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ALISON: Diploma in Human Resources

Comments about Module 1: Human Resources Management - Human Resources Management

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- Module: Module 1: Human Resources Management
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  • Martial Nguetta Cote D'Ivoire human resource management is the process of proper and maximize utilization of available limited skilled workforce. Human Resource is a fundamental tool that every organisation must engage in in order to improve its human task force. It is the answer to every possible resource mobilization.
    2014-10-22 18:10:47

  • Zill-e-huma Huma United Kingdom (HRM) is the method of conscription, selection of employee, providing proper direction and induction, providing proper training and the developing skills, assessment of employee (performance of appraisal), as long as proper compensation and benefits, motivating, maintaining good relations with labour and with trade unions, maintaining workers safety, welfare and health by complying with labor laws of apprehension state or country.
    2014-10-22 15:10:59

  • Zaheer Ahmad Pakistan HRM is key in today business to take advantage our your competitors.
    2014-10-22 07:10:56

  • Sebitiea Makutla Lesotho Human Resource is a fundamental tool that every organisation must engage in in order to improve its human task force. It is the answer to every possible resource mobilization. Thank you for this wonderful opportunity on improvng myeducatn capacity.
    2014-10-21 19:10:23

  • Tamu Abbott Antigua and Barbuda Human resource is like oxygen to any organization it plays a very major key roll in its operations thus we need to have fully structured and balanced Human resource so that organizations can be very effective and efficient as they perform to a higher standard in their capacity in accomplishing goals in order to be successful.
    2014-10-21 17:10:58

  • Yolande Honore Antigua and Barbuda Human Resource Management plays a vital role in achieving organizational goals and objectives.
    2014-10-21 15:10:42

  • Mavis Ampomah Ghana OBJECTIVES OF Human Resource Management. Societal objective.To be socially responsible to the needs and challenges of society while minimizing the negative impact of such demands upon the organization. The failure of organizations to use their resources for society's benefit may result in restrictions. For example, societies may pass laws that limit human resource decisions. Organizational objective. To recognize that HRM exists to contribute to organizational effectiveness. HRM is not an end in itself; it is only a means to assist the organization with its primary objectives. Simply stated, the department exists to serve the rest of the organization. Functional objective.To maintain the department's contribution at a level appropriate to the organisation's needs. Resources are wasted when HRM is more or less sophisticated than the organisation demands. A department's level of service must be appropriate for the organisation it serves. Personal objective. To assist employees in achieving their personal goals, at least insofar as these goals enhance the individual's contribution to the organisation. Personal objectives of employees must be met if workers are to be maintained, retained and motivated. Otherwise, employee performance and satisfaction may decline, and employees may leave the organisation. Nature of Human Resource Management Human Resource Management involves management functions like planning, organizing, directing and controlling It involves procurement, development, maintenance of human resource It helps to achieve individual, organizational and social objectives Human Resource Management is a multidisciplinary subject. It includes the study of management, psychology, communication, economics and sociology. It involves team spirit and team work. It is a continuous process. Why Is Human Resource Management Important to All Managers? Why are these concepts and techniques important to all managers? ' Perhaps it's easier to answer this by listing some of the personnel mistakes you don't want to make while man­aging. For example, you don't want to: Hire the wrong person for the job Experience high turnover Have your people not doing their best Waste time with useless interviews Have your company taken to court because of discriminatory actions Have your company cited under federal occupational safety laws for unsafe practices Have some employees think their salaries are unfair and inequitable relative to others in the organization Allow a lack of training to undermine your department's effectiveness Commit any unfair labor practices.
    2014-10-21 11:10:12

  • Mavis Ampomah Ghana Human Resource Management is the process of recruitment, selection of employee, providing proper orientation and induction, providing proper training and the developing skills, assessment of employee (performance of appraisal), providing proper compensation and benefits, motivating, maintaining proper relations with labour and with trade unions, maintaining employees safety, welfare and health by complying with labour laws of concern state or country. Why name human resource management? Human: refer to the skilled workforce in the organisation. Resource: refer to limited availability or scarce. Management: refer to maximise or proper utilisation and make best use of limited and a scarce resource. Altogether, human resource management is the process of proper and maximise utilisation of available limited skilled workforce. The core purpose of the human resource management is to make efficient use of existing human resource in the organisation. The Best example at present situation is, construction industry has been facing serious shortage of skilled workforce. It is expected to triple in the next decade from the present 30 per cent, will negatively impact the overall productivity of the sector, warn industry experts. Every organisations' desire is to have skilled and competent people to make their organisation more effective than their competitors. humans are very important assets for the organisation rather than land and buildings, without employees ( humans ) no activity in the organisation can be done. Machines are meant to to produce more goods with good quality but they should get operated by the human only.
    2014-10-21 11:10:47

