead to the failure of the business. These days Human resource is considered to be one of the most important functions of management because of the rapid changes in the technology, increasing size of the firm and also the complexity in the behavior of humans. And therefore no organization can be successful without its staff members which are required to fill the various job positions in organization structure (Human Resource Management… 2015). Now discussing about the concept of Human resource management (HRM), it is a function that should be performed by the Human resource managers in order to fill the different job positions and also maintain the job positions by having qualified people place at the job positions. HRM is closely related to organizing as it maintains employees and place them on the right job and also train and motivate the employees in order to achieve the common goals of an organization (Saini 2013). Therefore this essay would be focusing on the human resource management and human resource planning process, and how human resource activities helps...
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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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...fulfillment of the Degree of M.Phil. (Management) Session: 2012-13 Under the supervision Research Scholar Dr. Atul Panday Ram Nivash Premikar Prof.-in- charge M.Phil.(Management) M.Phil. (Management) Co- Guide Dr. Deepa Saxena Faculty of M.Phil. Study Center Department of Business Administration APS University, Rewa (M.P.) Introduction -: Man power planning which is also called as human resource planning consists of putting right number of people right kind of people at the right place. Right time doing the right things for which they are suited for the achievement of goals of the organizations. Traditionally, men, materials, machines, and money are regarded as the most important factors of the production. But men (man power or human resources) are the only dynamic resources with the organization. Other factors are useless without their effective use by the human resources. Thus it is logical that there should be proper man power or human resources planning in the organization to use the other resources effectively. Human resource or man power may be defined as the...
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...SCOTTISH POWER CASE STUDYINTRODUCTION FACTORS AFFECTING WORKFORCE PLANNING AT SCOTTISH POWER 4.2 SCOTTISH POWER’S RESPONSE TO WORKFORCE CHALLENGES 4.3 4.4 EMPLOYEE CASE STUDY CONCLUSION CONCLUSION BIBLIOGRAPHY 37 39 40 41 34 Page No. 1 4 7 8 11 15 17 21 26 29 31 33 CHAPTER 1 INTRODUCTION TO HUMAN RESOURCE PLANNING Human resource planning (HRP) is the first step in the Human Resource Management (HRM) process. The real HRM process starts with the number and kind of people required by the organization for the coming period. HRP is also known by other names such as “Manpower planning”, “Employment planning”, “Labor Planning”, “Personnel Planning” etc. HRP is a sub-system in the total organizational planning. In other words, HRP is derived from the organizational planning just like production planning, sales planning, material planning etc. Planning the right man for right job and developing him into effective team member is an important function of every manager. It is because HR is an important corporate asset and performance of organizations depends upon the way it is put in use. HRP is a deliberate strategy for acquisition, improvement and preservation of enterprise’s human resources. It is a managerial function aimed at coordinating the requirements, for and availability of different types of employees. This involves ensuring that the organization has enough of right kind of people at right time and also adjusting the requirements to the available supply. HRP is a forward...
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...HR planning for future recruitment activities is difficult even in any economic climate. So when businesses are ever changing and the economic climate is challenging, undertaking HR planning for future recruitment activities is very difficult. It can be done however and this paper will explain how. This essay will outline what HR Planning is and how it is related to future recruitment activities as well as outline the benefits of HR planning in an organisation as well as what those difficulties are. I will then go through some strategic human resource management techniques that will help the human resource planning process easier in relation to future recruitment activities. Human resource planning is a constant process, which aims to ensure that organisational objectives are met by obtaining the right employees at the right time. Importantly with appropriate skill sets that help to deliver a competitive advantage in the organisation’s chosen market place (Compton, Morrissey and Nankervis, 2009). HR planning also assists managers in determining how the organisation should plan for its staffing requirements through future recruitment activities, however it is more than that. Charmine, Hartel, and Fujimoto (2010) discuss the human resource-planning framework. This involves a dynamic process that involves continuous environmental scanning, an analysis of organisational objectives as well as strategies and policies to ensure that the company has the right number of employees who...
