assignment on how hrm is related to the management process

7/31/2019 Assignment on how HRM is related to the Management Process

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Assignment

On

Prepared By:

Syed Nazim-Ud-Daula

BBA 15th

BATCH

Dept. OF MARKETING

University of Dhaka

Prepared For:

Submission Date:


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What is Human Resource Management?

Human Resource Management (HRM) is the integrated use by an organization of

systems, policies and management practices to recruit, develop and retain

employees who will help the organization meet its goals. HRM plays an important

role in assuring employee satisfaction, improving performance and productivity.

This can further an organization's competitive advantage, and directly contribute to

the organization's success.

HRM is not just an issue for an organization's HRM department or for HR

professionals. It is also the responsibility of leaders and managers, who exercise

HR functions with their staff every day. HRM provides managers with skills and

tools to enhance their own performance and the performance of their employees.

By using these tools and working closely with HR professionals, managers can

help build their employees' capabilities and strengthen employee commitment tothe organization. This in turn will strengthen individual and organizational

performance, and further the organization's ability to meet its goals according to

performance objectives and standards.

Why is Human Resource Management important?

An effective HRM system allows organizations to address human resource issues

strategically. This helps the workforce deliver high quality health services, despite

internal and external challenges to the organization. A strong human resource

management system helps organizations prioritize their organizational andbusiness strategies while effectively managing the changes inherent in health

sector reform and decentralization. HRM helps attract and retain competent

employees, assists employees and managers in adapting to organizational change,

and facilitates the use of technology to determine how and where work is done.

HRM is perhaps one of the most misunderstood, but most important management

systems. Employees are an organization's most important asset, as well as its most

expensive: personnel costs often consume 70-80% of an organization's budget.


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How HRM is related to the management process?

With a strong and equitable HRM system, employees:

Receive compensation that reflects their level of responsibility. Feel more motivated and understand how their work relates to the

organization's mission and values.

Are more satisfied with their jobs.With a strong and equitable HRM system, organizations:

Are better equipped to achieve their goals. Increase the level of employee performance. Save costs through the improved efficiency and productivity of workers.

Improve their ability to manage change.

At the organizational level, HRM and HR professionals play many important

roles. They include:

1. acting as a strategic partner with senior managers and leaders by aligningHR strategies and practices with overall organizational strategies;

2. acting as an administrative expert for recruiting and hiring staff, evaluatingemployee performance, staff development and training, rewarding,

supervising and delivering other HR processes that contribute to an

organization's smooth operations;3. representing and supporting employees; and,4. acting as a change agent to prepare employees and implement processes for

change within an organization.

At the national level, HRM can help to support and enhance health-sector policies

and practices to ensure a workforce whose staff, qualifications and placement are

appropriately allocated. Organizations need to be able to accurately predict the HR

needs to maintain service delivery and improve access to care and quality of care.

Staff training and development are driven by the need to bolster staff skills

according to organizational competencies, goals and directions. Relationships withunion officials need to be established and well maintained. HRM is responsible for

participating in organizational capacity building; instituting new employee

incentives; and re-shaping HRM policies, processes and procedures, supervision

systems and job descriptions.


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Give several example of how hr manager concept can be of use to all managers.

Performance Improvement through Human Resource Management

A solid HRM system provides the foundation for employee performance

improvement. Performance improvement is a process for achieving individual and

organizational results by identifying the key elements of strong performance, and

then making sure that these elements are in place. Since an organization is a

complex system, plans for organizational improvement must address all the

different parts of the system, in an integrated way. HRM can help to identify and

coordinate different performance improvement interventions, even if they are not

directly related to human resource issues. Further, HRM should always beconsidered an important part of any performance improvement process, to make

sure that each management system complements and facilitates the smoothoperation of the other.

Using the Human Resource Development Tool

Management Science for Health (MSH) has developed the Human Resource

Development (HRD) Tool to assess the following six areas of a HRM system:

1. Human resource capacity: budgets and staff.2. Planning: organizational mission and goals.3. Personnel policies and practices: job classification system; compensation

and benefits system; recruitment, hiring, transfer, and promotion; orientation

program; policy manual; discipline, termination, and grievance procedures;

relationships with unions; and labor law compliance.

4. Data: employee data; computerization of data; and personnel files.5. Performance management system: job descriptions, supervision; and work

planning and performance review.

6. Training: staff training; management and leadership development; and linksto external pre-service training.The use of the HRD tool will help an organization address these six areas in an

integrated way. Below are several examples of how the HRD tool has been applied

in different contexts.


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In Albania, the Ministry of Health, with 24,000 employees nationwide, used the

HRD tool to assess its HR capacity before beginning to decentralize management

responsibilities for the public health system to the district level. In Zambia, the

Society for Family Health, a family planning NGO with 80 employees in five

offices used the same tool to assess its HR capacity as part of a strategic

organizational effort. And in Bolivia, the Center for Research, Education, and

Services, an NGO with 124 employees providing reproductive health services

throughout the country, used the HRD tool to plan for strengthening its overall

HRM system.

Assessing at your Human Resource Management system

Within your own organization, use the following quiz to begin thinking about some

HRM system issues. This will help you start the process of strengthening your

organization's HR capacity to improve staff productivity and allow yourorganization to provide higher quality services to your clients.

Do employees understand how their work specifically contributes to themission and goals of the organization?

Do employees consider their performance reviews to be a chance to discusscurrent work, skills and competencies and discuss future professional

opportunities?

Are employees routinely considered for openings and promotions within theorganization?

Do employees understand the policies on salaries and benefits and considerthem fair and equitable?

Do employees come to work on time and work productively for the fullworkday?

Is the supervisor's role valued and supported by the organization? Does your organization have a clear system for managing volunteers? Are job descriptions up-to-date and readily available to all employees? Can your organization take on new objectives or tasks with cooperation from

everyone?

Does your organization have strategies to provide meaningful jobs?

Does your organization have a spirit of achievement and high performance? Can your organization engage in long-range planning, knowing that it has or

can develop the human resources required?

Do managers spend less than 10% of their time dealing with grievances?


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If you answered "yes" or "sometimes" to the questions above, you are to be

congratulated! If you answered "no" to many of the questions above, perhaps you

should re-examine your approach to HR and consider how to improve it.

Questions that employees frequently ask themselves, concerning their work andworkplace, include the following:

Am I being treated fairly? What am I supposed to do? How well am I doing my work? Does my work matter to the organization? How can I develop myself within the organization?

A carefully planned and implemented HRM system addresses these employee

concerns, recognizing that they may affect employees and the quality of theirperformance.

Human Resource Management is every leader and manager's business

Senior leaders and managers need to become "human resource champions" in their

organizations, becoming skilled themselves in managing their staff and promoting

broader roles for HRM, increasingly pertinent in today's organization. Leaders and

managers are responsible for producing results not only for the organization's

clients, donors and investors, but for its employees. To achieve these

organizational results, effective management of human resources is essential.Leaders and managers must expect high performance from their employees and at

the same time must also provide the necessary resources and support for theiremployees to achieve it.

assignment on how hrm is related to the management process

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