  • Mavis Ampomah Ghana Human Resource Management; human resource management is the process of proper and maximize utilization of available limited skilled workforce. The core purpose of the human resource management is to make efficient use of existing human resource in the organization. So without HR Management, an organization cannot succeed?
    2014-10-21 11:10:52

  • Moira McCarthy United Kingdom HR play a key role in a successful organisation.
    2014-10-21 10:10:24

  • Muniru Fatorma Sierra Leone Just starting this course please direct me on how to get the notes.
    2014-10-21 02:10:35

  • Muniru Fatorma Sierra Leone Human Resource is the backbone of every organization
    2014-10-21 01:10:04

    • Mavis Ampomah Ghana yes without Human Resource, an organization can never achieve their stated objectives
      2014-10-21 11:10:14
    • Wendy Clarke Australia It certainly is.
      2014-10-21 08:10:03
  • Yoga Raju Canada what is the vital role of HR?
    2014-10-20 21:10:03

    • Mavis Ampomah Ghana The role of human resource management is to plan, develop, and administer policies and programmes designed to make expeditious use of an organisation’s human resources. It is that part of management which is concerned with the people at work and with their relationship within an enterprise. Its objectives are: Effective utilisation of human resources; Desirable working relationships among all members of the organisation; and Maximum individual development. The major functional areas in human resource management are: Planning, Staffing, Employee development, and Employee maintenance. These four areas and their related functions share the common objective of an adequate number of competent employees with the skills, abilities, knowledge, and experience needed for further organizational goals. Although each human resource function can be assigned to one of the four areas of personnel responsibility, some functions serve a variety of purposes. For example, performance appraisal measures serve to stimulate and guide employee development as well as salary administration purposes. The compensation function facilitates retention of employees and also serves to attract potential employees to the organisation. A brief description of usual human resource functions are given below: Human Resource Planning: In the human resource planning function, the number and type of employees needed to accomplish organisational goals are determined. Research is an important part of this function because planning requires the collection and analysis of information in order to forecast human resources supplies and to predict future human resources needs. The basic human resource planning strategy is staffing and employee development. ob Analysis: Job analysis is the process of describing the nature of a job and specifying the human requirements, such as skills, and experience needed to perform it. The end product of the job analysis process is the job description. A job description spells out work duties and activities of employees. Job descriptions are a vital source of information to employees, managers, and personnel people because job content has a great influence on personnel programmes and practices. Staffing: Staffing emphasises the recruitment and selection of the human resources for an organisation. Human resources planning and recruiting precede the actual selection of people for positions in an organisation. Recruiting is the personnel function that attracts qualified applicants to fill job vacancies. In the selection function, the most qualified applicants are selected for hiring from among those attracted to the organisation by the recruiting function. On selection, human resource functionaries are involved in developing and administering methods that enable managers to decide which applicants to select and which to reject for the given jobs. Orientation: Orientation is the first step toward helping a new employee adjust himself to the new job and the employer. It is a method to acquaint new employees with particular aspects of their new job, including pay and benefit programmes, working hours, and company rules and expectations. Training and Development: The training and development function gives employees the skills and knowledge to perform their jobs effectively. In addition to providing training for new or inexperienced employees, organisations often provide training programmes for experienced employees whose jobs are undergoing change. Large organisations often have development programmes which prepare employees for higher level responsibilities within the organisation. Training and development programmes provide useful means of assuring that employees are capable of performing their jobs at acceptable levels. Performance Appraisal: Performance appraisal function monitors employee performance to ensure that it is at acceptable levels. Human resource professionals are usually responsible for developing and administering performance appraisal systems, although the actual appraisal of employee performance is the responsibility of supervisors and managers. Besides providing a basis for pay, promotion, and disciplinary action, performance appraisal information is essential for employee development since knowledge of results (feedback) is necessary to motivate and guide performance improvements. Career Planning: Career planning has developed partly as a result of the desire of many employees to grow in their jobs and to advance in their career. Career planning activities include assessing an individual employee’s potential for growth and advancement in the organisation. Compensation: Human resource personnel provide a rational method for determining how much employees should be paid for performing certain jobs. Pay is obviously related to the maintenance of human resources. Since compensation is a major cost to many organisations, it is a major consideration in human resource planning. Compensation affects staffing in that people are generally attracted to organisations offering a higher level of pay in exchange for the work performed. It is related to employee development in that it provides an important incentive in motivating employees to higher levels of job performance and to higher paying jobs in the organisation. Benefits: Benefits are another form of compensation to employees other than direct pay for work performed. As such, the human resource function of administering employee benefits shares many characteristics of the compensation function. Benefits include both the legally required items