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...Management in all business and organizational activities is the act of getting people together to accomplish desired goals and objectives using available resources efficiently and effectively. But if we try to look from closer, Mothers are the best managers if one wants to learn from. Here I am taking example of my own mother. She is a doctor so she handles her hospital work and daily routine activities of my house. I have divided the activities performed by my mother on daily routine basis (weekdays) and tried to put them into management functionalities comprises planning, organizing, staffing, leading /directing, and controlling our organization (in this case my house). All this is done by resourcing, encompasses the deployment and manipulation of human resources, financial resources, technological resources, and natural resources. |My Mother “The Best Manager” | |Time |Activity |Functionality |Learning | |0500-0530 Hrs |Waking up on time despite of |Planning |Time management | | |working late last night |Organising |Organisational commitment | | | |Leading |Consistency ...
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...Journal of International Business and Cultural Studies Human resource accounting and international developments: implications for measurement of human capital Maria L. Bullen Clayton State University Kel-Ann Eyler Wesleyan College Abstract Human Resource Accounting (HRA) involves accounting for expenditures related to human resources as assets as opposed to traditional accounting which treats these costs as expenses that reduce profit. Interest and contributions to growth in HRA have been evident in a number of countries. The strong growth of international financial reporting standards (IFRS) is an indication that the environment for international financial accounting is one that potentially encourages the consideration of alternative measurement and reporting standards and lends support to the possibility that future financial reports may include nontraditional measurements such as the value of human resources using HRA methods. Keywords: Human Resource Accounting, Human Capital, Intellectual Capital, International Accounting, International Financial Reporting, International Financial Reporting Standards Human Resource Accounting, Page 1 Journal of International Business and Cultural Studies Introduction Human Resource Accounting (HRA) involves accounting for the company’s management and employees as human capital that provides future benefits. In the HRA approach, expenditures related to human resources are reported as assets on the balance sheet as opposed to the...
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...HUMAN RESOURCES STRATEGIES – RESOURCING STRATEGY Marinaş Cristian Puia Ramona Ştefania Academia de Studii Economice Bucureşti, PiaŃa Romană nr.6, Sector 1, Bucureşti, +4021 319 19 00, Ramona.puia@man.ase.ro In this article the authors make an abstract of the main human resources strategies, presenting them in relation with the global strategy of the organisation. The accent falls on resourcing strategy, one of the main sources of competitive advantage. Resourcing strategy is not just about recruitment and selection. It is concerned with any means available to meet the needs of the firm for certain skills and behaviours. A strategy to enlarge the skill base may start with recruitment and selection but would also extend into learning and development programmes to enhance skills and methods of rewarding people for the aquisition of extra skills. These statements want to emphasise the strong links between different human resource strategies. Key words: strategic management, human resources, resoucing strategy, skills. The last years’ research proved that the main priority of organisation strategy and strategic management is to secure a long-term future of the company. It is certain that such a purpose you can not achieve by practicing a bad human resource management and not take into consideration the strategic role of human resources. The human factors are critical when implementing a different organisational strategy, as people are usually change resistant. The performance of...
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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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...Training……………………………………………………4 2.1.4 Performance Management……………………………………………….5 2.1.5 Organisational Exit………………………………………………………..5 3. THE ELEMENTS OF THE STRATEGIC WORKFORCE PLANNING PROCESS AND LINKING THE IMPACT OF THE THREE LEVELS OF BUSINESS PLANNING ON WORKFORCE PLANNING (REFERING TO IMPALA-PETROLEUM)…………6 4. BARRIERS TO IMPEMENTING AN EFECTIVE PERFORMANCE MANAGEMENT SYSTEM IN IMPALA-PETROLEUM………………………………………………………….8 5. RELATE STRATEGIC HUMAN RESOURCE MANAGEMENT TO PERFORMANCE MANAGEMENT AT IMPALA-PETROLEUM BY APPLYING A MODEL LINKING HUMAN RESOURCE MANAGEMENT TO PERFORMANCE……………10 5.1 Strategic human resource management………………………………………….10 5.1.1 Performance Management……………………………………………………..10 5.2 Theoretical and empirical problems in the linkage between human resources management and performance…………………………………………………….11 5.3 A conceptual model in managing performance………………………………12 5.4 Key propositions of the model…………………………………………………13 5.5 Performance management at IMPALA-PETROLEUM…………………….14 6. CONCLUSION…………………………………………………………………..15 7. REFERENCES…………………………………………………………………..16 8. ASSESSMENT…………………………………………………………………...16 1. INTRODUCTION There are various phases in the employment process within personnel psychology which are used in the management of human resources. Human resource management to operate well it has to consider these phases. That is job design and evaluation, workforce planning, recruitment, selection, training, performance management and...
