According to Leon C. Megginson, the term Human Resources (HR) can be thought of as “the total knowledge, skills, creative abilities, talents and aptitudes of an ogannization’s work force, as well as the value, attitudes and beliefs of the individuals involved.”
According to P. Subba Rao, Human Resource Management is “managing (planning, organizing, directing and controlling) the functions of employing, developing, compensating and utilizing human resources, resulting in the creation and development of human and industrial relations which would shape the future policies and practices of human resource management, with a view to contribute proportionately to the organizational, individual and social goals.”
According to the Indian Institute of Personnel Management, “Personnel Management aims to achieve both efficiency and justice neither of which can be pursued successfully without the other. It seeks to bring together and develop into an effective organization the men and women who make up an enterprise, enabling each to make up an enterprise, enabling each to make his or her own best contribution to its success both as an individual and as a member of a working group. It seeks to provide fair terms and conditions of employment and satisfying work for those employed.” Human Resource Management is different from Personnel Management. Personnel means persons employed. Hence personnel management views the man as economic man who works for money or salary. Human Resource
is very critical to a company’s economy to the ongoing organizational effectiveness, sustainability and profitability. Management, with the help of the Human Services Department use strategic tools to achieve competitive advantages. The Human resource Department need to focus on of the company by integrating knowledge management, which will benefit the organizations future. (Society for Human Resource Management, pg. 24 – 26).
We believe our purpose statement will help motivate our employees and help to provide trust amongst our employees as the statement informs them that we are committed to their safety and wellbeing. Strategic changes must be implemented to ensure that the Human Resources Department does its part to ensure that the company’s goal of doubling sales in the next fiscal year is reached. In order to fulfill The Atha Corporation’s restructuring needs the human resources functional area goal is to: hire and train employees, reconfigure company policies, and distribute new job responsibilities. Implementing new human resource policies and practices will allow new and old employees to show understanding of the department 's vision, mission, values; and a strong commitment to our company (Guide, 1996). The consolidation and reorganization of the Human Resources department is sure to display The Atha Corporation’s greatest asset: human capital.
In working to develop my abilities to become a human resources manager, I have learned human resource management plays an integral role in increasing the effectiveness of employees to attain the goals and objectives of an organization.
The responsibility of human resources is extremely crucial to the organization, composing of highly trained professionals who possess knowledge in employee management. Currently, the global division is based in Latin America and Africa, providing services throughout 13 countries.1 The human resources function also provides support to employees working in foreign countries. * Continuous efforts in monitoring international concerns and policies ensure
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Introduction
In today’s highly competitive global environment, human resource strategies play a significant role in providing the most efficient, reliable and fastest methods and approach towards managing the employees, customers and marketing strategies of an organization around the globe.
CHAPTER TWO
LITERETURE REVIEW
2.1 Introduction
This chapter summarizes the information from other researchers who have carried out their research in the same field of study. The specific areas covered here are theoretical review, human resource planning objectives, approaches to human resource planning, importance of human resource planning, limitations of human resource planning, employee retention, empirical review and conceptual framework.
2.2 Theoretical Review
According to Kerlinger (1979), a theory is a set of interconnected concepts or variables, definitions and propositions that presents a systematic view of a phenomenon by specifying relations among variables, with the purpose of explaining a natural phenomenon.
Human Resource is what keeps the company running and could be looked at as the backbone, due to the nature of hiring and supplying employees with skills necessary to run the company. This is to include any policies, regulations, and plans that have been constructed as well.
The Harvard Model of HRM:
Back in 1984, Beer et al developed the Harvard model of the HRM. Beer et al believe that the human resource is passes many of pressures nowadays, therefore, eliminating the pressures is required. These pressures could be eliminating by having a long-term perspective in terms of controlling people and potential assets rather than just variable costs. As a result, Beer et al approach the Harvard Model of the HRM. The purpose of this model is to solve the pressures that may occur in the HR of any organizations; these pressures include all management decisions that will affect the relationship between the organizations and their workers, in addition to a clear plan for the HRM policies and procedures by the manager of
Human resource is a broader concept when compared to the human capital which has a narrow view. John R. Commons coined the term ‘human resource’ in his book “The Distribution of Wealth but did not further build upon it” during 1893. The term was extensively used during early 90s as the workers were seen as a kind of asset or capital. From the perspective of an organization, workers or the employees are seen as the capital to the company, and their values can be enhanced through further learning and development and is termed as human resource development.
Human resources play an important role in the development and success of any organization.
Human resource departments need to be able to focus on hiring people with the right skills and talents (“HR Ranks”). Human resource departments need to be able to handle employee behavior, legal issues, and the internet. When human resource departments deal with employees, do not try to control their personal beliefs (Carol). Human resource departments also need to conduct rigorous analyses to determine what a job should pay versus relying on the crutch of a candidate’s compensation history. With the result of legislation, human resource departments will need to seek out better market data (“HR Ranks”).
According to Mary Parker Follet (1941), management is the process of “getting things done through people”. (Khan A. Imaad,2008). Over the course of the years many theories and perspectives have been created as a conclusive result of many research studies. Two such approaches are the theory of ‘Scientific Management’ and the ‘Human Relations’ approach.
Frederick Taylor’s Scientific Management is popularly known as the first theory in management history (Stoner, Edward, Gilbert, 2003).
Introduction
Strategic human resource management is an
approach to the development and implementation of Human Resource
strategies. The best way to understand strategic human resource mamagement is by
comparing it to human resource management.strategic human resorce management
is seen as a partner in organizational succes. It utilizes the talent and opportunity
within the human resources department to make other departments stronger and
more effective. Strategic human resource management is the practice of
attracting,developing,rewarding, and retaining employees for the benefit of both the
employees as individuals and the organizations as a whole. Hr departments interact
with the other departments within an organization in order to understand their goals
and then create strategies that align with those objectives, as well as those of the
organization.
