Human Resource Management

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NAME: SHARMIMI RIZAL BIN SHAMIUN
MATRIX NO: BB12160910
LECTURER: JULIAN PAUL SIDIN
ASSIGNMENT NO: 2

TOPIC: CHAPTER SUMMARY (HUMAN RESOURCE MANAGEMENT)

CONTENT TABLE
TITLE| PAGE|
TABLE CONTENT| 2|
CONTENT:| |
1.0 WHAT IS HUMAN RESOURCE MANAGEMENT?| 3|
2.0 THE IMPORTANCE OF HUMAN RESOURCE MANAGEMENT| 3|
3.0 ENVIRONMENT OF HUMAN RESOURCE MANAGEMENT 3.1 WORKFORCE DIVERSITY 3.2 GLOBALIZATION 3.3 LEGISLATION 3.4 UNIONS| 4 - 5| 4.O HUMAN RESOURCE MANAGEMENT PROCESS 4.1 STRATEGIC HUMAN RESOURCE PLANNING 4.2 HUMAN RESOURCE PLANNING 4.3 STAFFING PROCESS 4.4 TRAINING 4.5 CAREER DEVELOPMENT 4.6 PERFORMANCE APPRAISAL 4.7 COMPENSATION| 6 - 12| REFERENCE| 13|

1.0 What is Human Resource Management?

In order to understand the human resource function in an organisation, we need to know what actually is human resource management. According to Cary L. Cooper and Ronald J. Burke (2011, p. 11), Tocher and Rutherford define human resource management as “a set of distinct but interrelated activities, functions, and processes that are directed at attracting, developing, and maintaining a firm’s human resources”. However, Schermerhorn defines human resources management as “the process of attracting, developing, and maintaining a talented and energetic workforce to support organizational mission, objectives and strategies”. Firms can improve their performance by human resource management policies and practices. ( Cary L. Cooper and Ronald J. Burke, 2011)

2.0 The Importance of Human Resource Management

In an organization, human resource issues are crucial at every level of management. For instance, entry-level supervisors play an important role in human resource practices because they are the part of the selection process, and train, coach, and evaluate employees. Human Resource Department supports managers in carrying out human resource responsibilities in the organizations. Human Resource Department may conduct a pay survey to determine the salary range for a given position. Other than that, the department inform managers about changes in employment law, making a form to evaluate employees, and even determine if the applicants meet the minimum position requirements. However, Human Resource Department is limited to its functionality in organization. Managers will take over when determining the employee’s salary subject to budget constraints, ensure the law is being applied correctly, assess a subordinate’s performance, and make final hiring decisions. (Sidin J. P., 2012)

3.0 The Environment of Human Resources

To maximize the productivity of an organization, managers need to constantly monitor the external environment for opportunities and threats that may affect human resources and be prepared to react quickly to these changes. Major environmental considerations include workforce diversity, legislation, globalization, competitive forces, and labor unions. (Sidin J. P., 2012) 3.1 Workforce Diversity

We take U.S. workforce for example, is rapidly becoming more diverse. This is because African Americans, Asian Americans, Hispanics and other Minorities make up approximately one-third of the U.S. workforce. This will give an advantage of diversity for company leaders in order to succeed. In addition, in large urban areas where business activity takes place and corporate headquarters are usually located, the workforce is often 50 percent to 70 percent nonwhite. To ensure productivity goes well, employees and managers need to work effectively with people who are different from them. Therefore, the Human Resource Department holds a responsible for facilitating this process. Most Human Resource Department organize diversity training workshops for managers and employees to enable them to better relate to customers and one another. (Sidin J. P., 2012)

3.2 Globalization
Many firms enter the global marketplace as exporters, overseas...
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