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...–H4020 Human Resource Accounting HUMAN RESOURCE ACCOUNTING UNIT – I The Non accounting of human resources and the change occurring therein, of an organization may provide a poor picture of the profits and profitability of the organization. Likert Objectives of the Study: This unit aims to provide a basis for the conceptual framework of Human Resource Accounting. An attempt is made to highlight the following aspects. Development of the Concept of HRA An Historical Score Card Meaning and Definition of HRA Importance Objectives of Human Resource Accounting Limitations of Human Resource Accounting HRA for managers & HR Professionals Investment in Human Resources Quality of Work Force and Organizations’ Performance Efficient use of Human Resource Enumerating the Assets Calculating the Market Value of Assets Human Capital. 1 MBA –H4020 Human Resource Accounting INTRODUCTION To ensure growth and development of any orgnisation, the efficiency of people must be augmented in the right perspective. Without human resources, the other resources cannot be operationally effective. The original health of the organization is indicated by the human behaviour variables, like group loyalty, skill, motivation and capacity for effective interaction, communication and decision making. Men, materials, machines, money and methods are the resources required for an organization. These resources are broadly classified into two categories, viz., animate and inanimate (human and physical)...
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...are forcing the banks to find new ways of providing better customer service so as to improve profitability. The strategic management of human resources is one of the ways companies may use to increase their competitiveness in the new organizational landscapes, since managing in a global marketplace, introducing new technology, developing organizational knowledge, improving customer service or product quality, requires considering the “human equation” (Pfeffer, 1998). The management of organization human resources is an integral part of how an organization is going to achieve its mission goals. Without people, there is no one to do the work. Therefore, integrating HRM into the organization strategic plan is important step in Establishing an HR Strategy. The function of building human resources management strategy requires analyzing the current strategies of the organization and its goals which means Because of the globalization, the competition is very intense to get competitive advantage. Globalization represents the structural making of the world that is characterized by the free flow of Information technology and human resources across national boundaries as well as the spread of Technology and mass media presenting an ever-changing and competitive business environment. Global business is characterized by the free flow of human and financial resources especially in the developed economies of European Union (EU), the North American Free Trade Agreement (NAFTA), other...
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...Sustainable Human Resource Management: Is it the future or just an interesting theory? Abstract: The purpose of this work was to understand whether sustainable human research management is a solution for the future of HRM. For this reason a research was made regarding the concept of sustainability, its relationship with HRM, and some early versions of how this concept might work. The research showed that while the general knowledge of this perspective idea has been around for a few decades, researchers have only covered some of the basics about this topic. The research also demonstrated some of the positive implications this idea could inflict if it could actually be successful implemented. From the results it can be concluded that while this is still a raw idea, the recent economic struggles will force organizations to plan ahead and figure out how to achieve sustainability. Introduction: A green and healthy lifestyle is becoming more and more popular all around the world: people are sorting and recycling almost everything after it has been used for the first time, companies are looking for ways to look out for the environment, and governments are spending huge amounts of funds on developing alternatives for oil and other natural resources. People are starting to realize that they cannot continue living like they have for the last couple of centuries; they are starting to think about the future. All of this is being done in order to preserve the most valuable thing that...
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...Human Resource Management Review 18 (2008) 87–99 Contents lists available at ScienceDirect Human Resource Management Review j o u r n a l h o m e p a g e : w w w. e l s ev i e r. c o m / l o c a t e / h u m r e s Job analysis for a changing workplace Parbudyal Singh ⁎,1 School of Administrative Studies, York University, 4700 Keele Street, Toronto, Ontario, Canada M3J 1P3 a r t i c l e i n f o a b s t r a c t Job analysis sits at the heart of all human resource practices, making it a critically important management activity in every organization. However, with increasing competition, shorter product life-cycles, rapid technological innovations, and the changing nature of organizational structures, its underlying assumptions are becoming increasingly questionable in today's dynamic work environment. Moreover, the methods used by traditional job analysis are simply not applicable to many new and emerging jobs and some authors feel it may even be an obstacle to organizational success. This has led to calls for a more proactive and strategic approach to job analysis so that the procedures will continue to be relevant. In this article, I emphasize the need for a strategic approach to job analysis, present a strategic job analysis framework, and discuss implications for organizations. © 2008 Elsevier Inc. All rights reserved. Keywords: Strategic job analysis Job analysis Changing workplace Competency modelling 1. Introduction Job analysis may be viewed as...
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