Human Resourses

Topics: Costs, Cost, Cost accounting Pages: 103 (26723 words) Published: December 19, 2012
What Is Human Resource Management?
Human Resource Management (HRM) is the function within an organization that focuses on * recruitment of,
* management of, and
* providing direction
for the people who work in the organization. Human Resource Management can also be performed by line managers. (Line Manager : Person who heads revenue generating departments (manufacturing and selling) and is responsible for achieving an the organization's main objectives by executing functions such as policy making, target setting, decision making). Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training. Human Resource Development (HRD) is the framework for helping employees to develop their personal and organizational skills, knowledge, and abilities. Human Resource Development includes such opportunities as * employee training,

* employee career development,
* performance management and development,
* coaching, mentoring, succession planning,
Coaching: The first step in any effort to improve employee performance is counseling or coaching. Counseling or coaching is part of the day-to-day interaction between a supervisor and an employee who reports to her, or an HR professional and line managers. Coaching often provides positive feedback about employee contributions. At the same time, regular coaching brings performance issues to an employee's attention when they are minor, and assists the employee to correct them. Mentoring is a formal or informal relationship established between an experienced, knowledgeable employee and an inexperienced or new employee. The purpose of the mentoring relationship is to help the new employee quickly absorb the organization’s cultural and social norms. Mentoring also assists an employee, new to a specific job or area of responsibility, to quickly learn what they need to know to succeed in their job and role. Mentoring can involve a formal exchange of knowledge and information and can be evaluative in nature to assess the assimilation of the new employee in his or her new role. The best mentoring relationships involve the exchange of a particular body of knowledge that helps the new employee quickly come up to speed as a contributor within your organization. Mentoring helps the employee navigate the learning curve inherent in any new role and relationship. Many organizations assign a mentor as part of their formal employee onboarding process. Other mentoring relationships develop spontaneously and over time. All mentoring relationships are encouraged as research indicates that employees who experience mentoring are retained, learn more quickly, and assimilate into the company culture more effectively. A mentoring relationship frequently occurs between an employee and their immediate supervisor; in fact, this was the normal mentoring relationship in the past. These mentoring relationships are still encouraged, but it is recommended that employees and organizations pursue additional mentoring relationships. A mentoring relationship with a supervisor never loses the evaluation aspects necessary for the employee to succeed within your organization. Succession planning is a process whereby an organization ensures that employees are recruited and developed to fill each key role within the company. Through your succession planning process, you recruit superior employees, develop their knowledge, skills, and abilities, and prepare them for advancement or promotion into ever more challenging roles. Actively pursuing succession planning ensures that employees are constantly developed to fill each needed role. As your organization expands, loses key employees, provides promotional opportunities, and increases sales, your succession planning guarantees that you have employees on...
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