netrashetty
Netra Shetty
AccuQuote is a life insurance quotes provider based in United States. It was established by Byron Udell in 1994. The company is headquartered outside Chicago in Wheeling, Illinois and has a satellite branch office in Golden, Colorado
It is undeniable that the business world is full of competition and it is essential that every business should have the ability to compete strategically. Perhaps, it can be considered as the greatest challenge in every organization; to be able to manage each member who will be a factor to the growth and development of a firm. Furthermore, the company needs to choose an effective management approach in order to achieve the mission and reach the vision of a certain organization. Managing people in an organization or a working place is commonly the responsibilities of the human resources management of an organization. It includes a variety of activities; decides on staffing needs such as how to fill needed positions within the budget, employing, orienting and training the working force and ensuring that these employees will perform well in order to contribute for the growth of the organization.
Primarily, the main goal of this paper is to asses the importance of Human Resource Management in the business environment. The study shall be divided into five chapters in order to provide clarity and coherence on the discussion of the topic. The first part of the study will be discussing the problem uncovered by the researcher and provide ample background on the topic. The chapter shall constitute an introduction to the whole study, the hypothesis, and the statement of the problem in order to present the basis of the study. Moreover, the chapter shall also have a discussion on the scope of its study as well as the significance of the study to society in general and specific effects on individuals.
The second chapter shall be discussing the relevance of the study in the existing literature. It shall provide studies on supply chain management, the manufacturing industry and others. After the presentation of the existing related literature, the researcher shall provide a synthesis of the whole chapter in relation to the study.
Human resource management (HRM) is known and accepted in the broadest sense of the term, as a form of management that includes “all management decisions and actions that affect the nature of the relationship between the organization and the employees – its human resources” (Beer et al., 1984, p. 1). As can be observed based on the definition, the tasks of those belonging in HRM can be complex as it involves all issues that encompasses employee and firm relationship. Believing that the most important asset of a business is the people in order to achieve sustained business success is the core philosophy of human resource management (HRM), and realizing that this leads to a strategic management of people within the organization (Thornhill et al 2000).
Human resource management is regarded as an umbrella term that comprises (a) specific human resource practices such as recruitment, selection, and appraisal; (b) formal human resource policies, which direct and partially constrain the development of specific practices; and (c) overarching human resource philosophies, which specify the values that inform an organization's regulations and practices. Basically, these encompass a system that attracts, develops, motivates, and retains employees who ensure the effective functioning and survival of the organization and its members. It is true that managing people in organization is a very difficult task to handle because the employees that you will handle are provided with different culture, attitudes, values and norms.
Every organization has certain goals, for which it exists. These goals are achieved by the people who work for the organization. The people who work for the organization are called the human resources or manpower. When we talk of manpower staffing, what we mean is appointing the manpower in the organization according to its needs. Each organization has its own manpower staffing system. However, there are certain basic aspects that each of these systems need to follow. This article will center around these aspects and the basic procedure involved in manpower staffing. Keep reading to know more details.
Aspects of Manpower Staffing
What needs to be understood in manpower staffing is the right decision. This decision involves choosing the right candidate, with the right qualifications, for the right post, who will be involved in meeting the right goals of the organization at the right time. Too much of right, eh? Well, what this basically means is that the candidate that is chosen for the post or vacancy should be capable and fully qualified to do the job right. Also, the person should be able to do the job in the given time and in sync with the organization's goals. Just choosing a qualified person will not necessarily give results. In order to get the desired results, it is necessary to choose the person with capability as well as qualifications. A streak to put the organization's goals ahead of personal goals, is also admired and considered here. This is the reason that manpower staffing is a very important function of human resource management. Thus, recruitment and selection of manpower is not an easy job and should not be taken lightly. It takes time and efforts to find the right candidate and it also takes efforts to retain the candidate in that position. Other than these, the other aspects like employee motivation, employee training and development as well as employee retention are also considered. Let us now proceed to look at the procedure involved in the selection process.
Manpower Planning and Staffing
Manpower staffing can never work alone. Manpower planning is required in order to start staffing. Manpower planning, in simple words, means planning the human resources need of the organization. In management terms, this process is also known as human resources planning or personnel management. Human resources planning process precedes the process of manpower staffing. The following aspects need to be analyzed in the process of manpower planning.
* Analysis of the current manpower of the organization.
* Computation of the future required manpower for the organization.
