Case Application 8 B: Description DeCenzo and Robbins connect theory to applications, with concise, thorough coverage, which provides a practical look at the most critical issues in human resource management. Conducting the Performance Evaluation. Decenzo received his Ph. View Instructor Companion Site. Robbins has been spending most of his professional time writing textbooks.
|Published (Last):||3 April 2013|
|PDF File Size:||3.21 Mb|
|ePub File Size:||10.11 Mb|
|Price:||Free* [*Free Regsitration Required]|
Human resource management is a systematic process of managing people working in the organization. Human resource management is a managerial process of acquiring and engaging the required workforce, appropriate for the job and concerned with developing, maintenance and utilization of work force.
ADVERTISEMENTS: Since every organization is made up of people, acquiring their services, developing their skills, motivating them to higher levels of performance and ensuring that they continue to maintain their commitment to the organization is essential to achieve organisational objectives.
This is true, regardless of the type of organization — government, business, education, health or social action. Human Resource Management HRM is that part of management process which develops and manages the human element of the enterprise considering their resourcefulness in terms of total knowledge, skills, creative abilities, talents, aptitudes and potentialities for effectively contributing to the organisational objectives.
The most important asset of the organization is its employees, so the prime responsibility of management is to manage human resource in effective manner. The basic function of management is to bring employees and organization on the same platform in order to meet the individual goals as well as organizational goals at the same time. Learn about the definitions of human resource management propounded by various authors, management thinkers and institutions.
Human assets are intangible as they exist within the human resources. Human capital consists of intellectual capital, social capital and emotional capital. In general, human resource means people. Human Resource Management refers to, Michael J. Human Resource Management Definitions — Explained!
The first definition of human resource management is that it is a process that will manage people in a company in a defined and structured way. The HR is supposed to do the following tasks- staffing, hiring people, retention of employees, managing pays and perks and setting them, performance management, managing the changes and many more.
This definition is a traditional one and is a modern version of personnel management. Another definition for human resource management states that managing the people or employees in an organization can be done in a macro perspective which means that managing employees will be in the form of a relationship between management and employees.
In this article, employees are sometimes referred to as human capital. HR professionals recruit, manage and provide direction for people who work in an organization to maximize profitability and employee satisfaction.
They typically develop and administer policies related to hiring, performance management, compensation, safety and wellness, employee benefits, communication and training.
Human resource management is often referred as personnel management. It is a major sub-system of all organizations. The time and resources employed in managing and developing them are an investment that the organization makes for better returns in the present and in future.
Human resource policies and practice should be in alignment with the goal of balancing individual and organizational needs. This can be achieved through a mutual process where the organization and employees help each other to achieve their goals.
Management of human resources is concerned with procurement, development, utilisation and maintenance of human resources for the accomplishment of organisational objectives. In other words, HRM involves all management decisions and practices that directly influence the people who work for the organisation. Since organisation is run by people, HRM is an integral part of management.
It involves taking decisions and their execution for the effective management of people for the accomplishment of organisational objectives and also for the satisfaction of the needs and aspirations of people. All such decisions are put into practice for the mutual benefit of both the organisation and the people working for the organisation.
Edwin B. Since every organization is made up of people, acquiring their services, developing their skills, motivating them to higher levels of performance and ensuring that they continue to maintain their commitment to the organization is essential to achieve organisational objectives.
Human resource management means management of all employees from top level to lower level and all employers the managing director, board of directors and all people who contribute their services towards attainment of organisational goals. Identification of the required work force involves identifying the quantitative requirement i. Employing the appropriate person for the job is a major concern of the management. Human resource management aims at maximising the performance of the employees and attaining organizational success through developing, utilising and maintaining the resource and establishing a favourable working relationship between the employees and the employer and amongst the employees working in the organization.
Management of human resources is not an easy task as it faces challenges relating to corporate reorganisation, changing demographics of workforce, rules and regulations of government relating to the human resources and so on. HRM considers all internal and external environmental factors affecting utilization of human resources, at the time of planning and execution of human resource management functions.
Human resource management is the process of bringing people and organization together so that the goals of each are met. It tries to secure the best from people by winning their whole-hearted cooperation. HRM is concerned with the development and integration of strategies which are integrated with corporate strategies and ensure that the culture, values, and structure of the organizations and the quality, motivation and commitment of its members contribute to the achievement of its goals.
