Human Resources Management : Human Resource Management

This report will provide an overview of the shift in Human Resource Management from collective to individualised approaches to Employee Relations and will also explain the concept of the psychological contract and consider its importance for contemporary Employee Relations practice. “The terms ‘human resource management’ (HRM) AND ‘human resources’ (HR) have largely replaced the ‘personnel management ‘as a description of the processes involved in managing people in organisation’s” (Armstrong, 2009, p.4).

In today’s job market we see many human resource management changes and challenges evolving with the changes in a competitive market environment. One goal of the human resource department is to hire employees that will be as productive as possible, which in turn leads to more revenue and the success of an organization.

The report below sets out the importance of the HR function, explains how HR activities support the organisation’s strategy and ways HR support line managers and their staff.

Question.no.1 The case introduces three companies of every different size with three different onboarding approaches. What differences do you see in their approaches? What similarities?

As a Human Resource consultant for Optus I have been approached by my Managing Director to examine and analyse the company’s existing recruitment, selection and induction system including the RSI policies, procedures and find how these link in with the organisations strategic plans. Throughout this report I will analyse exactly how our RSI system compares to bets practice and give recommendations and to how we can improve on areas which need improvements and identify areas of strength.

This assignment of BTEC HND in Business management and HRM is related to the Unit 21 which is Human resource management. The subjects of Human resource management covering areas are different between personnel management and HRM, roles of the human resource manager, Human resource planning process, job evaluation and performance evaluation, recruitment and selection procedure, selection technique, reward management system, exit strategies and redundancy. This assignment gives some kind of knowledge about excellent theories of Human resource management.

As a renowned human resource specialist, I offer subject matter expertise on specific tactics that will restore confidence within the public in its entirety the prevention of another mishap, such as the Veterans Affairs scandal. To recap the issue at hand, it has been discovered that some VA hospitals and clinics across the United States “that a culture of retaliation exists within the Department of Veteran Affairs, which discourages employees from airing concerns about patient care (i.e. poor care, long wait time which possibly led to some deaths of these patients), and discredit them when they came forward-falsified records became public” . It is palpable that the Department of Veteran Affairs or any government agency that is experiencing similar irrationalities is in need of revamping the essentiality of human resource management. Before I reveal my suggestions in promising the public restoration of human resource management, I will like to reiterate the significance of the subject matter.

Company growth relies on an unparalleled variety of high-quality, innovative products and services that create cost-effective solutions and improve people’s lives – which they carry out through the dedication of their over 25,000 employees globally in 2013.

In doing so, HRIS is key to an organization’s competitive advantage. HRIS software programs include Oracle PeopleSoft applications, Inform Human Capital Management and SAP ERP Core Human Resources. (Ivancevich, J. M., & Konopaske, R. 2013)

The need for a quality improvement initiative of a Human Resource Information System (HRIS) is crucial to the retention of talent, productivity, and improvement of the bottom line by increasing the value of time saved. The objective of the quality improvement initiative with corporate strategy and human resource planning and development is to assist with many issues the organization faces in today’s business climate.

It is time move Fortune 500, ahead of our competitors and into the next level of quality production and performance, and Human Resource Information Systems (HRIS) should be the beginning step in taking us there. This change will be a daunting task but with proper preparation and planning, it does not have to be a dreadful experience. In the June 2007 issue of HR magazine, Jennifer Arnold discusses five areas that I feel will assist us in making this transition painless. Step one we must assemble a project team. It will be necessary for that an HR and IT representative

1. He/she got a better offer from the competitor company. That offer can be more salary or an upper position than PepsiCo.

The main purpose of this project is to find out ‘what makes employees go that extra mile?’. So in this project we will be discussing the different aspects that can play a role for motivating employees and are responsible for good and poor performance. As performance management is “a continuous process of identifying, measuring, and developing the performance of individuals and teams and aligning performance with strategic goals of the organization”.

Human resource management entails the management of the people working in an organization. These are the people who are entrusted to help meet the organizations objectives. They start from the lowest level employees to the top management. Human resource management therefore, encompasses the entire workforce who help to uplift and grow the company into the great multinational corporations they are from their inception to date. The significance of the human resources in organizations has become more evident over the years as more managers discover the relationship between organizational performance and employee retention and satisfaction. Therefore, they must strive to gain the best employees to represent their interests in the market. People who will work together to meet the organizations objectives and people who will make the organization have a competitive advantage over all others in the market. The human resources approach to management emphasizes the importance of human capital in the organization. This paper describes the role of human resource management in an organization. It also analyses the differences between personnel management and human resource management as well as the phases of human resource planning. The second part of the paper analyses the factors involved in the recruitment of employees, and factors pertaining to employee payment, job evaluation and cessation of employment. The third part of the paper focusses on employee motivation and the

People are usually considered to be the critical resource in the new approach that is Human Resource Management. The management of people within every organization, therefore, is very vital as it deals with their acquisition, attaining motivation for higher levels of attainments, skills development as well as ensuring that the level of commitment of every individual is maintained. Much effort, therefore, must be made considering events that aim at improving personal development, attaining employees’ satisfaction and to comply with employment-related laws that accommodate their rights within working environment. Various authors have different definitions for HRM. HRM, therefore, entails planning, implementing, conducting recruitment and