Squares Hrm Practice

Topics: Human resource management, Human resources, Management Pages: 7 (2159 words) Published: August 31, 2013
This report is prepared as a requirement of the course “Human resource Practice in Bangladesh”  We selected Square Textiles Ltd. Working on this organization we came to know various Kind of HRM practice which are use here. Though it is a textile, it has proved itself in the related industry as a major competitor. In this report we have followed the guidelines provided by the teacher. Here we have tasked not only the HRM practice but also the marketing, management, finance and operational area of the Company.  What is Human Resource Management

The term human resource management (HRM) has relatively adopted in business organizations in place of personnel management. HRM can be defined as” the management of activities under taken to attract, develop, motivate, and maintain high performing workforce with in the organization”  HRM involves following characteristics. First, it focuses on horizontal authority and reduced hierarchy. The second characteristic is that the role of human resource professionals is to support and facilitate line managers who have the direct responsibility of managing personnel. Thirdly, HRM is proactive and fused with corporate level planning. The fourth characteristic is that employees are seen as subjects who have potential to develop and grow. The purpose of HRM is to specify employee’s potential and develop it in line with the needs of the organization. Finally, HRM holds the view that the management and non-management have a common interest in the success of the organization (Krulis cited in Goss, 1994).The development of HRM in the 1980s is reflective of an increased realization of the importance of human element in organizations. Goss (1994) stated that the evolution of HRM could be linked to socio-economic factors such as changes in international competition, restructuring of industrial sectors and organizations, and changes in the concept of managerial. According to Goss (1994), during the1970s and the early 1980s the US and the UK industries became incompetent at international markets because of increasing domination of Japanese manufacturers. Therefore, Western managers began to analyze the Japanese industry and concluded that Japanese organizations value people as the key asset of business. In short, this conclusion opened the way for the development of HRM. Human Resource Management Today and The Scope of HRM

Poole (1990) started that today’s HRM could be described as broad and strategic, involving all managerial personnel, valuing employees as important assets of organizations, and being proactive in its responsibilities. Moreover, today human resource functions refer to those tasks and duties performed in both large and small organizations to coordinate human resources (Byars & Rue, 1991). These functions of human resource management activities can be listed as follows: * To ensure that the organization apply equal employment opportunities and other government obligations. * To conduct job analysis to specify different requirements of jobs in an organization. * To identify personnel requirements that led the organization to achieve its objectives. * To develop and implement a plan that meet personnel and job requirements. * To recruit employees needed by the organization in order to achieve its objectives. * To select personnel in order to fill vacant positions within an organization. * To provide orientation and training to the employees.

* To design and implement management and organizational development programs. * To design and implement performance appraisal systems to evaluate employee performance. * To assist employees in developing career plans.

* To design and implement compensation systems for employees. * To mediate the relationship between organizations and its units. * To design systems for discipline and grievance handling. * To develop employee communication systems.

* To develop employee health and safety...
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