Essay On Human Resource Planning And Development

Human resource is an appellation used in referring to the workforce of an organization or company. Human resource management is involved in the act of putting together employees in an organized manner to assure the objectives of the organization are achieved in a competent and experienced manner. Human resources are the most important services of any organization since they are the catalysts of non-human resources and the medium for developing competitive advantages and sounds of creativity. No organization can exist without a human resources department (Walsh, 2009). A company without an HR department would be reducing its operations and could collapse within a short amount of time.

Today 's fast-paced, competitive business environment has resulted in "rediscovery" of the human resource management function as a group that may be able to enhance firm competitiveness and performance by being "strategic" (Dyer & Kochan, 1995; Ulrich, 1997). Strategic Human Resource Management is a term describing an integrated approach to the development of Human Resource Strategy that will enable the organization to achieve its goals (Armstrong, 2005). Whiles strategy is an action that managers take to attain one or more of the organization’s goals. Strategy presents a general direction set for the company and its various components to achieve a desired state in the future. This results from the detailed

Human resource management is part of the human resource approach, which is evidently geared to allow organizations to benefit in two significant ways: increasing in the organization’s effectiveness and satisfying all of the employee’s needs. Organizational goals and

The purpose of this paper is to answer the given questions and explain the six components of a Career Development Plan, which are the employee learning plan, needs assessment, comprehensive development plan, roadmap to development of a career development plan, other factors in program development, individual career development plan integrated with the comprehensive development plan. Along with this paper will be a PowerPoint exhibiting the same components

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 has gained atmost importance in the past few years. Studies have found that there is a relationship between human resources of an organization and performance. From an era of slaves to an era of knowledge resources, People have been regarded differently throughout the years. People are now considered to be energy resources which are directly responsible for the effective working of the organization. An organization with good human resources and its effective management forms an effective organization.

beginning of 1990s, it has been accepted that in order to improve business performance and develop

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.

According to Armstrong (2006) Human resource management is defined as a strategic and coherent approach to the management of an organization’s most valuable assets-the people working there who individually and collectively contributes on the achievement of its objectives.

Human resources management is the process of hiring and developing employees so that they become more valuable to the organization. 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 human resources management are extensive knowledge of the industry, leadership, and effective negotiation skills.

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

In Case Study 10.1, Economics professor Richard Easterlin asserted that money couldn’t buy happiness. He based his findings of studies conducted in wealthy and very wealthy countries. His theory was that if happiness indeed were a “commodity” that one could purchase, the wealthiest countries would have more purchasing power for happiness. Easterlin concluded from his research that the wealthier countries were not happier overall. One’s level of happiness did not increase with an increase in money. On the opposite end of the spectrum, individual happiness did not change between rich and poor individuals. This contrast has become known as the Easterlin Paradox. Easterlin asserted that one’s relative income (comparison between one’s income vs. another’s income) was more important than absolute income (income earned in a given time period).

Human resource development is a broadly used term that refers to the helping employees develop their personal and organizational skills, knowledge, and abilities (The Balance. N.p.). The term has different connotations as it may refer to development of human capacities with the aim raising profit in business but also, especially in developing countries, with the aim of achieving personal and societal advancement (Cengage Learning, 2016.). Human resource development can be used by both public organizations, such as governments, and private corporations (Cengage Learning, 2016.). The focus of all aspects of human resource development is on developing the most superior workforce so that the organization and individual employees can accomplish their work goals in service to customers (The Balance. N.p.). Also, it is the framework for the expansion of human capital within an organization through the development of both the organization and the individual to achieve performance improvement (Boundless Business, 26 May 2016.).

The greatest asset of the company is the people working there. The objectives are achieved by the people who work individually or collectively to contribute. Human resources management is therefore a strategic and coherent approach to the management of people . It involves the issues of recruitment, training and development, performance evaluation, rewarding and dismissal – all related to people .

Human resource is the main asset and the best element of an organization for achieving the ultimate goal. This valuable asset activates all other capital investments of the organization. Human resource is the main strength to achieve long term growth of any organization. That’s why every organization needs to use the best skilled human resource for attaining large market share and competitive position. The success of any organization largely depends on well-structured and highly skilled human resource team. Standard recruitment and selection process help to find out the skilled and qualified people for the job (Boxall, 2007). Human Resource (HR) manager of organization plays a great role to recruit and select the valuable human and appoint them in the work place. After the training and development, the performance of human resource of an organization is measured through performance and appraisal process.