Management

Management

According to the Jack Billingsley case, Human resource management, rather than being a particular department or set of policies, is a set of coherent and strategic management activities intended to make the most of the talent in an organization (McWilliams, Van Fleet & Wright, 2001). Human resource management has its root deep inside all the areas of organization including pay, motivation, leadership, and legal issues related to human capital. In addition, we will also discuss topics that are unique to human resource management in the nonprofit sector, including the management of volunteer resources, mission attachment, and differences in the nonprofit workforce (Geringer, Frayne & Milliman, 2002).

The organizations routinely develop investment plans to enable them to achieve their goals, and it is equally important though less common to develop plans about the staff. There are many reasons due to which Human Resource Management is critical towards the success of an organization and for meeting its goals and objectives. There are various companies, which exert lots of efforts in order to meet the needs of the employees to create a supportive atmosphere for increasing their productivity levels.

Today, most progressive companies, recognize that human resource management plays a key role in developing a viable, competitive strategy (McKenna & Beech, 2002). HR management has always been a vivid topic yet there are some methods which need further development. Such methods are important to manage as per the situation. In a competitive business conditions where many opportunity emerge for candidates, to utilize these opportunity candidates have a chance to get their aims. On the other hand, same conditions and opportunities produce difficulties for concern department to observe very carefully each and every situation.

Those responsible for human resource management in smaller organizations can be in a variety of positions, including executive directors, chief executive officers, program managers, or human resource managers (Baird & Meshoulam, 2000). The lack of formalized human resource functions in many organizations is likely linked to the constraints placed on organizations because of limited funding for overhead and management functions. These constraints may ultimately limit the ability of many nonprofit organizations to make the most of their human resources and effectively manage legal and ethical risks (Jackson, Schuler & Rivero, 1999).

The branch of management concerned with administering the employment relationship and with achieving effective use of the human resources available to the organization. Personnel management typically involves routine administration of employment matters (McWilliams, Van ...