The world of work is rapidly changing. As a part of organization, Human Resource Management (HRM) must be prepared to deal with effects of changing world of work. For the HR people it means understanding the implications of globalization, work-force diversity, changing skill requirements, corporate downsizing, continuous improvement initiatives, re-engineering, the contingent work force, decentralized work sites and employee involvement. Let us consider each of them one by one. 1. Globalization and its implications Business today doesn’t have national boundaries – it reaches around the world. The rise of multinational corporations places new requirements on human resource managers. The HR department needs to ensure that the appropriate mix of employees in terms of knowledge, skills and cultural adaptability is available to handle global assignments. In order to meet this goal, the organizations must train individuals to meet the challenges of globalization. The employees must have working knowledge Continue reading
Human Resource Management
Human Resource Management (HRM) is branch of management that deals with people at work, it is concerned with the human dimensions of management of the organization. As organization consists of people, therefore acquiring them, developing their skills, providing them motivation in order to attain higher goal and ensuring that the level of commitment is maintained are the important activities.
External Recruitment
The sources of recruitment can be classified into two types, internal and external. Filling a job opening from within the firm has the advantages of stimulating preparation for possible transfer of promotion, increasing the general level of morale, and providing more information about job candidates through analysis of work histories within the organization. A job posting has a number of advantages. From the view point of the employee, it provides flexibility and greater control over career progress. For the employer, it should result in better matches of employee and job. In most instances, the jobs are posted on notice boards, though some carry listings in the company newspapers. The posting period is commonly one week, with the final decision for hiring being completed within four weeks. Internal applications are often restricted to certain employees, the guidelines for one company including (1) “good” or “better” on most recent performance review; (2) Continue reading
Uses of Job Analysis in Human Resource Management (HRM)
Job analysis is understood as the analysis of job-related activities in the organization. Job analysis collects and analyses the information related to jobs and various aspects of jobs. It is performed upon ongoing jobs only which contain job contents and the skill requirement to perform the specific task. It involves a formal study of jobs which is essential in determining the duties and the nature of the jobs in the organization. Job analysis is a very important function of HR, which is related with many activities of Human Resource Management (HRM). Theoretically speaking, job design, job analysis, job descriptions and job specifications and are all around “work” to be, but from the company’s current situation, the design work than not to change, the only way is indeed feasible that using job analysis to evaluate the value of work position, even reasonable analysis can achieve job enrichment and purposes of diversification. Continue reading
Strategic Innovation in Human Resource Management
Businesses can recapture the innovative spirit that initially launched their success. It has been done in companies old and new, big and small, and in just about every industry you can imagine. Each case is different, but there are three common threads. First, corporate leaders recognized the intellectual capital and potential that resided within their own employees. Second, they turned to the Human Resources Department to find the key to unlocking that potential and putting that capital to work. Third, the company reaped tremendous rewards in terms of productivity and profitability as a result. What is common to each strand of this process is the importance of HR departments to the process of strategic innovation. Ideas are the lifeblood of business success. Most of today’s corporate giants began with little more than a great idea and an entrepreneurial gleam in their eye. They leveraged their intellectual capital to build financial Continue reading
Role of Different Parties Involved in Industrial Relations
Role of Government in Industrial Relations In recent years the Government has played an important role in regulating industrial relations but the extent of its involvement in the process is determined by the level of social and economic development while the mode of intervention gets patterned in conformity with the political system obtaining in the country and the social and cultural traditions of its people. The degree of Government intervention is also determined by the stage of economic development. For example, in a developing economy like ours, work-stoppages to settle claims have more serious consequences than in a developed economy and similarly, a free market economy may leave the parties free to settle their relations through strikes and lockouts but in other systems varying degrees of Government participation is required for building up sound industrial relations. In India, the role played by the Government is an important feature in the Continue reading
Outsourcing of Training and Development
Organizations now are using a unique approach to provide training internally by outsourcing their training departments. This they have found is a way that reduces costs improves productivity and relives them from the need of constant upgradation. Handing over the organizations training function over to “experts” in many ways also improves the quality of training. These experts have a lot of advantages; they are constantly upgrading themselves to differentiate themselves from the competition and add value to their clients, by virtue of the multiple clients they serve – they have an upfront feel of the best industry practices; training costs can be tracked more objectively and can help align your training’s with your strategic objectives in a far better manner. Outsourcing of training and development activities means comprehensive, end-to-end outsourcing–from the management of the training function to the design, delivery and reporting. Training BPO refers to the transfer of management Continue reading