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Human Resource Management Department

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Human resource management department has been widely considered as one of a very vital and essential part of any organization, regardless of industry and types of business ventures. A particular company's aim to attain and sustain the goals and objectives could not be realized if the human resource management department of the company lacks the knowledge, skills and methods in the field of work. The training and development of potential employees and current employees starts when they began working for the company and it will be a continuous process in order to suit the needs and wants of the company, fulfill the requirements of the work as well as improve the employees in various aspects of their work. It is for this reason that companies …show more content…

The human resource management department includes several main function which are human resources planning, recruitment and election, career development, employee achievement management, employees' safety and health management as well as human resource information system. There are three suggestions in terms of approaches made by Mc Lagan (1989) with regards to human resource development which are training and development. career and development as well as the development of a particular organization. The three approaches concerns with the systematic and continuous learning activities that is logical by a particular company in which the primary objective is to enhance the overall effectiveness and productivity of the employees, group as well as the company …show more content…

Desimone, Werner and Harris (2002) added further by citing that the organized learning activities allows the employees in the organization, regardless of their position in the company to be equipped with adequate knowledge, ability, skills and behaviours to fulfill the requirement of the work for the present as well the future. The human resource development revolves around three primary activities which are training, education and development. Each of the human resource development activities have a certain focus attached to them. Training is an aspect of human resource development that mainly focuses on educating employees with skills and knowledge related to their current work and/or position. Similar to training, education, as the word implies, focuses on educating employees for future endeavours. The focus of development, on the other hand, tends to lean more towards individuals in particular and is not always related to their current or future work and/or

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Thomas Gordon October 14, 2015 Human Resource Management HCS/341 Your Learning Team is the Human Resource Management Team B Community Hospital Virtual Organization. The new chief executive officer of your hospital has asked your team to prepare a presentation about human resources at the hospital Describe performance appraisal standards for your hospital. Dependability Job Knowledge Productivity Participation and Teamwork Dependability Attendance in accordance with unit attendance policies

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This pattern suggests that these differences are not generational, but whether they are due to limited practice support, employer constraints, or other causes remains to be

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The threats of unequal education and lack of civil societies not only questions Perkins’ vision of a closer connected, more sustainable future, but it also shows that global advancement and continuous development is only ever possible, when there is a global balance. It leaves us with the thought, that development can only work by putting an end to the dependent relationship between developed and developing

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INTRODUCTION Human resource management is the strategic approach to the management of an organization 's most valued assets - the people working there who individually and collectively contribute to the achievement of the goals of the business (Armstrong, M., 2006). In other words, human resource management is a to work with employees, and for the employees, to help them solve their problems. Therefore, human resource is a complicate department, as they deal with people who already work there, they also deal with several issues which happen among new employees, such as recruitment, selection and so on. Nowadays, employee retention becomes one of the most significant issue in the organizations, and managers are aiming to find the best employees

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In fact, presidents have had similar views on developing

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TRAINING: DEVELOPMENT: Training is the acquisition of knowledge, skills and competencies as a result of teaching. Training is a program organized by the organization to develop knowledge and skills in the employees as per the requirement of the job. Development teaches how to become more productive and effective at work and at the company. Since Tesco aims to expand and diversify, that required the business to select the right people, in the right place, because customers’ needs and wants are different and the culture of each area varies. Tesco need to have flexible employee who are able to adapt the change in order to satisfy the customer.

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No matter the rank of the position, within an organization, or how easy or difficult the temperament of the job in question, there is always room for performance improvement. Consequently, the data that are used to design a development plan comes from the appraisal form. Theoretically, a development plan may be supported on each of the performance dimensions evaluated (Jenkins & Lettiere, 2008). Thus, its focal point is on the knowledge and skills required for long-term career aspirations (Jenkins & Lettiere, 2008).

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Critical Analysis Amartya Sens ' Development as Capability expansion was worth a read. Sens ' arguments are considerable when he talks about the freedom and moral grounds on which development has to be considered. His focus on every aspect of social periphery, for example gender, and should be considered as important as any utilitarian matter.

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In a company Human Resource is a very important part of the strategic plan. The HR department is the go-to when a company decides how to approach a problem or gain Ideas. If there needs to be hiring, the HR department will take care of it. They will provide the proper training and tools to achieve the organizations goals. There must be a strategic plan put in place that way everyone is on the same page internally within the company to be successful outside of the company.

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The reward and benifits movivate the employee whereas the training matrix ensure that all the employee updated will the skill and development. The HR activities are planned in a actionable time frame manner are the responsibility and accountability is fixed. Besides it is important to fix and define clearly the expectation from each position and then provide learning and Development Inputs

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SP18 MGMT3341.02/03 - Human Resource Planning, Staffing, & Selection Team #6 - Heather Fralish, Craig Gil, Emerald Kormah, Jennifer Restivo, Bianca Tolentino Team Exercise: Chapter 2, Case Study (page 44-45) Integrating McDonald’s Business, Human Resource, and Staffing Strategies This week, we were asked to take a closer look into the business of McDonald’s and to discuss the importance of people to the organization. As we all know, all businesses thrive on one main person: their consumers. Without them, no business could be successful! But in order for the consumers to be happy, a business thus begins with another person: their workers.

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The organisation aims to develop

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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.

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Development is a normative concept due to which there is a constant tussle in conceptually defining development. There are different models of development parse but it has been increasingly equated to economic development and wrongly paralleled to economic growth. In strictly economic terms, development has conventionally meant a sustained annual increase in GNP (or GDP) at rates that vary from 5 percent to 7 percent or more (Kapila, 2013). Till the 1960’s the term economic development was used as a synonym to economic growth; where the latter meant increase in per capita GNP in real terms (adjusted to inflation). According to the economic historian Kindleberger, “Whereas economic growth merely refers to a rise in output, economic development

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He contends that underdevelopment is generated by the same historical process that generated development. Underdevelopment is a result of country’s participation in the same capitalist system. Frank thus rejects the notion that underdevelopment is traditional or original. He challenges the notion that underdevelopment follows a linear path. He rather argues that ‘’underdevelopment is in large part the historical product of past and continuing economic and other relations...”

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