: the basic functions of Human Resource Management: planning and forecasting human resource requirements, recruitment and selection, appraisal, evaluation and employee motivation. UOP: MGT 431

1823 WordsSep 19, 20028 Pages
This summary paper provides a full description and analysis of the Human Resource Management (HRM) function. Included in this paper are key topics discussed in this module: the basic functions of Human Resource Management: planning and forecasting human resource requirements, recruitment and selection, appraisal, evaluation and employee motivation. Additionally, this paper addresses employee quality of life and productivity programs and improving the physical work environment. The relationships between successful business and Human Resource Management are examined as well as how Human Resource Management strategies can be incorporated into business strategies to improve profit. The history of the development of human resource management…show more content…
Human resource management policies and practices may influence the recruitment process, in that people may be attracted to apply for jobs if the organization becomes known for its good human resource management approach. Conversely, poor human resource management practices may increase turnover. Effective recruiting is essential to an organizations financial future. An excellent example of the need for good recruiting programs is the personnel shortages the US Army is facing now. After the Gulf war the military under went a reduction of forces. The number of Army personnel was cut fifty percent and a greater emphasis was placed on technology. Currently the US economy is booming and Army recruiters have difficulty attracting personnel to enlist in the Army. The military is evolved in several peacekeeping missions around the world that have significantly stretched its personnel resources. As a result a greater emphasis has been placed on recruiting and millions of dollars has been spent to improve recruiting. Human resource managers are responsible for pay system design. This task is essential and has evolved significantly since the rise of labor unions. Many organizations have suffered because management and unions have failed to effectively mange their relationship. Human resource managers must design pay systems that compensate employees fairly in relation to the economy at large and the financial

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