Over the past few years, with the rapidly changes in the business environment, human resource have taken the centre stage. Consider the following example: 1. Adi Godrej- It is really important for me to spend more time with my people. We have had a number of HRD consultants, but HRD initiatives are time-consuming and one has to be patient for cultural and mindset changes. HLL is now is a people and strategy company. Its objective is the maintenance of better human relations in the organization by the development, application and evaluation of policies, procedures and programmes relating to HR to optimize their contribution towards the realization of organizational objectives.
HRM is the function within an organization that focuses on recruitment of, management of and providing direction for the people who work in the organization. HRM deals with issues related to people such as compensation, hiring, performance management, organizational development, safety, wellness, benefits, employee motivation, communication, administration and training.
HRM is emerged with getting better results with collaboration of people at work and relationship within an enterprise. Human Resource Management is a multidisciplinary organizational function, dealing with effective management of people at work. Today raw materials and technology are available to every organization in every country in the world.
The only thing that separates the winners from the losers is the quality, character, sincerity, commitment and training of the workforce. People are the main resource in any organization. They have the power to make or break the organization. Various studies confirm that most successful managers are not necessarily those with the most business skills, rather they are those with the most finely honed people skills those who have been able to get ordinary people to do extraordinary things.
Managers must believe the power and potential of the people. The human resource is much more valuable than the capital resource. Hence corporations must start capitalizing on the hearts and brains of their people, not just their backs and hands. All these are possible through proper human resource management. HRM is a combination of people oriented management practices that views employees as assets and not as cost. The main objective of HRM is to create and maintain a pool of skilled and committed workforce to gain competitive advantage.
The differences in the interpretation of HRM have created two different schools of thought- soft and hard variants of HRM, Storey The Soft school of thought focuses on employee training, development, commitment and participation. This school defines HR functions aimed at developing and enhancing motivation, commitment, and quality of employees.
The hard school of thought deals with strategy where human resources are used to achieve organizational goals. It concentrates on cost control and head count strategies, especially in business processes like downsizing, lowering the wages, reducing comfort breaks etc.
The personnel, manpower, human resources or people at work of an organisation consist of all individuals engaged in the various organisational activities, regardless of levels.
People working in the organisation have different needs at different times. These needs may be physiological, social and psychological. Objectives of HR Manager are: 1. To create and maintain good relations amongst all those working in the organisation.
To bring about efficient utilisation of the available human resources in the organisation. To provide justice to the employees in the form of good working conditions and attractive pays along with good promotional avenues.
To perform the necessary managerial or line functions relating to human resources. Jucious Human resource management HRM , is nothing but the management of human resources. The true strength of any organization is its manpower and a good manpower is the result of a good HR team. HR is primarily concerned with the management of people within organizations, focusing on policies. HR departments and units in organizations typically undertake a number of activities, including employee benefits design, employee recruitment, training and development, performance appraisal, and rewarding.
HR also concerns itself with organizational change and industrial relations, that is, the balancing of organizational practices with requirements arising from collective bargaining and from governmental laws. It is responsible for the attraction, selection, training, assessment, and rewarding of employees, while also overseeing organizational leadership and culture. Human Resources is a business field focused on maximizing employee productivity.
Human Resources professionals manage the human capital of an organization and focus on implementing policies and processes. They can be specialists focusing in on recruiting, training, employee relations or benefits. Recruiting specialists are in charge of finding and hiring top talent. Training and development professionals ensure that employees are trained and have continuous development. This is done through training programs, performance evaluations and reward programs.
Employee relations deal with concerns of employees when policies are broken, such as harassment or discrimination. According to Edwin B. Jucious, Human resource management is that field of management which has to do with planning, organising and controlling the functions of procuring, developing, maintaining and utilising a labour force such that the- a Objectives for which the company is established are effectively achieved.
Human resource management is a crucial part of managerial process which involves recruitment and selection of right persons for right jobs, training, developing, motivating human resource and utilising the human resource in achieving the organisational goals.
Activities included in HRM are: 1. Human resource planning.
Fundamentals of Human Resource Management (10th edition)
DeCenzo and Robbins connect theory to applications, with: Concise, thorough coverage: Provides a practical look at the most critical issues in human resource management. The HRM Workshop: These end-of-chapter workshops promote analytical, diagnostic, team-building, investigative, and writing skills. Online HRM Experiences: 10 online, interactive scenarios allow you to experience the real world of human resource management. Emphasizing the application of theory, the book carefully integrates actual data and examples as well as the most up-to-date information available. Discusses the most critical issues in HRM today: globalization, diversity, empowerment, employee rights and ethics.
ISBN 13: 9780471397854
Human Resource Management
Fundamentals of Human Resource Management