Human Resource Management

By

ABSTRACT

The study focuses on trust in intra-organizational relationships as a basis for collaboration and organizational commitment and a means to enhance human resource management. More specifically, this study aims to explore the process of trust development and maintenance in intra-organizational, dyadic relationships within the Finnish organizational contexts. Trust is the main element of human and social capital and, in general, managers and leaders are responsible for building and sustaining trust to increase motivation and create a culture fostering learning and competence development. Present study aims to link the global HRM in local context. HRM deals with the responsibilities, functions, behaviours and importance of employee. Hence the significance of HRM in organization is marvel. Previously not much attention had been given to manage employee in an organized manner, but with the passage of time need were felt to shift to formalization. The level of HRM practices do not show the formalized structure, therefore it is found mandatory to focus our country so that a step towards the identification and filling of gaps is initiated. HRM role is supposed to be very inclined towards humanitarian factors.



ABSTRACTII

INTRODUCTION1

ISSUES IN ORGANISING WORKFORCE1

Socio-Economic Issues1

Technical Issues2

Political Issues3

HUMAN RESOURCE MANAGEMENT DIFFER BETWEEN REGIONS4

Human Resource Management in United Kingdom4

Human Resource Management in China and India8

EUROPEAN COMMUNITY LIBERALISATION DIRECTIVE10

WHAT FEATURES OF THE EMPLOYMENT CONTRACT WOULD YOU ADVISE YOUR NEXT EMPLOYER TO INCLUDE IN YOUR NEXT CONTRACT12

Employment Contract12

Non-Compete Clauses13

Confidentiality13

Work Product and Termination13

Considerations14

Recruitment and Selection Process14

CONCLUSION16

REFERENCES19

Human Resource Management

Introduction

The aim of this paper is to critically analyse and evaluate the key functions of human resource management, workforce management, people management and intellectual capital management. The method that has been adopted for this paper is secondary research method, in order to gather and analyse all-important information on human resource management in organisations of UK, and to construct the final output of the mentioned objectives. The secondary sources of data have been used for creating the final output for the research. In relation to the research study, examining the practices of human resource management in organisations and getting real information regarding the perception of human resource management in organisations has been the main focus of all the findings of this paper. Secondary data collection method is the one that contains data that has already been collected by anyone else. The secondary sources can provide information about any issues that research tries to solve, which probably has happened before in other organizations or with other people. It is therefore important to take into account existing practices and views that may be available from magazines, websites, reports of companies and industries, books, monographs and journals. The above problems are likely to take place, but these helps the researcher to explore a similar situation, when they examine their own.

Issues in Organising Workforce

Socio-Economic Issues

Economic Changes Corresponding to Socio-Economic Elements

The environment of economy corresponding to socio-economic elements affects the human resource management in organisations. The macro-policies create issues in the human resource management. Usually policies of government are related to levels of interest rates, taxation, ...