Human Resource Management
1. Introduction:
The concept of human resource is changing day by day. Now employees of an organization is not only considered as human resources but also as human capital.This happened because of the increasing importance of human resource to an organization especially to a manufacturing organization. As a result, duties and responsibilities of human resource management have become so dynamic and challenging. The span of tasks of human resource management is now not only limited in hiring of employees but also includes training, development of employees, motivating them and in some cases deploying them too.
2. Historical context of Human resource management:
Managing human resources in a manufacturing firm is very tough job, and most important too. Because human resource is that segment of a production process which differentiate a firm from other firms in both positive and negative ways (Armstrong, 2012). There are many firms in the same industry who possess same resources and use same technologies but their productivity is different just because of the difference in skill and efficiency of their human resources. One firm’s human resources are adding value to the organization through higher productivity and another firm’s human resources are wasting the firm’s potentialities (Bratton and Gold, 2012).
2.1: Function of human resource management:
The function of human resource management of a firm starts with identifying how much employees are needed to the firm. Then recruiting and selection process starts. In case of fresh employees, the question of training and development or deployment comes. Because it will not be a wise decision for a firm to retain its employees who are less productive or not efficient up to the mark as manufacturing industry operates in a perfectly competitive market (Laroche and Rutherford, 2007). So, this report is focusing on these issues including employee performance, evaluation of performance, actions against poor performance
The concept of human resource is changing day by day. Now employees of an organization is not only considered as human resources but also as human capital.This happened because of the increasing importance of human resource to an organization especially to a manufacturing organization. As a result, duties and responsibilities of human resource management have become so dynamic and challenging. The span of tasks of human resource management is now not only limited in hiring of employees but also includes training, development of employees, motivating them and in some cases deploying them too.
2. Historical context of Human resource management:
Managing human resources in a manufacturing firm is very tough job, and most important too. Because human resource is that segment of a production process which differentiate a firm from other firms in both positive and negative ways (Armstrong, 2012). There are many firms in the same industry who possess same resources and use same technologies but their productivity is different just because of the difference in skill and efficiency of their human resources. One firm’s human resources are adding value to the organization through higher productivity and another firm’s human resources are wasting the firm’s potentialities (Bratton and Gold, 2012).
2.1: Function of human resource management:
The function of human resource management of a firm starts with identifying how much employees are needed to the firm. Then recruiting and selection process starts. In case of fresh employees, the question of training and development or deployment comes. Because it will not be a wise decision for a firm to retain its employees who are less productive or not efficient up to the mark as manufacturing industry operates in a perfectly competitive market (Laroche and Rutherford, 2007). So, this report is focusing on these issues including employee performance, evaluation of performance, actions against poor performance