week1
MGMT-410-23294
Chapter 1: Introduction to Human Resource Management
Chapter 3: The Manager’s Role in Strategic Human Resource Management
Now that I understand more what the functions of HR are, I can say that it's a difficult job. During the past months we have been working hard to find the right people for our morning show. Unfortunately we hire a couple of people that even though they were very well recommended did not fit with the team and end up leaving the company after 3 months. It was a decision that at the moment was our best option but, there was no chemistry with the other team members and didn’t work out.
Human Resource Management
Human Resources Management (HRM)—what a mouthful! Class, this term, I will introduce you to the concepts of HRM—what it is, what it does (typically), what it can do (optimally), and what it should do (strategically). To start, let's work on a few introductory questions.
1. What purpose does HRM serve in an organization?
Human resource management can help ensure that you get results—through people. Remember that you can do everything else right as a manager—lay brilliant plans, draw clear organization charts, set up world-class assembly lines, and use sophisticated accounting controls—but still fail, by hiring the wrong people or by not motivating subordinates. (Dessler, 2013 p.5).
2. What role does HRM serve in your organization (or your previous organization)?
3. What does "strategic" HRM sound like it means, in your opinion?
What are the four basic HRM functions? How exactly do these functions assist the organization in reaching its goals?
These functions—staffing, training and development, compensation and benefits, and employee relations (DeVry Lecture 2015, Week1)
Human resource management is the process of acquiring, training, appraising, and compensating employees, and of attending to their labor relations, health and safety, and fairness concerns. (Dessler, 2013 p.4).
How exactly do these functions assist the
Chapter 1: Introduction to Human Resource Management
Chapter 3: The Manager’s Role in Strategic Human Resource Management
Now that I understand more what the functions of HR are, I can say that it's a difficult job. During the past months we have been working hard to find the right people for our morning show. Unfortunately we hire a couple of people that even though they were very well recommended did not fit with the team and end up leaving the company after 3 months. It was a decision that at the moment was our best option but, there was no chemistry with the other team members and didn’t work out.
Human Resource Management
Human Resources Management (HRM)—what a mouthful! Class, this term, I will introduce you to the concepts of HRM—what it is, what it does (typically), what it can do (optimally), and what it should do (strategically). To start, let's work on a few introductory questions.
1. What purpose does HRM serve in an organization?
Human resource management can help ensure that you get results—through people. Remember that you can do everything else right as a manager—lay brilliant plans, draw clear organization charts, set up world-class assembly lines, and use sophisticated accounting controls—but still fail, by hiring the wrong people or by not motivating subordinates. (Dessler, 2013 p.5).
2. What role does HRM serve in your organization (or your previous organization)?
3. What does "strategic" HRM sound like it means, in your opinion?
What are the four basic HRM functions? How exactly do these functions assist the organization in reaching its goals?
These functions—staffing, training and development, compensation and benefits, and employee relations (DeVry Lecture 2015, Week1)
Human resource management is the process of acquiring, training, appraising, and compensating employees, and of attending to their labor relations, health and safety, and fairness concerns. (Dessler, 2013 p.4).
How exactly do these functions assist the