Download file to see previous pages...
Each management position has its inherent rights that are acquired from a specific post.
Managements are distinguished between line authority and staff authority. In line authority there is an employee-employer relationship. Where a manager deals with his subordinates and directs their work and make suitable decisions as required. The line manager has the right to issue orders whereas, staff managers advice assist and reduce some of the informational burdens. They have an advisory relationship and cannot issue order down the chain of command. Staff managers usually run those departments that are supportive such as quality control, HRM, purchasing. Whereas line managers have departments which require proper management skills and directions for smooth running of sales or production. The difference among them is the nature of the relationship like line manager can order the subordinate whereas staff manager can advice the line managers to achieve their goals.
Human resource department have staff managers although line managers also have some of human resource duties as placement, orientation, training, improving job performances etc. Human resource manager works in staff capacity. They manage human resources to help organization achieve its goal by determining company’s work force and help firm’s mission
In the past, capital was considered indispensible for a developing industry but with time this concept has evolved and replaced by an enthusiastic and efficient labor or work force because no major project backed by competitive employees with efficient management is hindered by shortage of
...Download file to see next pagesRead More
In the contemporary market characterised with intense competition, most organisations have diverted from conventional perception of human resource as passive resource that can be manipulated to get things done.
One of the major functions of human resource management is to ensure that all decisions and activities that affect the human resources are effectively managed. This includes, recruitment of staff, ensuring that staff is highly motivated through better remuneration, provision of benefits and training among others.
Human resource management of an organization deals with a number of management decisions which have a major impact and influence on the people of the organization. The human resource management when dealt with in a strategic manner with strategic plans and well thought out and strategically devised practices, then this is referred to as Strategic Human Resource Management. The main aim of this paper is to compare and contrast the various approaches of strategic human resource management.
This transformation has had major impacts in organizational management. The concept of SHRM has evolved as a bridge between the management of organizational human resource and business strategies. The major impact has been seen through the alignment of the human resources to the performance of the firm to give it a competitive advantage.
Strategic human resource management can be defined as an efficient management process of utilizing human resources to the best extent and it aims at enhancing the organizational efficiency (Fombrun et al., 1984). It is a complex process that is continuous in nature
al with this problem, the HR department will have to make required changes in its policy, management style and strategy so that the employees are motivated to perform well and remain loyal to the company for a long period. Two theories that can be applied to an organization
The two concepts are interrelated but one elicits higher performance than the other. There was need to develop this advanced form of human resource management as a result of the changing nature of technology, economy and market. There was a need to come up with a
One element that plays a substantive role in ensuring the success of an organization is the job description, and, therefore, the paper discusses the aspect of job analysis as the cornerstone of human resource
Fordism supported domestic mass production and the allocation of high wages among laborers. It was under fordism concept that mass consumption considerations got integrated with accountabilities on production. The philosophy of fordism has influenced business operation
They can improve the knowledge, skills, and increase retention of quality employees while enhancing the nonperformers ability to suit the firm’s needs (Liker & Michael, 2010). An inquiry made regarding this argument is that a company’s current
1 Pages(250 words)Essay
GOT A TRICKY QUESTION? RECEIVE AN ANSWER FROM STUDENTS LIKE YOU!
Let us find you another Essay on topic Human Resource Management for FREE!