Human Resource Management

Human Resource ManagementTUTORIAL 1Define human resource management (HRM). What HRM functions must be performed regardless of the organizations size?Question 1What is HRM?About.comthe function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization.organizational function that deals with issues related to people.http://humanresources.about.com/od/glossaryh/f/hr_management.htm

Inc.comterm used to describe formal systems devised for the management of people within an organization. purpose of HRM is to maximize the productivity of an organization by optimizing the effectiveness of its employees.http://www.inc.com/encyclopedia/human-resource-management.html

is a strategic approach to the acquisition, motivation, development and management of the organization's human resources. It is devoted to shaping an appropriate corporate culture, and introducing programs which reflect and support the core values of the enterprise and ensure its success."

Michael Armstrong, A Handbook of Human Resource ManagementFunctions of HRMJob analysis and staffingOrganization and utilization of work forceMeasurement and appraisal of work force performanceImplementation of reward systems for employeesProfessional development of workersMaintenance of work forceJob Analysis and Staffing"Job analysis is the cornerstone of HRM practice because it provides valid information about jobs that is used to hire and promote people, establish wages, determine training needs, and make other important HRM decisions," stated Thomas S. Bateman and Carl P. Zeithaml in Management: Function and Strategy.Staffing, meanwhile, is the actual process of managing the flow of personnel into, within (through transfers and promotions), and out of an organization. Once the recruiting part of the staffing process has been completed, selection is accomplished through job postings, interviews, reference checks, testing, and other tools.Organization, Utilization & Maintenance of Work ForceInvolves designing an organizational framework that makes maximum use of an enterprise's human resources and establishing systems of communication that help the organization operate in a unified manner.Other responsibilities include safety and health and worker-management relations.It usually entail compliance with federal laws that protect employees from hazards in the workplace which are handed down from several federal agencies Occupational Safety and Health Administration (OSHA) and the Environmental Protection Agency (EPA), and various state agencies.Maintenance tasks related to worker-management relations primarily entail: working with labour unions; handling grievances related to misconduct, such as theft or sexual harassment; and devising communication systems to foster cooperation and a shared sense of mission among employees.Performance AppraisalThe practice of assessing employee job performance and providing feedback to those employees about both positive and negative aspects of their performance.Performance measurements are very important both for the organization and the individual, for they are the primary data used in determining salary increases, promotions, and, in the case of workers who perform unsatisfactorily, dismissalReward SystemsIt is the mechanism by which organizations provide their workers with rewards for past achievements and incentives for high performance in the futureAlso, it is the mechanism by which organizations address problems within their work force, through institution of disciplinary measuresEmployee Development & TrainingResponsible for researching an organization's training needs, and for initiating and evaluating employee development programs designed to address those needs.These training programs can range from orientation programs, which are designed to acclimate new hires to the company, to ambitious education programs intended to familiarize workers with a new software systemConclusionDepending on the size of a company, HR challenges will be different; however the means of resolving many critical issues can be similar.Differ in terms of resources, money, and time.Regardless of size, employees are vital assets.However, HR management responsibilities overlap for large and small organizations.Hiring the right peopleand training them wellcan often mean the difference between scratching out the barest of livelihoods and steady business growth. Personnel problems do not discriminate between small and big business. You find them in all businesses, regardless of size.THE SMALL BUSINESS HANDBOOK IRVING BURSTINER