HR Practices, Questions And Answers

Human resources will be consider as important issue when there is a focus of achieving organizational goal and objectives or revising of company policy, employee issues or whether it’s an issues of delivering products and services to the user. Human resource management ensures that organization hold the desired skills required to perform the operations effectively and efficiently. HRM focus on two main factors which are appropriate approach and activities. It refers to the procedure of managing the staff like performing recruitment then selection and doing placement, promotions or termination. It consists of different aspects like planning, profession guidance, job design, training, reward scheme, diversity and protection.

According to Johnason, P. in 2009, human resource management (HRM, or simply HR) is a functional department in organizations designed to capitalize on employee performance in service of an employer's strategic objectives. HR is mainly related to the management of people within organizations, focusing on policies and systems. HR departments and units in organizations in general, undertake a number of activities such as employee recruitment, training and development, performance appraisal, and rewarding in term of benefits and salary increment. HR is also concerned with industrial relations, that is, the balancing of organizational practices arising from collective bargaining and from governmental laws.

Human Resource Management (HRM) are activities managers perform to plan for attracting, develop, and retain a productive workforce (Kinicki & Williams, 2016). The role of human resource management is to prepare, develop, and administer policies and program designed to make expeditious use of an organization human resources. Part of control which is concerned with the people at work and with their relationship within an enterprise. HRM have their hands full; they have to face employees daily with a complaint, write-ups and sadly terminating of the worker. All areas of HRM such as, staffing, orientation, training, development, pay wages benefits are all significant parts that are dealt with daily. Human resource management presents itself as

It used to be that human resource was only thought of as the department who hires employees and safe keeps the clerical part of the organization. Human Resource is much more involved in the entire structure of the organization then just the clerical part of it. Human Resource Management (HRM) is the term used to describe formal systems devised for the management of people within an organization. The HRM department is responsible for three major areas including staffing, employee compensation and benefits and defining and designing work. HRM works for the benefit of the organization through managing its greatest business asset which is the employees. The task of managing employees of an

Human Resource Management (HRM) is the limit inside an affiliation that spotlights on the enlistment of, organization of, and offering course to the all-inclusive community who work in an affiliation. The HR elements of a firm would include: Human Capital Value, Budget Control, Conflict Resolution, Performance Improvement and so on.

By allocating a team to hire employees it makes the role of HRM much easier and efficient. This allows them to address the policies implemented much effectively. Human Resource Management covers four main areas; employee influence, work systems, human resource flow and reward management. Different roles of the HRM allows to manage the organisation thus fulfilling the assigned areas. One key role of HRM is the executive role, where the managers are viewed as specialists that encompass Human resources or people management. The audit role are concerned with the company’s HR policy thus checks the organisation to ensure all HR policies such as health & safety, staff appraisals are being implemented. The Management Information System in Harrods undertakes the facilitator role of the HRM, which helps or facilitate other departments to achieve the organisational strategy through the HR policies implemented. This in turn allows Harrods to maintain its identity as a Top Employer. Similarly the People Support team could be classed with the consultancy and service roles, allowing the department to act as internal consultants offering expertise, advice and assistance to line managers and other staff in order to achieve the organisational objective. (Brockbank, 2008). This ensures that the HRM values the importance of discretion, compliance and unwavering support.

Human Resource Management (HRM) is the terminology used to illustrate formal systems devised for the management of people within an organization. It is the method of managing an organization or company that is directly related to the employees of that particular organization. The success of a business often rely heavily on the performance of managing human resource. Maximizing the desires and benefits of an organization and helping a business grow by rewarding employees to help motivate and push them in their performance is one of the main aim of HRM. By doing this, it will have a positive impact on both the company and it’s entire organization.

resource management, HRM) is a major part of every manager’s job. It is also the specialized

Human resources (HR) improve business performance and develop organisational culture that encourages modernisation, flexibility and competitive advantage.

Here are some of the best HR practices that help in the creation of a highly satisfied and motivated work force.

This paper will be examine how the strategic application of HR practices improves corporate success. I will outline what measures of success are impacted by the application of HR practices and explain how HR strategies affect operational, functional, and business strategies. I will use research to show the link that ties long-term business success to effective people management practices. Before I move into these elements it is important to understand what criteria is used to select the best places to work, what criteria is used to select Fortune’s Most Admired Companies, and how top domestic and international organizations leverage their HR strategy to help them maintain long-term success. Let’s dive into some of those questions in

HR has taken on many different roles and strategies throughout its history. They have grown from trying to improve economic efficiency in manufacturing jobs to making a case for strategic workforce management. The need to align HR with the business has become more vital than ever. Financial markets exert persistent pressure for growth, especially in evolving markets. Customers demand more and superior service at lower cost. And cost-efficiency, resource preservation and governing compliance have become issues for almost every business (Mundy, 2012). This is why understanding the basic roles of HR can help as well as understanding where they need to be to grow. HR positions generally fall into one of two categories: generalist and

NGO sector is the potential sector where the growth of a developing country depends a lot. In Bangladesh NGO sector is also very influential. This sector is very big in Bangladesh and holds a lot of skilled employees. So Human Resource Management (HRM) is very much applicable as well as practiced in NGOs of Bangladesh. Transparency International Bangladesh (TIB) is well known in Bangladesh. To compete the global challenge TIB has developed a skilled and efficient workforce. This large employee force is managed totally by the HR department of TIB. This HR department meets all the requirements of the employees from salary to rewards, hiring to firing employees and other important developing trainings.

HRM is the most important department of any company or organization. Without human resource management an organization cannot build a good team of working professionals.

There are few ways by which we can forecast the manpower needs of Ya Kun Kaya. They are: