netrashetty
Netra Shetty
ADC Telecommunications (NASDAQ: ADCT) is a communications company located in Eden Prairie, Minnesota, a southwest suburb of Minneapolis.
Human resource management is known to be one of the most important aspects of a business enterprise. Thus, the main objective of this paper is to measure the importance of Human resource management. Specifically, the study aims on achieving the following objectives:
1. Identify the vital functions of Human resource management in a business environment.
2. To know how the effects of having strategic human resource management to a business.
3. Increase the awareness and provide a better understanding of the Human resource management context.
Human resource management has commonly been illustrated as an idea with two distinct forms i.e. soft and hard. These are absolutely opposed beside a number of scopes and they have been used by many critics as devices to classify approaches in managing people according to developmental-humanist or utilitarian-instrumentalist principles (Legge, 1995).
According to Lipiec (2001), human resource management is defined as the process of coordinating an organization's human resources, or employees, to meet organizational goals. Human resource professionals deal with such areas as employee recruitment and selection, performance evaluation, compensation and benefits, professional development, safety and health, forecasting, and labor relations. Some of the challenges today in human resource management are maintaining a diverse workforce, dealing with major technological changes, keeping up with governmental regulations, handling corporate restructuring and downsizing, and formulating strategies essential to personnel management.
As a result, many executives have suggested that effective Human Resources (HR) strategies are one of the most important aspects of successfully implementing organizational strategy within the company. Human resource management covers two large performance areas: (1) leadership and employee motivation, and (2) HR practices (recruitment and selection, training, performance appraisal, and compensation management). Human Resource managers are responsible for recruiting high-quality employees, the continual training and development of those employees, and the creation and maintenance of reward systems. In addition, human resource management is also accountable for the control processes that are central in achieving the dramatic cultural changes often required when the organization opted to change their management systems (Buckingham & Vosburgh, 2001).
Further, Human resource management has a core responsibility to manage people in organization effectively and efficiently to make sure that the organization is doing well in order to maintain its competitiveness within its field. The role of the Human resource management is the most important yet the most difficult task to handle. The HR department must implement ways that will consider the employees and the motivation of the whole organization
Importance of HRM in Career Development
Human Resource Management is accountable for the growth and development of the organization and the employees as well. Employees must be given a chance to develop their career in the organization, not only for the advantages that they can get for themselves but also for the organization. One of the obligations of the Human Resource Management (HRM) is to be able understand that the primary of career development is to help employees analyze their abilities, skills, and interests to better match personnel needs for growth and development to the needs of the organization. Secondly, the human resource management must be able to identify the factors in maintaining a successful career development program. There are three type of planning which is related to career development: Broad Life Planning, Development Planning and the Performance Planning (Williams, 1995).
Human Resource Management is important, specifically in incorporating each of these into the career development program. Moreover, the Human Resource Management is essential to identify their general obligations in the area of career development as well as their specific responsibilities to their employer and the organization. Part of the responsibility of the HRM is to determine the methods for improving the harmony between the individual and the organization related to the development of the employees’ career. Lastly, the Human Resource Management department is also important so as to apply career development in the setting of the organization (Henderson, 1996).
In any profit organization and the like, career development must be part of the opportunity given in their employees and staff. The employees should be able to develop their careers with the help of the Human Resource Management. For example, in the Southwest Airlines, being a people-oriented organization, they value their employees and staff in a way that they give them their demands and needs in order to be motivated. Part of the opportunities that Southwest Airline is the career development, and in order to achieve such goal the Airline has established a University of the People in order to train their employees to the career they wanted to develop (Delaney & Huselid 1996).
In this manner, the employees undergo standardized courses suitable for their career development. Every year, the managers, supervisors and other employees are required to attend a two-day seminar/training so that they would be able to enhance their skills in leadership and in order to know what career path would be available for them within the organization. This includes being a manager, executives, or supervisors in accordance with the ability and skills of the employees. More and more organizations are trying to provide different ways in order to help the employees for career development purposes.
