human resource and the organization

8/13/2019 Human Resource and the Organization

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Human Resource and the OrganizationWhat Is Human Resource Management

Human Resource management has a great impact and is interrelated to an enterprise'ssuccess and performance. Human resource management includes the components likeemployee's involvement and authorization, job planning, team work production system,and how to deal with employees and their requirements. In a business setup like for anenterprise communication is an important tool, so in the Human Resource management itis done with great responsibility to improve the companies' profitability.Human resource management is one the most important tools a company must have. Inthis new world Human resource management has been given great importance by manycompanies as to work in a proper manner. The true asset for an economy of any country isits people; a company cannot work without its assets such as land, equipments andmachniries...so it also can't be run with out its people.

For a company to survive today perfect human resource management is a must. But mostly

company doesn't pay much attention on to it. Perfection in human resource managementcan increase the company's management and its productivity; one cannot impose its ownrules and regulations on a staff without seeing their needs.

Perfect professionals I hired for human resource management will determine whatstrategies a company should undertake which are also in the favor of the employees.

There are certain aspects of a strategy listed below:

1. Controlling the expense:

o Employee's management and the facilities provided to them.o Certain benefits provided by a company to its employees such as medial

benefits, leaves and etc.o Retirement services include services which at the time of retiring or after are

considered.

2. Increasing the profitability:

o Selection of an employee.o To judge the performance of the employees and recovering if any deficiency.o Training the employees according to the work they are about to produce.o Development of a proper staff.


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3. Security of Annual Profit:

o Government abidance is requiredo Liabilities of an employee and how to manage themo Support of the owner

These are the following facts and figures undertaken by a human resource management.Treating the people of a company well is similar and equally important as how you managethe other assets of your business.

The outsourcing services provided by a human resource management are listed below:

Work of the Administration:

1. Administration of an employee2. Working with the government according to certain accepted standards3. The management of employer's liability

Huge Companies Profit:

1. Providing Employee online services center2. One on one client network3. Correspondence with employee4. Insurance management5. Working all the financial, technical and negative phases of a business positively

How to Improve Productivity:

1. To select the very best and right people for the kind of business operated.2. Managing the performance of the company by fixing their salaries, timings and

facilities.3. To train the employees correctly how to work according to the needs of the business.

In a nutshell it could be narrated that HRM management deals with all the matters

pertaining to a companies employees.


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Development of hrm

"The last twenty years or so has seen the rise of what has been called the Human

Resource Management (HRM) new orthodoxy (Guest 1998; Bacon 2003;

Marchington and Wilkinson 2005). In the mid-1980s in the UK, and earlier in the US,

the term HRM became fashionable and started gradually to replace others such as'personnel management', 'industrial relations' and 'labour relations'. The practitioners

of people management are no longer personnel officers and trainers but are HR

managers and human resource developers (and importantly line managers). The

1990s saw the launch of new journals and the flourishing of university courses in

HRM. The then Institute of Personnel Management, the main professional body for

Personnel practitioners, re-launched its journal People Management, but ubtitled it

'the magazine for human resource professionals'. The millennium has now witnessed

the professional body receiving a Royal Charter to become Chartered Institute of

Personnel and Development. The HRM bandwagon is well and truly rolling."

Contemporary Human Resource Management: Text and Cases

by Adrian Wilkinson & Tom Redman

FT Prentice Hall; 2Rev Ed edition (14 Nov 2005)

Why study HRM?

School leavers

Most of us can expect to spend many years of our lives working in organisations of

various kinds, being managed or managing others. Employers have differentapproaches to managing their employees, but all organisations require people to

make the goods or provide the services they are set up to make or provide, and

therefore an understanding of how to effectively manage people in the workplace is

of great importance and value. This not only applies to the increasing number of

managers who are employed by organisations to provide specialist expertise in what

is generally called Human Resource Management or Personnel, but any manager

who has some responsibility for managing staff at whatever level.

If you have studied Higher Business Management or AS/Advanced level Business

Studies, you may well already have been introduced to key areas and issue in HRM,including:

the changing nature of the world of work and employment

recruitment and selection of staff

training and developing people

employment laws and regulations

managing employee performance

managing conflict in the workplace

employee representation and involvement in their workplaces
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The study of HRM at Strathclyde will further develop these themes by studying

relevant theories, research and practices in managing people and the employment

relationship. This is an area of study drawing on and using different approaches and

disciplines to develop our understanding of people's behaviour at work and how this

might be influenced- and the limits to influencing employee behaviour. These coredisciplines include psychology, sociology and economics.

How people are managed in the workplace influences what they think about their

work and their employer and therefore their behaviours and actions in the workplace.

For example, does their employer invest in their training and development to improve

work performance and career development? Or are the views and ideas of

employees about their work listened to by employers? Do they feel that they are

treated fairly and provided with equal opportunities in rewards? The answers to such

questions will impact on the way people feel about their work and the kind of

commitment they are willing to put into it for their employer. And conversely the way

people feel about how they are managed at work and their employment relationship

may generate conflict and resistance to managerial controls.

HRM analyses the employment relationship and the way people are managed in the

workplace. It explores these issues not only in the context of the individual employee

and their employer, but in the context of the wider workplace, the labour market and

economic forces shaping the world of work, technological changes, employment

regulations and social trends. The world of work is fast changing so an

understanding of how this all affects the way people are managed in the workplace is

of tremendous significance theoretically and practically. The employment relationship

is not only an economic exchange of pay for effort, but also a legal contractual

relationship and a social and psychological one. We explore all of these dimensions

to develop a more rounded understanding of managing people in work.

HRM as a principal subject

Moving from your 1st year, you will have to choose your principal subject. HRM will

allow you to continue your studies of organisations, management and the

employment relationship. Alongside the core classes; there are a number of elective

classes which provide the opportunity for students to choose from a variety of

pathways through the degree. For example, you might choose to specialise in:

Learning and Employee Development

Recruitment and Selection

Employment Relations

Equality and Diversity

Alternatively, you can choose any electives from these three "streams" and make up

your own customised course following your interests.

We have aimed for an interesting, exciting and challenging range of options to reflect

the broadly based conception of HRM that the department espouses, and to provide

students with an appropriate education as well as an opportunity to participate in a


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comparatively flexibly curriculum. Our core classes will ensure that you have a

thorough basis in the essentials of the subject.

We have aimed for an interesting, exciting and challenging range of options to reflect

the broadlybased conception of HRM that the department espouses, and to provide

students with an appropriate education as well as an opportunity to participate in acomparatively flexibly curriculum. Our core classes will ensure that you have a

thorough basis in the essentials of the subject.

Recent graduates from our department include both HR and generalist managerial

and training positions in the private and public sectors, for example:

Dell

Scottish Power

West Lothian Council

Forestry Commission

Professional recognition

The Department of Human Resource Management at Strathclyde is recognised by

the leading professional body in the field of HRM, theChartered Institute of

Personnel and Development(CIPD). Our postgraduate Diploma and Masters

programmes are accredited by the CIPD, meaning that students successfully

completing the Diploma whether by full or part time study gain graduate membership

of CIPD. This is recognised by employers when they are looking to recruit managers

and HR specialists. Increasingly, we see our undergraduate students come back to

complete the Diploma to gain this professional qualification.
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human resource and the organization

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