HRM

Analysis For The Second Chapter Of Human Resource Management, By Milkovich And Bourdreau (Irwin.)



Analysis For The Second Chapter Of Human Resource Management, By Milkovich And Bourdreau (Irwin)

Introduction

Human Resource Management is the area of knowledge and practice that promotes the organization of "quality" staff (able to perform its function of labor) and the optimal use of it. Optimal use of staff in terms of "personnel management" is achieved by identifying positive and negative motivations of individuals and groups to organize and promote appropriate and positive motives "maturity" of negative motivation, as well as analysis of those impacts. Personnel management is an integral part of quality management systems (management) in the concept of controlling. Different sources can meet other names: human resource management, human capital management, HR management, human resource management (Golding, 2010).

Discussion

Planning in HRM

We can define some HRP as a process by which an organization ensures that it has the right number and right kind of person, in the right place and time to do things that will be most useful and effective. Other authors argue that the PRH is a set of activities that allows managers of an organization to identify, assess and define their HR needs, taking into account their goals, their agendas and development in the short, medium and long term. Ultimately, we can say that HR planning is through the process of identifying future consequences of such trends with a goal plan with the objectives of HR and facilities that are connected. The process of HR planning is presented in five steps:

Step 1: Consider your goals and business needs. What are your strategic priorities and business?

Step 2: Analyze the environment. Whether elements are favorable and they are negative?

Step 3: Make a gap analysis. What are the gaps quantitative and quantitative?

Step 4: In order to control the gaps, establish priorities for HR.

Step5: Complete you achieve your business objectives? Make an ongoing evaluation of progress and action to be taken into account and go (Paauwe, 2009).

It must provide the HR function and business strategic objectives and the load of work for the company.

An analysis of the environment is simply to take stock of positive and negative elements of HR activities in your area.

It may be useful account of the categories of items below:

External factors (e.g. labor market).

Internal factors (the results of a survey of employees).

Determine if there is a gap between the current capacity of HR and the capacity ...