Another organization that provides career development for their staff is the Institute of Food and Science Technology (IFST) in United Kingdom. The members of this organization are being provided with assistance in three different ways. These ways are 1) making the members be aware of the career development chances; 2) extending the members personal network by taking part in different activities within and outside the organization, and 3) letting the members participate in the continuing professional development program imposed by the institution
12. JOB ANALYSIS
At PC job description is prepared for only managerial level post. The job description is written by the HR department, the employees who are performing/ has performed the specific job make their contributions by listing down their activities in provided diaries/logs & then presenting them to the HR department which consequently writes down the specifications for the personnel required
.
a) JOB DESCRIPTION
Job descriptions are lists of the general tasks, or functions, and responsibilities of a position. Typically, they also include to whom the position reports, specifications such as the qualifications needed by the person in the job, salary range for the position, etc. Job descriptions are usually developed by conducting a job analysis, which includes examining the tasks and sequences of tasks necessary to perform the job. Job descriptions are used especially for advertising to fill an open position, determining compensation and as a basis for performance reviews.
In , the job description contains:
• Skills and Efforts
• Tasks
• Responsibility
• Outlines of the Duty
• Whom to Report the Task
Everything is mentioned in it for the employees in a very detailed manner.
b) JOB SPECIFICATION
Once you are aware of the type of person you are looking to fit your job vacancy, you can now design a "Job Specification" profile.
In the job specification includes:
• Qualification of employee
• Experience of employee
• Training or development needed for the particular job
• Personal attributes required for the job
• Interpersonal skills and communication skills.
13. JOB EVALUATION
Job Evaluation is the methods and practices of ordering jobs or positions with respect to their value or worth to the organization.
According to following factors are considered important while making job evaluation which is:
• Complexity of the Job.
• How much Stress one can Bear.
• Available Budget for Compensation.
• Experience Required for the Job.
• Company Need for the Employee for that Job.
• Abilities required performing a Job.
Method used for Job Evaluation
According to, the method used for Job Evaluation is as follows:
• Classification Method
• Ranking Method
• Point Method
use Classification Method when an employee is performing well and has a chance to get promoted with the same position but at higher level.
On the other hand believes that there hierarchy is flat in nature. Due to which they consider that the pays varies according to the position of the hierarchy. The top management will get more salary as compared to employees of middle management. According to this policy is also following ranking method
Human resource management is known to be one of the most important aspects of a business enterprise. Thus, the main objective of this paper is to measure the importance of Human resource management. Specifically, the study aims on achieving the following objectives:
1. Identify the vital functions of Human resource management in a business environment.
2. To know how the effects of having strategic human resource management to a business.
3. Increase the awareness and provide a better understanding of the Human resource management context.
Human resource management has commonly been illustrated as an idea with two distinct forms i.e. soft and hard. These are absolutely opposed beside a number of scopes and they have been used by many critics as devices to classify approaches in managing people according to developmental-humanist or utilitarian-instrumentalist principles (Legge, 1995).
According to Lipiec (2001), human resource management is defined as the process of coordinating an organization's human resources, or employees, to meet organizational goals. Human resource professionals deal with such areas as employee recruitment and selection, performance evaluation, compensation and benefits, professional development, safety and health, forecasting, and labor relations. Some of the challenges today in human resource management are maintaining a diverse workforce, dealing with major technological changes, keeping up with governmental regulations, handling corporate restructuring and downsizing, and formulating strategies essential to personnel management.
As a result, many executives have suggested that effective Human Resources (HR) strategies are one of the most important aspects of successfully implementing organizational strategy within the company. Human resource management covers two large performance areas: (1) leadership and employee motivation, and (2) HR practices (recruitment and selection, training, performance appraisal, and compensation management). Human Resource managers are responsible for recruiting high-quality employees, the continual training and development of those employees, and the creation and maintenance of reward systems. In addition, human resource management is also accountable for the control processes that are central in achieving the dramatic cultural changes often required when the organization opted to change their management systems (Buckingham & Vosburgh, 2001).