and those offered at employer’s discretion. The cost of benefits has risen to such a point that they have become a major consideration in human resources planning. However, benefits are primarily related to the maintenance area, since they provide for many basic employee needs. Labour Relations: The term “labour relations” refers to interaction with employees who are represented by a trade union. Unions are organisation of employees who join together to obtain more voice in decisions affecting wages, benefits, working conditions, and other aspects of employment. With regard to labour relations, the personnel responsibility primarily involves negotiating with the unions regarding wages, service conditions, and resolving disputes and grievances. Record-keeping: The oldest and most basic personnel function is employee record-keeping. This function involves recording, maintaining, and retrieving employee related information for a variety of purposes. Records which must be maintained include application forms, health and medical records, employment history (jobs held, promotions, transfers, lay-offs), seniority lists, earnings and hours of work, absences, turnover, tardiness, and other employee data. Complete and up-to-date employee records are essential for most personnel functions. More than ever employees today have a great interest in their personnel records. They want to know what is in them, why certain statements have been made, and why records may or may not have been updated. Personnel records provide the following: A store of up-to-date and accurate information about the company’s employees. A guide to the action to be taken regarding an employee, particularly by comparing him with other employees. A guide when recruiting a new employee, e.g. by showing the rates of pay received by comparable employees. A historical record of previous action taken regarding employees. The raw material for statistics which check and guide personnel policies. The means to comply with certain statutory requirements. Personnel Research: All personnel people engage in some form of research activities. In a good research approach, the object is to get facts and information about personnel specifics in order to develop and maintain a programme that works. It is impossible to run a personnel programme without some pre-planning and post-reviewing. For that matter, any survey is, in a sense, research. There is a wide scope for research in the areas of recruitment, employee turnover, terminations, training, and so on. Through a well-designed attitude survey, employee opinions can be gathered on wages, promotions, welfare services, working conditions, job security, leadership, industrial relations, and the like. Inspite of its importance, however, in most companies, research is the most neglected area because personnel people are too busy putting out fires. Research is not done to put out fires but to prevent them. Research is not the sole responsibility of any one particular group or department in an organisation. The initial responsibility is that of the human resource department, which however should be assisted by line supervisors and executives at all levels of management. The assistance that can be rendered by trade unions and other organisations should not be ignored, but should be properly made use of. Apart from the above, the HR function involves managing change, technology, innovation, and diversity. It is no longer confined to the culture or ethos of any single organisation; its keynote is a cross-fertilisation of ideas from different organisations. Periodic social audits of HR functions are considered essential. HR professionals have an all-encompassing role. They are required to have a thorough knowledge of the organisation and its intricacies and complexities. The ultimate goal of every HR person should be to develop a linkage between the employee and the organisation because the employee’s commitment to the organisation is crucial. The first and foremost role of HR functionary is to impart continuous education to employees about the changes and challenges facing the country in general, and their organisation in particular. The employees should know about their balance sheet, sales progress, diversification plans, restructuring plans, sharp price movements, turnover and all such details.
      2014-10-21 12:10:36
    • Mavis Ampomah Ghana Human Resource Management is the process of recruitment, selection of employee, providing proper orientation and induction, providing proper training and the developing skills, assessment of employee (performance of appraisal), providing proper compensation and benefits, motivating, maintaining proper relations with labour and with trade unions, maintaining employees safety, welfare and health by complying with labour laws of concern state or country. thus creating a win,win relationship between employer and employee in order to meet organizations objectives
      2014-10-21 11:10:17
    • Wendy Clarke Australia Use the HR resources to achieve organisational goals.
      2014-10-21 08:10:52
  • Yoga Raju Canada Human resources is a part of a major role in an organization.
    2014-10-20 21:10:00

  • Selina Callender United Kingdom Is one of the most important roles in any successful company.
    2014-10-20 19:10:54

  • Tamu Abbott Antigua and Barbuda What are the fundamentals that involves the Human Resource Management process?
    2014-10-20 19:10:37

    • Wendy Clarke Australia Planning,recruiting,interviewing,motivating,inducting,maintaining,seperating or terminating
      2014-10-21 08:10:36
  • Tamu Abbott Antigua and Barbuda Human resource is like oxygen to any organization it plays a very major key roll in its operations thus we need to have fully structured and balanced Human resource so that organizations can be very effective and efficient as they perform to a higher standard in their capacity in accomplishing goals.
    2014-10-20 18:10:15

  • Hugben Byarugaba Swaziland Human resources management has become critical in organisations with some viewing it as a business partner that is involved in strategy development and aligning the workforce to achieve those goals. It involves HR planning, recruitment, development, motivation, talent management and retention as well as exit management.
    2014-10-20 16:10:38

  • Francis Mbare Abang Nigeria i want this course and it certificate
    2014-10-20 15:10:49

  • lasana jabateh Liberia I decided to read on HBM but I can the lesson study
    2014-10-20 12:10:16

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