The role of Human Resource Management is to plan, develop, and administer policies and programs designed to make expeditious use of an organization's human resources. Its major functional areas are planning, staffing, employee development, and employee maintenance.
Following are the major functions of hrm. 1: Organizational designe. 2: Staffing. 3: Performence measurment. 4: Training. 5: Compansation system.
hrm
What is od
de bureaucratization of formal procedures and delayering of organizational levels
Multiple companies are now using networking to communicate between their branches, which has added new challenges to those in HRM. HRM may have issues with delegating authority, dispersing key functions, and delayering the organizational levels.
Labour Unions are bridge between employers and workers. Unions have positive impact on hrm as they can communicate better with workers and motivate them in achieving organizational goals if we understand their personal goals and align them with organizational goals. HR Manager must understand that unions are blessing in disguise provided we clear our perceptions and stereotypes about each other.
One of the important function of HRM is the protection and security of employees. HRM is responsible for hiring, training, management and development of employees.
Following are the major functions of hrm. 1: Organizational designe. 2: Staffing. 3: Performence measurment. 4: Training. 5: Compansation system.
hrm
What is od
de bureaucratization of formal procedures and delayering of organizational levels
Multiple companies are now using networking to communicate between their branches, which has added new challenges to those in HRM. HRM may have issues with delegating authority, dispersing key functions, and delayering the organizational levels.
performance management
The HRM function is constantly changing so as to handle the various challenges in the job market. This initially started out as a clerical function by has now become an integral part of strategic planning for any organization.
Multiple companies are now using networking to communicate between their branches, which has added new challenges to those in HRM. HRM may have issues with delegating authority, dispersing key functions, and delayering the organizational levels.
RESOURCE ALLOCATION IN STRATEGIC MANAGEMENT REQUIRES KNOWLEDGEABLE HRM THAT PLACES THE RIGHT HUMAN RESOURCE COMPATIBLE AND CAPABLE OF PERFORMING A SPECIFIC TASK OR FUNCTION EFFECTIVELY TO MEET ORGANIZATIONAL GOALS.
HRM is more flexible than Personnel Management which is rigid. PM sees its workers as a cost rather than an investment. PM is guided by policies and guidelines unlike HRM HRM is proactive while PM is reactive