Further, Human resource management has a core responsibility to manage people in organization effectively and efficiently to make sure that the organization is doing well in order to maintain its competitiveness within its field. The role of the Human resource management is the most important yet the most difficult task to handle. The HR department must implement ways that will consider the employees and the motivation of the whole organization
Importance of HRM in Career Development
Human Resource Management is accountable for the growth and development of the organization and the employees as well. Employees must be given a chance to develop their career in the organization, not only for the advantages that they can get for themselves but also for the organization. One of the obligations of the Human Resource Management (HRM) is to be able understand that the primary of career development is to help employees analyze their abilities, skills, and interests to better match personnel needs for growth and development to the needs of the organization. Secondly, the human resource management must be able to identify the factors in maintaining a successful career development program. There are three type of planning which is related to career development: Broad Life Planning, Development Planning and the Performance Planning (Williams, 1995).
Human Resource Management is important, specifically in incorporating each of these into the career development program. Moreover, the Human Resource Management is essential to identify their general obligations in the area of career development as well as their specific responsibilities to their employer and the organization. Part of the responsibility of the HRM is to determine the methods for improving the harmony between the individual and the organization related to the development of the employees’ career. Lastly, the Human Resource Management department is also important so as to apply career development in the setting of the organization (Henderson, 1996).
In any profit organization and the like, career development must be part of the opportunity given in their employees and staff. The employees should be able to develop their careers with the help of the Human Resource Management. For example, in the Southwest Airlines, being a people-oriented organization, they value their employees and staff in a way that they give them their demands and needs in order to be motivated. Part of the opportunities that Southwest Airline is the career development, and in order to achieve such goal the Airline has established a University of the People in order to train their employees to the career they wanted to develop (Delaney & Huselid 1996).
In this manner, the employees undergo standardized courses suitable for their career development. Every year, the managers, supervisors and other employees are required to attend a two-day seminar/training so that they would be able to enhance their skills in leadership and in order to know what career path would be available for them within the organization. This includes being a manager, executives, or supervisors in accordance with the ability and skills of the employees. More and more organizations are trying to provide different ways in order to help the employees for career development purposes.
Another organization that provides career development for their staff is the Institute of Food and Science Technology (IFST) in United Kingdom. The members of this organization are being provided with assistance in three different ways. These ways are 1) making the members be aware of the career development chances; 2) extending the members personal network by taking part in different activities within and outside the organization, and 3) letting the members participate in the continuing professional development program imposed by the institution
12. JOB ANALYSIS
At PC job description is prepared for only managerial level post. The job description is written by the HR department, the employees who are performing/ has performed the specific job make their contributions by listing down their activities in provided diaries/logs & then presenting them to the HR department which consequently writes down the specifications for the personnel required
.
a) JOB DESCRIPTION
Job descriptions are lists of the general tasks, or functions, and responsibilities of a position. Typically, they also include to whom the position reports, specifications such as the qualifications needed by the person in the job, salary range for the position, etc. Job descriptions are usually developed by conducting a job analysis, which includes examining the tasks and sequences of tasks necessary to perform the job. Job descriptions are used especially for advertising to fill an open position, determining compensation and as a basis for performance reviews.
In , the job description contains:
• Skills and Efforts
• Tasks
• Responsibility
• Outlines of the Duty
• Whom to Report the Task
Everything is mentioned in it for the employees in a very detailed manner.
b) JOB SPECIFICATION
Once you are aware of the type of person you are looking to fit your job vacancy, you can now design a "Job Specification" profile.
In the job specification includes:
• Qualification of employee
• Experience of employee
• Training or development needed for the particular job
• Personal attributes required for the job
• Interpersonal skills and communication skills.
13. JOB EVALUATION
Job Evaluation is the methods and practices of ordering jobs or positions with respect to their value or worth to the organization.
According to following factors are considered important while making job evaluation which is:
• Complexity of the Job.
• How much Stress one can Bear.
• Available Budget for Compensation.
• Experience Required for the Job.
• Company Need for the Employee for that Job.
• Abilities required performing a Job.
Method used for Job Evaluation
According to, the method used for Job Evaluation is as follows:
• Classification Method
• Ranking Method
• Point Method
use Classification Method when an employee is performing well and has a chance to get promoted with the same position but at higher level.
On the other hand believes that there hierarchy is flat in nature. Due to which they consider that the pays varies according to the position of the hierarchy. The top management will get more salary as compared to employees of middle management. According to this policy is also following ranking method