HUMAN RESOURCE MANAGEMENT

Human Resource Management



Acknowledgement

I would first like to express my gratitude for my research coordinator, colleagues, and peers and family whose immense and constant support has been a source of continuous guidance and inspiration, during the course of this assignment.

Table of Contents

Acknowledgement2

Introduction4

Findings of the Investigation4

Evaluation of HR practice6

Conclusion10

References12

Bibliography14

Appendix15

Human Resource Management

Introduction

Today, the role played by a manager of Human Resources is a strategic partner when it comes to link with the internal and external customers. He went from being a simple controller for plant personnel to fulfill the role of advisor to the different areas, encouraging the emergence of leaders and talents within each, as well as every employee working together to improve their skills (knowledge, skills and attitudes) in order to generate greater value for the organization. Today, IT also serves to create strategic clarity, make the change happen and build intellectual capital.

HR professionals have a major role in creating strategic unity, while collaborating with the design of strategic maps, so that their people aligns with the mission and vision of the organization. This is a key planning objectives and measures through performance indicators, which may be reflected in the scorecards.HR managers must master the theory and practice of how to shape a strategy and how to turn it into action for both the organization and employees. Human potential is distinctive in organizations. Thus, intellectual capital management is essential not only to achieve the vision, accomplish the mission and achieve the objectives, but also that these gains arising from the management of people and not a mere imposition of top executives. For this, a working environment that encourages participation, a compensation system consistent, competitive and equitable, together with a leadership that fosters motivation, facilitate and simplify the implementation of the strategy to achieve competitive advantage. This paper discussed the importance of human resources and personnel management of two companies, while also elaborating upon their dissimilarities. The companies chosen for this purpose are Nestle and McDonalds.

Findings of the Investigation

Employees are the main asset of the company and make possible the values ??that define the company: quality, service, cleanliness and value of the brand. Nestle realizes that the main objective of resource management - ensuring the smooth functioning of highly qualified human resources within the company.

Human potential is distinctive in organizations. Thus, intellectual capital management is essential not only to achieve the vision, accomplish the mission and achieve the objectives, but also that these gains arising from the management of people and not a mere imposition of top executives. For this, a working environment that encourages participation, a compensation system consistent, competitive and equitable, together with a leadership that fosters motivation, facilitate and simplify the implementation of the strategy to achieve competitive advantage.

The importance of human resources in the organization of being the most important elements of the production process it must be the availability of good talent capable of outstanding performance and contribution. So, we can say that the expansion of production is not to expand ...