Case Study Of Tenaga Nasional Berhad

Human resources management is a business department and function that has the strategic approach to the management of the company’s employees. Armstrong (2006, p.3) defines HRM as ‘a strategic and coherent approach to the management of an organisation’s most valuable assets – the people working there who individually and collectively contribute to the achievement of it objectives.’ The HR business function provides an organisation with administrative support regarding the laws and legislation of

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

Change has become necessary for every organisation there is. World is moving rapidly towards better technologies, efficient systems, new techniques, compact profits, different friendlier environments and organisations are always in the race to reach new heights by thriving effectively in this competitive environment (Kotter, 1996).

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 a relatively new approach to managing people in any organization. It is concerned with the people dimension in management of an organization since people are considered the key resource in this approach. An organization is a body of people, their development of skills, their motivation for higher levels of attainment, their levels of commitment are all relevant activities.

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.

Most organisations are in a constant state of change. Over the decades there has been improved technology, globalisation, ecological and social considerations in organisations. Some organisations are seemingly ready to make changes whenever required and generally embrace change. Other organisations avoid, delay or stop change from happening. For organisations change is the way to stay competitive and to develop. The paper seeks to explore the different changes in organisations and how it has made an impact.

The Human Resource Management (HRM), the term to describe the management system of the human capital within the organization. The responsibilities of the human resource department are mostly distributed into three main factors of management area. The main factors are; recruitment, employee compensation and distribution of work.

Human resource (HR) management is the efficient use of human resources in an organization through the management of people related activities.Human resource management is a fundamental and tactical organizational activity of increasing complexity and significance.

One of the most useful definitions of Human Resources Management (HRM) is “ HRM involves all management decisions and practices that directly affect or influence the people or Human resources who work for the organization”. - By Fisher,

Human resources management covers all levels ( low ,middle and top) and categories( unskilled, skilled, technical, professional, clerical and managerial) of employees. It covers both organized and unorganized employees.

Human resource management is the key to a business that runs smoothly and efficiently. The people that run the HR department have to be knowledgeable in many capacities such as interviewing, training, accounting, and ensuring that everyone is performing their job duties in a high quality way.

There are several factors that contribute to the need for organizational change in order to improve its effectiveness and productivity. Actually, the current business environment requires organizations to undergo changes continually in order to enhance its competitiveness. In most cases, initiatives towards organizational change are usually caused by problems that the organization experiences. Some of the most important factors that contribute to organizational change include globalization and the ever-changing technology. The benefits associated with the successful implementation of organizational change caused by technology include increased efficiency and improved customer service.

HRM - Human Resource Management (HRM) is the capacity inside an association that spotlights on the enrollment of, administration of, and giving course to the general population who work in an association. As you can imagine, most of the methods and undertakings that are touched by people are a bit of the HR kingdom. The HR elements of a firm would include: Human Capital Value, Budget Control, Conflict Resolution, Performance Improvement and so on.

According to the business dictionary human resource management is the process of hiring and developing employees so that they become more valuable to the organisation. Human resource management includes conducting job analyses, planning personnel needs, recruiting the right people for the job, orienting and training, managing wages and salaries, providing benefits and incentives, evaluating performance, resolving disputes, and communicating with all employees at all levels. Examples of core qualities of HR management are extensive knowledge of the industry, leadership, and effective negotiation skills. Formerly