The effective management of human resources in a firm to gain a competitive advantage in the marketplace requires timely and accurate information on current employees and potential employees in the labour market. With the evolution of computer technology, meeting this information requirement has been greatly enhanced through the creation of HRIS. A basic assumption is that the effective management of employee information for decision makers will be the critical process that helps. A HRIS is concerned with activities related to employees and potential employees of the organization. Because the human resources function relates to all other functional areas in the business, the HRIS plays a valuable role in ensuring organizational success. Some of the activities performed by the HRIS are workforce analysis and planning, hiring, training, job and task assignment and many other personnel related issues (Stair R,2006,241).…
The number of employees keeps on changing in different departments of an organization. Managers need to study the factors such as employee turnover and company growth challenge to make workforce planning decisions to maintain the necessary number of employees. For making the workforce planning decisions, different factors should be considered. Environmental factors such as labor force trends, technology, globalization and ethics and social responsibility have impact on managers’ workforce planning decisions.…
According to a report form BMF, large companies have increased their investment on training employees. This increase compared with year 2004 (2005,2004) is 4 percent, 2005 $1,424 per employee. But here comes a question such large money put into IT does it really help the groups to training and develop their employees? And this does really use properly?…
Institute of Work Psychology University of Sheffield and Centre for Economic Performance London School of Economics…
It is widely accepted that business relies on effective human resource management (HRM) to ensure that companies hire and keep good employees and meanwhile they are able to deal with the conflicts between workers and managers. As we look at the history and content of HRM, there have been numerous changes in the world of human resources (HR) during the last decade as it shifts its focus from enhancing internal operations to maximizing contribution to the corporation’s business performance. (Mercer Human Resource Consulting, 2006)…
The modern time is about change in variables existing in the environment that surrounds any organization. The corporate therefore has to plan the uncertainty in a limited time span focusing on training and development of staff ( Delahaya,2011,p.2). The most critical component for success of the organizations rest on how competent and knowledgeable their staffs are. Likewise the investment has to made on the human resource so that they are efficient and effective enough to reach the company goals.…
Training employees is an aspect of Human Resource Management that must be taken into a closer look. Increased in production does not only compels effective manager but also efficient workers. Without effective trained employees a business could not achieve greater outputs in its products or services.…
The people in your organization are your most important resource. It is not only essential to hire the very best employees but the important is that a company retains those employees. Training and re-skilling inspire loyalty. Training is seen as expensive and a way of making their employees attractive to others. The risks involved, when weighed against the benefits, often mean that retraining is overlooked in favor of recruiting externally. However, the recruitment costs of staff time before and after the hire and direct expenses compare favorably against staff development costs.…
The purpose of this report is to portrait , the major challenge for an organization is to create new strategies to retain its Valuable, Experienced &Talented employees. The management can control employees quitting within no time, but can’t put a complete full stop to it…… The major burden is on HR MANAGER ,the role of HR manager’s role has become very crucial. They need to attract, mold, develop, retain and fulfill the expectations of "knowledge workers". It has become evident that the application of effective HRM practices in managing them can only lead the organization towards success.…
In any business the success of an organization is highly dependent on its employees. Although there are many other factors play role in organization’s success, an organization must have effective employees to accomplish its goals. Training and developing employees these days has a significant role in most companies. These days a large amount of organizations need to improve the job performance of their employees. Training and developing employees are very important to help organizations successfully compete in today’s business environment. The value of the organization highly increases with better trained employees. With organizations having better trained and developed employees, organizations are able to avoid wasteful spending of money and time. This will affect the employee’s performance, which will lead to affect the organization. Many organizations made a mistake by assuming employees are only seeking for financial benefits. In today’s work environment employees are more and more demanding in change, flexibility, as well as variety in their work. Because of unqualified employees organizations cannot easily respond to its employees demand. Training and developing employee’s skills and knowledge are main conditions for promotions, because promoted employees will be more responsible and able to make more effectiveness on the organization. The purpose of this research is to know the effect of trained and developed employees on the organization’s performance and on the employees themselves, and whether employees with or against training and developing. In addition, the ways employees can be trained and developed, and whether the organizations get the desired outcomes of the training or not. This paper will determine the objectives of this research. It will also review previous studies about training and developing employees, and it will include a number of interviews with employees live the experience of training and developing on their organizations. It will also…
The proposal is seeking the appropriate answer in the different challenges that the human resource management will meet soon. Moreover, learning the capability of the study regarding the operation of the business also matters. Through the application of the various strategic tools of the HRM, the proposal also extends it concern on the applicable practices that can help the department manage the challenges.…
Management’s basic job is the effective utilization of human resources for achievements of organizational objectives. The personnel management is concerned with organizing human resources in such a way to get maximum output to the…
There is a lot of emphasis on the investment in the development of the organizational human resources where the traditional crude pay is being reinforced with rewards, retention and other HR practices that are strategic. This means that the HR departments must realign their functions in order to create a mindset that revolves around motivation of workers and mixing long term and short term strategies that underpin the strategic direction of the business. This means that if the aspirations of the business are the major assets of the business, the only other asset that can work hand in hand with those aspirations, goals and objectives are the people.…
For any organization, it is important to identify where it stands in the 4 C’s of strategically planning the direction of the organization; managing human labor force and goals of the organization; and then sustaining the momentum required during the goal achievement process. The following are basic questions that should be asked: 1. Competence: How competent are employees in their work? Do they need additional training? 2. Commitment: How committed are employees to their work and organization? To what extent do HRM policies enhance the commitment of employees to their work and organization?3. Congruence: Is there congruence, or agreement, between the basic philosophy and goals of the company and its employees? Is there trust and common purpose between managers and employees? 4. Cost effectiveness: Are HRM policies cost-effective in terms of wages, benefits, turnover, absenteeism, strikes, and similar factors?…
This study focused on “Human Resource Management And Job Efficiency of Workers in An Organization”. The study was carried out using secondary data. It was found that good human resource management enhances job efficiency of workers, and also contributes to the achievement of organizational goals. Based on the findings, the following recommendations were made: organizations should endevour to establish a more and effective structured process for managing their stock of human resources. Organizations should treat all human resource issues with great caution, equally they should create a positive work environment for workers to simultaneously fulfill their own needs as well as that of the organization. Lastly, compensation programmes should be developed to encourage employees to put up effective performance.…