Human resource management deals with refinement and development of systems of human resource for them to be consistent with the strategies and missions of the organization. For an organization to acquire and subsequently retain an employee equipped with an excellent expertise…
Download file to see previous pages...
Human resource also entail resource alignment whereby it integrates decisions concerning people and the outcome that the organization is striving to obtain. This paper will seek to develop an in-depth analysis and evaluation of the selected agency’s human resources management systems and processes and then provide recommendations for improvement.
Ray Consortium is an agency located in the US. I did a research that revealed that this agency has processes and systems that intersect between information technology and human resource management. One of the agency’s major components of human resource processes for hiring and retaining is the enterprise resource-planning package (Department of Administration, 2004). In this package, the agency merges human resource management as a doctrine with its basic human resource processes and activities, within the field of information technology in particular (Lawler, 2004). With the emergency of enterprise resource planning software, this agency added its crucial components of planning to incorporate data processing systems programs that standardize routines and integrate information from and within various applications towards a single universal database (Briscoe, Schuler, & Tarique, 2011). According to the human resource manager of Ray Consortium, integration of enterprise resource planning as a major component of the agency’s human resource system facilitated faster and easier linkage of the agency’s human resource modules and financial modules.
Furthermore, this agency has a performance appraisal process that evaluates employees’ performance, capabilities, and abilities and provides a systematic platform for rewarding. This procedure aims at motivating, mobilizing, and fostering their zeal towards their respective jobs (Lawler, 2004). In identifying predecessors of different sections of the agency, this agency uses modules of human resource that link performance of an employee through a single database that
...Download file to see next pagesRead More
Cite this document
(“Evaluation of Agency's Human Resources Management Research Paper - 1”, n.d.)
Retrieved from https://studentshare.org/history/1597225-evaluation-of-agencys-human-resources-management
(Evaluation of Agency'S Human Resources Management Research Paper - 1)
“Evaluation of Agency'S Human Resources Management Research Paper - 1”, n.d. https://studentshare.org/history/1597225-evaluation-of-agencys-human-resources-management.
“We know that we can grow as a company, only if we enable our people to grow, contribute and feel proud to work for McDonald’s” (McDonald’s Singapore, 2008). McDonald’s possesses its workforce more than keeping it, which means that the company aspires to develop long-term association with each and every individual that forms part of its workforce, and is ready to extend any kind of help that the individual might need in order to optimize on his/her potential to take the company to the next level.
For an organization to acquire and subsequently retain an employee equipped with an excellent expertise and an innovative knowledge, it must have a set system of selection that can identify the brightest and the best staff. Additionally, the selection system must possess characteristics of a system that encourages staff to join, stick.
The author says that the second component of the agency’s human resource system that can be analyzed is the rate of emphasis that the agency places on internal hiring. Hiring is a very important aspect of all human resource management roles as it sets the tone for the human resource base of an organization to be established.
Managing the culture of the organization in order to achieve commitment of the employees is one of the distinct and defining characteristic of Human Resource management (HRM). The cultural change and commitment of the organization can be accelerated by emphasizing in some specific areas such as selection and recruitment, rewards system, training and development and employee empowerment or involvement or participation.
Explain. Attracting top-tier employees and retaining the top performers necessitates companies to find alternative ways of motivating their employees without digging further into their corporate wallets. Research data shows that most workers who have gone through college value conventional rewards as a motivator in the work place opposed to money only.
When this occurs, more responsibilities are added which can lead to stress or even job burnout. Stress is very important to the global organization as a less productive worker, or one less committed to meeting
The job knowledge tests measure critical knowledge areas that the employee would need in order to be able to do the job effectively. These tests typically measure the employee’s technical knowledge. These tests
Concerning this, sufficient background about the training will be properly evaluated and then formulated because there would be ramarkable basis of what situation of the environment involved one should think about and
The company’s operations are headquartered in Rochester, Minnesota. It is important to note that Mayo Clinic is a nonprofit organization whose operations spread throughout North America. Most importantly, the company’s primary business encompasses patient care,
Previously, HAAD was known as the General Authority of Health Services (GHAS) and it was developed in the year 2001. Human resource management is a function, which is designed to improve the performance of employees within the
5 Pages(1250 words)Research Paper
GOT A TRICKY QUESTION? RECEIVE AN ANSWER FROM STUDENTS LIKE YOU!
Let us find you another Research Paper on topic Evaluation of Agency's Human Resources Management for FREE!