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Human Resources
Human Resources (HR) is responsible for the implementation of policies and strategies relating to the management of people in an organization. Its key functions include recruitment and selection; employee recordkeeping; compensation and employee benefit management; and training and development.
2,946 Questions
The origin of economics lies in endless human wants and scarcity of resources?
the original of economics lies in endless human want and scarcity of resources elabolate
How are basic human needs and quality of life inter related?
Basic human needs and quality of life are very closely related. If a person does not have basic necessities, like food and shelter, their quality of life will be extremely low. Conversely, having all of one's basic needs met results in a high quality of life.
What is the theme of a cub pilot?
"A Cub Pilot" by Mark Twain had a theme of inspiration. It was about his experience as a steamboat cub pilot in Mississippi, which would later inspire him to create the setting for his stories about Tom Sawyer and Huckleberry Finn.
The study of how humans affect the landscape and its resource is an important of?
Environmental geography
Why is physical resources important?
It is important becasue the business needs to ensure the equipment are correctly fitted and products are highly standard so that the business increases sales. If the business fails to do so it can lead to loss of customers waste of products and failure of business
What physical and human resources does Paine say America has?
Physical resources: Timber, iron, tar and hemp for cordage so that it could build a fleet of warships. Human resources: though each individual colony might be weak, the colonies together had the largest number of armed and disciplined men of any country on earth.
Why physical and human resources does Paine say America has?
Paine argues that America has vast physical resources in terms of land, climate, and natural wealth, which can support agriculture and industry. He also highlights the diverse human resources in America, composed of people from various backgrounds and skills, who can contribute to the development of the country.
What is the difference between Harvard and Michigan models of human resource management?
Hard vs Soft HRM
Human resource management is a vital function of any organization as people constitute an invaluable asset that needs to be harnessed to further the goals of the organization. Two contrasting theories of HRM have been put forward as an approach to tackle work force in a company that are called Hard HRM and Soft HRM. People are often confused between these two approaches as they lie on two extremes of management. This article will differentiate between the two styles of human resource management, hard HRM and soft HRM, with their pros and cons to enable managers to adopt a style that is a good mix of both.
In fact HRM seems to be a vague concept, mostly because of conflicting views and theories proposed to define it. However, the good thing is that whether Hard or Soft HRM, both accept that human resources are critical for the success of any business. An organization gets competitive advantage over others only when it utilizes its human resources effectively, making use of their expertise, keeping them sufficiently motivated to achieve organizational goals.
It was Storey in 1989 who elaborated on the Michigan and Harvard models on management (1960). Harvard and Michigan propounded theory X and Theory Y to explain two different styles of HRM. Theory X is a classic distrust approach of management where people are viewed as lazy working on their self interests. This approach says that the interests of company and employees are completely opposite and it is the duty of management to induce changes in the behavior of the employees to further company's goals. This is essentially a carrot and stick policy. Theory X focuses on the nature of the organization without paying any attention to the nature of the employees who are labeled as lazy. This approach regards people as machinery and it is the task of the management to make best use of them. This is Michigan model or Hard HRM.
Theory Y is totally opposite to Theory X and perceives men as having emotions, feelings and motivations. They are not mere machines and take active interest in work as they achieve personal realization through work. Managers must try to keep their motivation high and enable them to realize their potential. This approach says that people are not inherently lazy and are in fact self responsible. They can be proactive and creative and management must encourage, and not coerce them to further the goals of the organization. This approach of HRM is called the Harvard model or Soft HRM.
Unfortunately, neither of the two approaches of HRM work perfectly as neither represents reality because people can behave in different ways and cannot be categorized as machines or responsible fellows merely. This means that a good manager must adhere to a style of his own taking some points from Hard HRM and some points from Soft HRM to have an approach that is a good mix of the two and suits his requirements and personality.
Hard HRM vs Soft HRM
• Hard and Soft HRM are two contrasting styles of HRM
• While Hard HRM focuses on the organization, Soft HRM focuses on the interests of the employees
• Hard HRM sees people as lazy and merely resources to be utilized to further the goals of the organization. On the other hand, Soft HRM sees people as responsible and having feelings, emotions and motivation
• Unfortunately neither approach works perfectly in reality and a good mix of both the styles must be adopted.
What are the specific HRM challenges in a networked firm?
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.
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What is the disadvantage of concurrent control?
Disadvantage of concurrent control: Since concurrent control uses a series of checks throughout the process/project chain, clarity about the standards required at each control point is essential. This requires a thorough and detailed understanding of the specific tasks involved and their relationship to the desired end product/project outcomes.
What is the purpose of hrm in organization?
simply the purpose of human resource managment is to manage the most important resource of organization in order to achieve the goals of the organization by aligning it with individual goal.......
What does a Human Resources department do?
The Human Resources Department is responsible for the hiring, training, and onboarding of new employees. Human Resources needs to understand the organization’s requirements and needs to analyze the market and manage budgets. A Human Resources Department managing people who work for you becomes its own full-time job. Many tasks are doing by the Human Resources department.
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Human Resources Personnel Administration management: Human Resources Personnel Administration management of staff is one of the central tasks. A human resources staffing firm first understands an organization’s need, focusing on the candidate's knowledge, talent, and understand capability.
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Human Resources Personnel recruitment: The main function of HR staffing firm is attracting and selecting the best talent. HR
Department Hire the right employees for the right position. HR arranging interviews, hiring new talented employees. When candidates have applied for a post, an interview process is launched. The appointed selection committee interviews identify and select those who are the most qualified and those with the most potential.
- Training and supporting managers: HR provides mangement guidance to manage, training to new employees ad supporting the organization. HR Department should also implement staff training and ensure the growth of every employee in the company development and skills for company growth.
What are the characteristics of international human resource management?
Flexibility and being comfortable with uncertainty are two of the characteristics of international human resource management. Cultural awareness is another characteristic.
Yes. A clerk is someone who you would employ to do a job, so they're. a human resource.
How are intangible assets influenced by human resource management practices?
If a company picks the best people to work for the company, the company is more likely to succeed and make money.
What are the attitudes and requests that are likely to create conflict or negative responses?
Negative attitudes that create problems is when you are being rude to people and when you have a sour expression on your face. Requests that would start conflict is probably bossy ones. Just be nice and respectful to people and it will avoid problems.
What is the different between job content and job context?
Job content is what is directly related to a person job and it can be controlled by the person itself such as performance, type of work etc
Job context is all other aspects of job which is not controlled by an individual but by organization itself where he/she is working. eg salary,job atmosphere
What is the role of human resource management in present time?
Although the HR department’s traditional emphasis has been on ensuring compliance with employment laws and retaining employee levels. We’ve seen a change in the position in recent years. With the HR department being more strategic and active in business operations. You can learn more here
