4 'R' of Human Resource
Management is the process of getting things done effectively and efficiently with and through other people to achieve the objective of the organization.
Human resources is a term used to refer to how employees are managed by organizations, or to the personnel department charged with that role. The field has moved from a traditionally administrative function to a strategic one that allegedly recognizes the link between talented and engaged people and organizational success.
Human Resource Management serves these key functions:
1. Recruitment and Selection
2. Redundancy
3. Industrial and Employee Relations
4. Record keeping of all personal data
5. Total Rewards: Employee benefits and compensation
6. Confidential advice to internal 'customers' in relation to problems at work
7. Career development
8. Competency Mapping (Competency mapping is a process an individual uses to identify and describe competencies that are the most critical to success in a work situation or work role.)
9. Performance Appraisal
In organizations, it is important to determine both current and future organisational requirements for both core employees and the contingent workforce in terms of their skills/technical abilities, competencies, flexibility etc. The analysis requires consideration of the internal and external factors that can have an effect on the resourcing, development, motivation and retention of employees and other workers.
When a company expands its operation, sets up new facilities, extends its product range and brings in overseas technology, HR Management is in a position to recruit junior level and also senior level personnel but when it comes to the recruitment for middle management or operating level persons in middle management cadre, they find the task arduous. The reason is because the middle management persons form a vital link in between top management and work force, supervisory personnel for any company’s growth perspective.
In today’s modern
Human resources is a term used to refer to how employees are managed by organizations, or to the personnel department charged with that role. The field has moved from a traditionally administrative function to a strategic one that allegedly recognizes the link between talented and engaged people and organizational success.
Human Resource Management serves these key functions:
1. Recruitment and Selection
2. Redundancy
3. Industrial and Employee Relations
4. Record keeping of all personal data
5. Total Rewards: Employee benefits and compensation
6. Confidential advice to internal 'customers' in relation to problems at work
7. Career development
8. Competency Mapping (Competency mapping is a process an individual uses to identify and describe competencies that are the most critical to success in a work situation or work role.)
9. Performance Appraisal
In organizations, it is important to determine both current and future organisational requirements for both core employees and the contingent workforce in terms of their skills/technical abilities, competencies, flexibility etc. The analysis requires consideration of the internal and external factors that can have an effect on the resourcing, development, motivation and retention of employees and other workers.
When a company expands its operation, sets up new facilities, extends its product range and brings in overseas technology, HR Management is in a position to recruit junior level and also senior level personnel but when it comes to the recruitment for middle management or operating level persons in middle management cadre, they find the task arduous. The reason is because the middle management persons form a vital link in between top management and work force, supervisory personnel for any company’s growth perspective.
In today’s modern