Human resource planning determines the human resources required by the organization to achieve its strategic goals. Human resource planning is the process for ensuring that the human resource requirements of an organization are identified and plans are made for satisfying those requirements. In human resource planning people are the most important strategic resource for an organization. Whereas HR Planning generally concerned with matching resources to business needs in the longer term, although sometime address shorter-term requirements as well. HR Planning also looks at broader issues relating to the ways in which the people are employed and developed in order to improve organizational effectiveness. So HR Planning plays an important role in strategic human resource management. Professionalism in HR planning The first part of professionalism in HR Planning is understanding the customer, the customer requirements and providing customer satisfaction. HR is increasingly viewed as a service; a service both to employees Continue reading
Human Resource Management
Human Resource Management (HRM) is branch of management that deals with people at work, it is concerned with the human dimensions of management of the organization. As organization consists of people, therefore acquiring them, developing their skills, providing them motivation in order to attain higher goal and ensuring that the level of commitment is maintained are the important activities.
Social Recruiting – Using Social Media in the Recruitment Process
Social recruiting or otherwise known as the Social media recruitment is the next big thing on the cards. A lot of companies have started using Web 2.0 applications for recruitment purposes. Web 2.0 is the second generation Internet-based services which is different from the first generation static Web sites with little interaction. Popular Web 2.0 applications include the social media/networking sites (Facebook, Twitter, LinkedIn etc), blogs, podcasts (Podcast Alley, iTunes), video sharing sites (YouTube, FlickR), mobile apps, etc. Today LinkedIn and Facebook has become a powerful tool in recruitment. LinkedIn is a social networking website meant specifically for networking amongst working professionals. Social recruiting widens reach and helps segmentation, targeting and positioning of potential jobseekers. They also increase the accuracy of profile searches. Instead of simply recruiting the person with the best-looking CV, social media can ensure that that person is also the best fit for the company. Big companies Continue reading
Key Factors that Contribute to Organizational Performance
Human Resource Management plays an important role in the enhancing the performance of employees in an organization. The efficient HRM policies are being designed in an organization to enhance the performance level to its maximum. Human resource management (HRM) is the process of linking the human resource functions with the strategic objectives of the organization in order to improve performance. We may call in the way that human resource management holds the central live blood role in any organization. An important aspect of an organization’s business focus and direction towards achieving high levels of competency and competitiveness would depend very much upon their human resource management practices to contribute effectively towards profitability, quality, and other goals in line with the mission and vision of the company. Talent Management One of the key for the organization success depends on its managing, attracting and retaining best people. Companies view the ability to Continue reading
Human Resource Management and Personnel Management
Human Resource Management and Personnel Management have become a very important part of the management process in the twenty-first century, and are getting vital attention in management discussions, or in the business strategy of most organizations. Some people find Human Resource Management and Personnel Management as jargons, but to serious minded people they seem to make a lot of sense, even if there are differences of opinion. It also seems that even professional managers often differ in their understanding of the role differences between Human Resource Management and Personnel Management. Many feel that it is the same old wine in a new bottle with a different label, or that HRM is only a more modern terminology. The management philosophy was undergoing changes, and it showed that most people working not only by supervision and fear, but generally they performed better on their own if they were given the freedom of Continue reading
Cultural Influence on Communication Processes
A country may be classified as either a high-context culture or a low-context Culture. The context of a culture is either high or low in terms of in-depth background information. This classification provides an understanding of various cultural orientations and explains how Process of communication is conveyed and perceived. North America and northern Europe (e.g. Germany, Switzerland and Scandinavian countries) are examples of low-context cultures. In these types of society, messages are explicit and clear in the sense that actual words are used to convey the main part of information in communication. The words and their meanings, being independent entities, can be separated from the context in which they occur. What are important, then, are what is said, not how it is said and not the environment within which it is said. Japan, France, Spain, Italy, Asia, Africa and the Middle Eastern Arab nations in contrast, are high-context culture. In Continue reading
Selecting Managers for Foreign Assignments
International assignments are the heart of international HR, and it is therefore disconcerting to see how often such assignments fail. U.S. expatriates assignments that end early (the failure rate) range from 16% to 50%, and the direct costs of each failure can reach hundreds of thousands of dollars or more. The exact number of failure is hard to quantify, in part because “failure” means different things to different people. An early return rate is perhaps the most obvious indicator. However, some expatriates may fail less conspicuously, quietly running up the hidden costs of reduced productivity and poisoned customer and staff relations. The processes firms use to select managers for their foreign assignments and domestic operations obviously have many similarities. For either assignment, the candidate should have the technical knowledge and skills to do the job, and the intelligence and skills to be a successful manager. However, it is seen that Continue reading