* Development of the existing manpower of the organization.
* Planning the employee training requirements of the existing manpower of the organization.
* Planning for the future needs of the organization.
It is undeniable that the business world is full of competition and it is essential that every business should have the ability to compete strategically. Perhaps, it can be considered as the greatest challenge in every organization; to be able to manage each member who will be a factor to the growth and development of a firm. Furthermore, the company needs to choose an effective management approach in order to achieve the mission and reach the vision of a certain organization. Managing people in an organization or a working place is commonly the responsibilities of the human resources management of an organization. It includes a variety of activities; decides on staffing needs such as how to fill needed positions within the budget, employing, orienting and training the working force and ensuring that these employees will perform well in order to contribute for the growth of the organization.
Primarily, the main goal of this paper is to asses the importance of Human Resource Management in the business environment. The study shall be divided into five chapters in order to provide clarity and coherence on the discussion of the topic. The first part of the study will be discussing the problem uncovered by the researcher and provide ample background on the topic. The chapter shall constitute an introduction to the whole study, the hypothesis, and the statement of the problem in order to present the basis of the study. Moreover, the chapter shall also have a discussion on the scope of its study as well as the significance of the study to society in general and specific effects on individuals.
The second chapter shall be discussing the relevance of the study in the existing literature. It shall provide studies on supply chain management, the manufacturing industry and others. After the presentation of the existing related literature, the researcher shall provide a synthesis of the whole chapter in relation to the study.
Human resource management (HRM) is known and accepted in the broadest sense of the term, as a form of management that includes “all management decisions and actions that affect the nature of the relationship between the organization and the employees – its human resources” (Beer et al., 1984, p. 1). As can be observed based on the definition, the tasks of those belonging in HRM can be complex as it involves all issues that encompasses employee and firm relationship. Believing that the most important asset of a business is the people in order to achieve sustained business success is the core philosophy of human resource management (HRM), and realizing that this leads to a strategic management of people within the organization (Thornhill et al 2000).
Human resource management is regarded as an umbrella term that comprises (a) specific human resource practices such as recruitment, selection, and appraisal; (b) formal human resource policies, which direct and partially constrain the development of specific practices; and (c) overarching human resource philosophies, which specify the values that inform an organization's regulations and practices. Basically, these encompass a system that attracts, develops, motivates, and retains employees who ensure the effective functioning and survival of the organization and its members. It is true that managing people in organization is a very difficult task to handle because the employees that you will handle are provided with different culture, attitudes, values and norms.
Every organization has certain goals, for which it exists. These goals are achieved by the people who work for the organization. The people who work for the organization are called the human resources or manpower. When we talk of manpower staffing, what we mean is appointing the manpower in the organization according to its needs. Each organization has its own manpower staffing system. However, there are certain basic aspects that each of these systems need to follow. This article will center around these aspects and the basic procedure involved in manpower staffing. Keep reading to know more details.
Aspects of Manpower Staffing
What needs to be understood in manpower staffing is the right decision. This decision involves choosing the right candidate, with the right qualifications, for the right post, who will be involved in meeting the right goals of the organization at the right time. Too much of right, eh? Well, what this basically means is that the candidate that is chosen for the post or vacancy should be capable and fully qualified to do the job right. Also, the person should be able to do the job in the given time and in sync with the organization's goals. Just choosing a qualified person will not necessarily give results. In order to get the desired results, it is necessary to choose the person with capability as well as qualifications. A streak to put the organization's goals ahead of personal goals, is also admired and considered here. This is the reason that manpower staffing is a very important function of human resource management. Thus, recruitment and selection of manpower is not an easy job and should not be taken lightly. It takes time and efforts to find the right candidate and it also takes efforts to retain the candidate in that position. Other than these, the other aspects like employee motivation, employee training and development as well as employee retention are also considered. Let us now proceed to look at the procedure involved in the selection process.
Manpower Planning and Staffing
Manpower staffing can never work alone. Manpower planning is required in order to start staffing. Manpower planning, in simple words, means planning the human resources need of the organization. In management terms, this process is also known as human resources planning or personnel management. Human resources planning process precedes the process of manpower staffing. The following aspects need to be analyzed in the process of manpower planning.
* Analysis of the current manpower of the organization.
* Computation of the future required manpower for the organization.
* Development of the existing manpower of the organization.
* Planning the employee training requirements of the existing manpower of the organization.
* Planning for the future needs of the organization.
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