Management | HR Management Slides

Key Success Factors in Implementing Human Resource Management

Businesses depend on human resources departments to manage key functions related with employee relations, hiring and compensation. In order to add support and value to the advancement of the firm, Human Resources professionals should have deeper understanding of the business so to serve as in-house consultants to management, enhance and perform functional competencies.

Human Resources Departments cover staffing, workforce planning, performance management, handling indirect or direct compensation strategies, training and legal compliance and employee relations.

Sourcing and Consulting. The right job placement is a vital part if any firm’s success. Hiring highly-skilled people is only part of the equation. Positioning the appropriate individuals in the right position is valuable as well. Screening and recruiting highly-qualified workers is a core responsibility of the Human Resource department.

To appropriately determine the potential candidates, Human Resource professionals must have deeper understanding of the organization’s needs. This only means to say that your business must come up with precise job descriptions and determine the experience level, skills and knowledge of the required personnel. The Human Resource department’s job is to optimize firm funds through recruiting new hires and guiding line managers in the assessment of present staff for lateral movement and promotions. Continue reading “Key Success Factors in Implementing Human Resource Management”

The Key Principles of Human Resource Management

Cost-effectiveness. Firms must ensure that they compensate their workers accordingly. The workers reward system must be able to sustain the firm or the organization.

Coherence. All the methods taken by an organization or a company in the management of human resources should be in consonance with the firm’s vision and mission. In like manner, human resources managers must direct their concentration on what the firm needs and the abilities of employees.

Comprehensiveness. This covers the efficient management of all aspects of the individuals you’re working with considering that human resources is actually the most essential resource your firm possesses. In other words, the health, financial, transportation and tools or anything that workers require to work must be properly taken care of. Continue reading “The Key Principles of Human Resource Management”

The Strategic Roles of Human Resource Management

An organization cannot form a good team of working professionals without the aid of a sound Human Resource Management. The key functions of Human Resource Management team comprised of recruiting the right people, providing them the right training, administering performance appraisal, motivating workers and the workplace communication plus the workplace safety and lots more.

Recruitment and Training are a few of the primary responsibilities of the human resource team. Human Resource managers create plans and strategies for hiring the appropriate individuals. They formulate the criteria that are most suited for a certain job description. Their other tasks connected to recruitment involve creating employee obligations as well as the scope of tasks assigned to her/him.

Founded on these two factors, the contract of a worker with the firm is prepared. When necessary, they also offer training to the workers in accordance to the requirements of the company or organization.

Therefore, the staff members obtain the chance to sharpen their present skills or enhance specialized skills which will eventually aid them to take up some other roles. Continue reading “The Strategic Roles of Human Resource Management”

Employee Performance Management and Performance Appraisal

Performance Management is regarded as a unified system that includes work planning, organization design, assessments and feedbacks which are designed to optimize performance of an individual, the unit and organizational levels and the entire team in order to inspire and develop staff.

Recognition and award systems form part of this program and offers non-monetary and monetary awards in recognition of outstanding performance and other worthwhile attainments.

Why Performance Appraisal is Important?

• This offers a good opportunity to review an individual’s career plans in order to discover her/his displayed strengths and weaknesses.
• Appraisal offers data upon which salary and promotion decision can be formulated.

• This offers an opportunity for a manager as well as her/his subordinates to tackle and review the subordinate’s work-related behavior and then come up with a plan for a corrective action. Continue reading “Employee Performance Management and Performance Appraisal”

Key Functions of HR Management

Recruitment and Selection. This refers to the processes and procedures in order to guarantee the recruitment and deployment of the appropriate combination of people who can ensure efficient contribution to the firm or organization.

Training and Development. This is considered as a combined role which is usually referred to as HRD or Human Resources Development. This intends to aid develop human resources so to remain competitive in the business or marketplace.

Training concentrates in executing various activities so to help develop workers for their present jobs. On the other hand, development pertains to preparing workers for future responsibilities and roles.

Performance Management. This is all about the culture that bolsters the continuous development of the processes in the business as well as those of an individual’s behavior, skills and contributions. Continue reading “Key Functions of HR Management”