Main Points of Human Resources Management - Case Study Example

HRM Summary Introduction to HRM Over the decades HRM became a separated out function graduating from a simple Time Office function to a high profile Division in organizations until recently Theories from psychology, sociology and economics correspond to the variety of problems addressed in HRM which are again situated at different levels of analysis, namely on the individual, group and organizational level The term Globalization has invaded the mind of every successful businessman and the concept of Global Village is a common issue in the modern business world Electronic Human Resource Management System is a web-based solution that takes advantage of the latest web application technology to deliver an online real-time human resource management solution Human Resource Management strives for diversity in all that they do Human Resource Management can benefit both small and large organizations. It is something that can be applied to every aspect of an organization Strategic HRMD If it operates effectively it can make the Organization a more attractive place to work by comparison with other departments and offices Human resource management is the strategic and coherent approach to the management of an organizations most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business The implementation of the best practices positively influence their operational and financial performance The existence and the formalization of a mission, corporate strategy and HRM strategy are used as indicators of Strategic Management Orientation The human resources function has evolved to become a strategic corporate weapon in a technology-driven, fast changing business world where every corporation must compete for skilled talent, be able to influence its employees to provide the best products, be able to train and provide educational programs and be able to control and monitor personnel costs to maintain cost competitiveness The balanced scorecard method is a strategic approach, and performance management system, that enables organizations to translate a company’s vision and strategy into implementation Job Analysis Job Analysis is a process to establish and document the job relatedness of employment procedures such as training, selection, compensation, and performance appraisal Job analysis methods produce acceptable to high levels of reliability. Particularly high levels of liability can be demonstrated for methods that rely on structured questionnaires such as worker-oriented questionnaires, job inventories, or checklists Common methods of job analysis include observation, interview, diary, checklist, and questionnaire De-jobbing is the term used to describe the losing of one’s job Competence is a standardized requirement for an individual to properly perform a specific job. It encompasses a combination of knowledge, skills and behavior utilized to improve performance. More generally, competence is the state or quality of being adequately or well qualified, having the ability to perform a specific role. HR Planning and Recruitment The forecasting demand on supply of workforce is an important step, as it allows employers to re-think how many employees they will need Planning for HRMIS is another thing that involves the use of interviews to come upon a decision of what is needed The jobs of permanent and temporary workers differ, therefore each person must be put in their proper place Job advertising is important as it allows people who are genuinely interested to come in and seek application E-Recruitment is the newest form of recruiting, taking place over the Internet, and is more helpful than any face-to-face interaction The application form and CV allow employers to get to know the person that they are considering hiring Downsizing is the temporary lay-off of employees Selection and Placement The effective use of selection methods improve the design of assessments Testing is one of the many ways to decide on where an employee should be working in a specific part of a company. It allows employers to see what they are capable of Interviewing is the best way of selection and placement, as it allows employers to get a one-on-one idea of how the employee is A work sample test is another method to decide on where an employee should work, based on what they already know regarding the position Orientation is the proper method by which an employee is greeted into his new workplace Training Learning organizations experimented with new ways of conducting business in order to survive in turbulent, highly competitive markets By assessing training needs, the employee is able to properly follow through with their given tasks Executing training and training techniques lets the employer use different techniques to, again, decide what placement is best for the employee Evaluating training will aid in job placement The effectiveness of management is recognized as one of the determinants of organizational success Career Planning and Development Planning for one’s career allows them to be well-prepared when the time comes to actually apply for a job An organizational system helps keep a company well put-together An Assessment Center consists of a standardized evaluation of behavior based on multiple evaluations including: job-related simulations, interviews, and psychological tests Handling promotion and transfer is a needed skill, so that the adjustment is easy to deal with Handling dysfunctional behavior is another important skill, for the case that something of this type should come up Performance and Appraisal Uses of performance appraisal helps to avoid ill-conceived job designs, discrimination, and allows for external challenges The most common performance appraisal methods are to encourage discussion, constructive intention, and to set performance goals Job appraisals and competencies go hand-in-hand in the sense that an appraisal well help to pick out the competencies Wage and Salaries Factors affecting wage and salary rate are a decrease in performance and in the downsizing of a company Job evaluation makes itself concerned with the job, and not with the people performing the given tasks Job structure goes with pay structure in the sense that the pay structure will be decided by how the job structure is Executive pay involves the payment of the higher-level workers, and is often more than that of the other workers Incentives and Employee Benefit The types of incentives are straight piece rate, straight piece rate with a guaranteed base wage, and the Bedaux Plan When it comes to executive incentives, human beings are both finite and creative; that means that the people offering incentives are often unable to predict all of the ways that people will respond to them Types of employee benefits include paid vacation, health insurance, Social Security, and, sometimes, day care facilities Flexible benefits are employee benefits that can be increased by the use of the employee’s paycheck. This can increase benefits that are already being factored Read More