HUMAN ASSET AND ORGANIZATIONAL GOALS

Human Resource and Organizational Goals

Human Resource and Organizational Goals

Introduction

Any enterprise is only as good as the persons who comprise it. Thus, quality worker is an asset appropriated by an organization with compatible compensation. However, rather than of identifying the value of their workers, many companies still squander these precious human assets in a number of ways. This reconsideration explores some of the difficulties in human resource management and proposes likely solutions.

Troubles with recruitment and promotion

There are diverse stages in a job trajectory where problems can occur, from recruitment through training and mentorship channel, to promotion and retention. Recruitment can be especially tough because a new employee is an unidentified factor. Straker (2009) pointed out the evidence that numerous companies were falling short to employ the right persons were patently in the incorrect job. He suggests that one cause for this is that associations make job offers founded on past performance rather than on a very sensible evaluation of future potential. A mismatch between one-by-one and their position inside a business may, although, be due to components other than poor recruitment practices. Workers can be promoted into places that no longer match their abilities; rigidity in organizational structures may inhibit possibilities for workers, especially women, who need to balance work and family responsibilities; and organizational pay organizations can boost persons to take occupations for the incorrect reasons.

Restraining to encourage workers with the aptitude and abilities to be effective managers can be just as big a mistake as promoting the incorrect people. Latest researches show that associations with women in top management places out present those with more traditional, male-dominated leadership structures. On the contrary, numerous women who start their vocations on an equal footing with their male colleagues go wrong to come to the highest grades of administration because of rigid organizational organizations that inhibit an achievable work-life balance. Whereas, many businesses are starting to identify the worth of a more flexible approach to working, workers who take advantage of this are often glimpsed as less pledged or ambitious.

HRM relates to Organizational Goals

Organizations that pledge its antecedents or consequences become an important study topic in Lithuania. Categorically, helpful might be to know the connection between organizational firm pledge and turnover intentions. As revenue aims often lead to the leave from the association, it is likely to propose to employers to increase the levels of organizational firm pledge in order to hold employee keeping stable. The study results may be helpful for all Baltic countries where the worker emigration difficulty becomes more and more urgent. Worker's revenue has lately substantially expanded in some Lithuanian industry parts (for demonstration, hospitality industry, health care sector) (Kazlauskaite et al., 2006), so the outcomes of this study could make the contribution to explaining this problem.

First, of all we have to note that we treat our results as initial and encouraging future investigations. One aim of this enquiry was to analyze the general of the three-component form of organizational firm pledge (Stallworth, 2003) to ...