HUMAN RESOURCE MANAGEMENT

Human Resource Management

Table of contents

Human Resource Management1

Table of contents2

Introduction3

Strategic Partner5

Employee Advocate5

Change Champion6

Human resources in modern organizations9

Definition of HRD13

HRD Functions14

Strategic HRD15

Challenges for HRD16

References18

Human Resource Management

Introduction

Some industry commentators call the Human Resources function the last bastion of bureaucracy Traditionally. The role of the Human Resource professional in many organizations has been to serve as the systematizing? policing arm of executive management. In this role? the HR professional served executive agendas well? but was frequently viewed as a road block by much of the rest of the organizationWhile. (David? 1996? 281) Some need for this role occasionally remains — you would not want every director putting his own spin on a sexual harassment policy? as an example. Much of the HR role is transforming itselfThe role of the HR director must parallel the needs of his changing organization. Successful organizations are becoming more adaptable? resilient? quick to change direction and customer-centeredWithin this environment? the HR professional? who is considered necessary by line managers? is a strategic partner? an employee sponsor or advocate and a change mentor.

Human resources are one of the most important features of many businesses? especially in an economy where there is an increasing shift towards service-based industries. Human resources account for a large proportion of many businesses costs and it is the people that invariably drive a business. Management of these resources therefore is an integral part of business success. The main aim of this unit is to develop an understanding of how management functions can affect the performance of businessThe measure role of human resource management are as follows:

Reduce absenteeism: if staff are absent from work they are not able to carry out the function for which they have been employedIn many businesses? these functions have to be taken on by someone else- if not? the customer could suffer. (David? 1996? 281) Reducing absenteeism is an important feature of human resource management. (www.gurteen.com)

Motivate the staff

Motivation is an important part in reducing staff turnover and minimising staff absenteeism. Motivation can be done by work environment and work atmosphere. Motivation is done by creating interest in the job of the staff by taking suggestion schemes? and giving out some gifts for best suggestion will definately motivate the staff.

Team work

Many business places gives more importance to team workA good team consists of people with different skills? abilities and characters. (David? 1996? 281)

Recruitment and Selection

When candidate apply for a job? a business will have to make a shortlist and draw up plans for the interview process. After shortlisting their is psycometric tests conducted. Psycometric tests means 3 types of tests i.e ability test? personality test and interest testFinally the selection is conducted. (David? 1996? 281) Providing training programmes for the staff: the main role of human resource management is to provide its staff with training programmes on the current topics with which they can develop themselves with the present situation.

Strategic Partner

In today's organizations? to guarantee their viability and ability to contribute? HR managers need to think of themselves as strategic partnersIn ...