Core Competencies of Human Resource Management Practitioners

In analyzing the concepts discussed in Human Resource Management, I have found an interesting mix of education and forethought into the role of a human resource manager. Many of the aspect of human resource management such as HR planning, recruitment and selection, as well as, human resources development and labor relations all play a significant role in the success of any organization. There are many benefits to the learning that has taken place in this course that has helped me better understand HRM and its roll that will shape not only my position in business now but for future

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

The term human resource is defined as a system of activities and strategies that focus on successfully managing employees at all levels of the organization to achieve organizational goal (Niles, 2013). Human resource management is the process of proper use of available limited skilled workforce. The main purpose of the human resource management is to make efficient use of existing human resource in the organization.

Scott, Clothier and Spriegel (2002) have defined Human Resource Management as that branch of management that is responsible of operations which are mainly concerned with the relationship of management to employees and employees and to employees with development of the individual and the group. People are responsive, they think, feel and act moreover cannot be operated like machines. They therefore need a tactful handling by personnel management.

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.

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,

The human resource management is a discipline of business administration. Studies and investigates all matters relating to the management of human resources of an enterprise. The aim is to ensure at all times the right people in terms of quality and quantity needed by the business and the effective use and exploitation thereof. Is operated of human resources is a major operation, since people are the most important and critical success factor of any organized human activity. This function is now assigned to qualified employees with relevant education and experience.

The evolution of Human Resource Management has transitioned from a very simple administrative function to a very multifaceted strategic function that still includes administrative, operational, and strategic tasks in the organization. In the beginning of Human Resource Management, the roles of Human Resource personnel was mainly just to hire employees, deal with compensation, benefits, legal issues, and the firing of employees. Today, Human Resources Management has progressed into an imperative involvement in the success of all attributes of an eminent business establishment.

Human Resource Management is designing management systems to ensure that human talent is used effectively and efficiently to accomplish organizational goals (Mathis & Jackson, 2008). To that end, Human Resource

Conflicts may arise at any level in organizational setups among co-working employees or between employees and their managers (Bach 2002). These conflicts may arise due to various reasons; including misunderstanding, lowering expectations, professional jealousy, unequal work distribution among employees working at the same organizational level, uneven promotional strategies, and the most importantly, due to negative consequences which one employee may has to face due to his coworker (Bamber & Lansbury 1998).

According to Decenzo and Robbins (1994), “Human Resource Management is a process of procuring, developing and maintaining the performance level of the employees to achieve the organizational goals in an efficient and effective manner”. The HRM practices of recruiting and selecting employees, training them for their job, evaluating their

Ans: Human resource management (HRM) is a process of hiring and developing employees in an organization, such that they become and act like a strength to that particular organization. Human resource management is responsible for making the organization run smoothly and perfectly. The various operations and services that will be included in human resource management are recruitment, job analysis, administrative services, and employee relationship management. These services/operations provided by the human resource management are only to support the management and staff of the organization in their daily activities.

Human resource management (HRM) is a designed function to maximize the performance of employees in an organization in service to the organizational objectives. The human resource unit is usually responsible for activities such as recruitment of employees, training, rewarding and also performance management. The department is also accountable for guaranteeing that the activities undertaken by the organization are in line with the standards, regulations and laws set by the government (Mathis & Jackson, 2012). When recruiting new staff into the organization, the HRM department requires several strategic points in order to recruit staffs that have the skills and specification that will help attain the set staffing goals. Some of these factors include quality of the required workforce, cost of unfilled jobs, availability of labor, highly skilled applicants who are attracted by proper advertisement of the job opportunities, employment ‘branding’ and image, and practicing internal recruiting.

Human resource is defined as the people who constitute an organization’s workforce (employees). Human Resource Management is defined as a function in the organization that is designed to facilitate the maximum performance of the employees. This is achieved through various activities included in the function. These activities include employee recruitment, training and development, managing their performance, and rewarding. The human resource department is also responsible for ensuring that all the activities in which the organization engages in are in accordance with the law. The employees are one of the critical necessities required for the smooth running of operations and achievement of strategic objectives. The HR department ensures that

In the late decade of 1980, the organisations realized the significance of their employees as a capital asset or human resources; and by adopting and implementing a set of HRM practices (such as recruiting, training and developing people etc.) aimed to succeed a sustainable competitive advantage based on a business strategic view by making the employees’ involvement the main key point of the new human resource management into the business process; and by establishing the organizational culture that they are part of the organization (Kaufman 2001: 506). During this period, the HRM is transformed into a Strategic HRM approach in order to sustain in these modern business challenges.