Strategic alignment these terms are some of the phrases which are being used to explain the latest, evolving function of human resources process. The aligning human resource processes with business strategy about the growth of the business, increasing the performance of the employees and keeping the costs under a control. Which means the employee satisfaction and benefits provide to the population as they are not the strategic goals, but they are tools to reach the goals important for the whole organization. The importance of the alignment of the human resource process with business strategy is about going deeper and finding the real root components of the successful human capital management in the organization. The HR Managers have to identify the real goals of the business, the business way how to reach the goals and the real needs of the business from Human Resources. The HR tends to take care of Continue reading
Human Resource Concepts
Comprehensive Human Resource Strategy
Human Resource Management plays an important role in the enhancing the performance of employees in the organization. The efficient HRM policies are being designed in an organization to enhance the performance level to its maximum. Human resource management (HRM) is the process of linking the human resource functions with the strategic objectives of the organization in order to improve performance. We may call in the way that human resource management holds the central live blood role in any organization. An important aspect of an organization’s business focus and direction towards achieving high levels of competency and competitiveness would depend very much upon their human resource management practices to contribute effectively towards profitability, quality, and other goals in line with the mission and vision of the company. A comprehensive Human Resource Strategy plays a vital role in the achievement of an organization’s overall strategic objectives and visibly illustrates that the human Continue reading
Strategies to Improve Employee Relations
The human resources managers have their hands full all the time because of employee high turnover rate and complaint. It can be suggested that few steps that would help to eliminate some of the problems that plague most human resources managers. It is very important to choose the right person for each job. However, this would be one of the hardest tasks of the human resources manager. Human resources manager’s job is to make sure that the employee chosen for the job will do it correctly. This can be easily done through the interview process. It is vital that Human resource managers have to assess the current impact of labor turnover, identify turnover rates, and compare turnover rates with internal or external standards for addressing employee turnover. Therefore, human resource management can use this information regarding negative employment characteristics as part of their pre-employment selection process in order to recognize Continue reading
Employee Benefits and Compensation
Benefits and compensation in workplace offers a labor friendly condition to the workers to ensure that they give fully their potential. Compensation is an approach that is systematic to ensure that employees are provided with monetary value in exchange of the work performed. The purposes that the compensation is able to achieve include recruitment, job performance and job satisfaction. While benefits are a kind of compensation, that are given to employees in additional to what they get as wages and salaries. People during the pre-industrial era treated workplace and home place as one place, which change significantly with emergence of the machines and factory. Industrialization thus brought socioeconomic hierarchical that was accompanied with gender role stereotypes. This means that men were the one who were able to access the paid jobs while the women worked at home. The quality of the family was affected very much by the socio-economic hierarchy Continue reading
Performance Appraisal
Organizations are run and steered by people. It is through people that goals are set and objectives realized. The performance of an organization is thus dependent upon the sum total of the performance of its members. According to Peter Drucker, “An organization is like a tune; it is not constituted by individual sounds but by their synthesis.” The success of an organization will therefore depend on its ability to measure accurately the performance of its members and use it objectively to optimize them as a vital resource. The performance of an employee is his resultant behavior on the task which can be observed and evaluated. It refers to the contribution made by an individual in the accomplishment of organizational objectives. Performance can be measured by some combination of quantity, quality, time and cost. People do not learn unless they are given feedback on the result of their action. For learning Continue reading
Different Employee Training and Development Methods
Every organization needs well-adjusted, trained and experienced people to perform its activities. As jobs in today’s dynamic organizations have become more complex, the importance of employee education has increased. Employee training is a learning experience, it seeks a relatively permanent change in employees that improves job performance. Training involves changing skills, knowledge, attitudes, or behavior. This may means changing what employee know, how they work, or their attitudes toward their jobs, coworkers, managers, and the organization. Managers, with HRM assistance, decide when employees need training and what form that training should take. On-the-Job Training Methods 1. Job instructions: It is received directly on the job, and so it is often called “on-the-job” training (OJT). It is used primarily to teach an employee how to do their current jobs. A trainer, supervisor, or coworker serves as the instructor. OJT includes several steps: The trainee receives an overview of the job, its Continue reading