Human Resource Management Assignment Example | Topics and Well Written Essays - 3250 words

kind-hearted Resource Management - Assignment ExampleIt is a function that pervades all the steps in the arrangingal ladder, forms a vital part of every former(a) management functions and covers all the employees. The individual, team, psychological, emotional and social perspectives of human behavior are taken into account to a lower place HRM. This functional area tries to achieve a fit between the organizations and their employees. It has to balance of the goals of individual employees, teams, organization and its obligations to the clubhouse at large. Building up the employees into competent resources by improving their capabilities, upgrading their skills and enhancing their efficiency while providing them with proper breeding and development opportunities is in addition the aim of HRM. It is an ongoing operation of understanding human relations and behavior, and applying them to the daily procedure of the organization. The fact that people are to be managed makes HRM mo re challenging and dynamic, as human behavior is laughable and unpredictable at times. The purposes served by HRM can be stated under two heads the managerial functions and functional functions. Planning, Organising, Staffing, Directing and Controlling are the managerial functions, while procurement, development, compensation, integration and maintenance are the operational functions. though the roles played by HRM in different organizations vary, the main actions performed under the function are Human resource be after Job analysis and design Recruitment and selection Training and career development pay and benefits Motivation Maintenance Occupational health and safety 2. Strategic Human Resource Planning Human resource mean(HRP) is also known as manpower planning or employment planning. It is the primary lying-in of HRM, as it involves assessments regarding the number and nature of employees that would be required to deal with the future level of operations of the organizat ion. It involves divination the future human needs of the organization, in line with its future goals and projections. Decenzo and Robbins define human resource planning as the process by which an organization ensures that it has right number and kind of people, at the right place, at the right time, capable of effectively and efficiently completing those tasks that will help the organization achieve its overall objectives (Ashwathappa, 2007). Such a preparation enables the organization to change and adjust to the demands of the merchandise. Thus, it is a mode of change management. It also helps in meeting the legal regulations set by the Government. 2.1. HRP & Organisational Strategy Organisational strategy gives a picture of what the organization aims to portray itself along the timeline. HRP is directly linked to the type of organization and its strategic choices. This is so because HRP has to essentially amount the overall organizational plan and direction. The forcefulness requirements for product-based organizations are different from those involved in service. The planning for HR depends on whether the firm strategizes to acquire new organizations or simply add to its internal capacity. New personnel are to be recruited if additional capacity is planned. In case of acquisition, capacity addition comes along with personnel. So, the planning is different. Alternatively, if the organization intends to cut or decrease production, HRP has to include redundancy and redeployment plans. At the same time, if the market poses limitations or shortage of manpower, the organization has to withhold its expansion plans. The status accorded to HR in the