Strategic Human Resources Planning (SHRP) Process

Human Resource Management (HRM) and Strategic Human Resources Management (SHRM)

Human resource management (HRM) is that part of management process which makes, enhances, manages and develops the human element of the enterprise measuring their resourcefulness in terms of talents, abilities, total skills, creative, knowledge, and potentialities for effectively contributing to the organizational objectives. Human resources are precious and a source of competitive advantage. Human resources may be tapped most effective by mutually standard policies which promote promise and foster an inclination in employees to act flexibly in the interests of the adaptive organization’s pursuit of excellence. Human resource policies can be joined with planned business and used to reinforce appropriate culture. Human resources play a critical role in enabling the organization to effectively deal with the external environment challenges. The human resource management has been accepted as a strategic partner in the formulation of organization’s strategies and in the implementation of such strategies through human resource planning, employment, training, appraisal and rewarding the personnel.

Human resources of an organization can provide it with a reasonable advantage over its competitors in the fast changing environment. This calls for the strategic management of human resources for the accomplishment of corporate objectives. Strategic Human Resources Management (SHRM) facilitates creation of competitive advantage for the organization over its rival by building unique human resource based competence. An organization’s recruitment, selection, training, performance management process and compensation practices can have a strong influence on employee competence. Company output increase if the management can hire more experience well qualified candidate.… Read the rest

Outsourcing of Training and Development

Organizations now are using a unique approach to provide training internally by outsourcing their training departments. This they have found is a way that reduces costs improves productivity and relives them from the need of constant upgradation. Handing over the organizations training function over to “experts” in many ways also improves the quality of training. These experts have a lot of advantages; they are constantly upgrading themselves to differentiate themselves from the competition and add value to their clients, by virtue of the multiple clients they serve – they have an upfront feel of the best industry practices; training costs can be tracked more objectively and can help align your training’s with your strategic objectives in a far better manner.

Outsourcing of training and development activities means comprehensive, end-to-end outsourcing—from the management of the training function to the design, delivery and reporting. Training BPO refers to the transfer of management and execution of one or more complete ongoing training and development processes or the entire training function to an external services provider. For many companies, outsourcing employee training and development makes financial as well as business sense.

Outsourcing of training and development functions makes a lot of sense for most organizations. The training function is often a decentralized operation. Most companies are unsure of how much they spend on training across the enterprise, and don’t really know what or how much they need. Of course the process of identification, analysis, design, development, deployment and evaluation varies from group to group, department to department and division to division, even within an organization.… Read the rest

Role of Case Studies in Employee Training and Development

One way to help trainees learn analytical and problem solving skills is by presenting a story (called a case) about people in an organization who are facing a problem or decision. Cases may be faced on actual events involving real people in an organization, or they can be fictional. Business case studies are included in college text books and courses in management, public administration, law, sociology, and similar subjects. They are increasingly available using video and other media. While cases vary in complexity and detail, trainees should be given enough information to analyze the situation and recommend their own solutions. In solving the problem, the trainees are generally required to use a rational problem-solving process that includes the following steps:

  1. Restating important facts.
  2. Drawing inferences from the facts.
  3. Stating the problem or problems.
  4. Developing alternative solutions and then stating consequences of each.
  5. Determining and supporting a course of action.

Proponents of the case study method argue that this form of problem solving within a management setting offers illustrations of the concepts employees are respected to learn and use, improves communications skills, and facilities the linking between theory and practice. Proponents also claim that cases allow participants discuss, share, and debate the merits of different inferences, problems, and alternative courses of action. Such insight can help employees to develop better analytical skills and improve their ability to integrate new information.

A business case study can present a real-life situation, which lets trainees to consider what they would do. It can present a wide variety of skills in which applying knowledge is important.… Read the rest

Self Motivation – Tips to Motivate Yourself

Self-motivation is a process wherein a person develop ways on how to keep his or her self motivated at all times despite challenging times and without direct help from other people. Experts say that self-motivation is a very important factor in a person’s life because this will help him or her see things in a positive way. This will also enable him or her to overcome challenges by developing an attitude that could withstand trials and failures.If one is able to develop a good outlook in life, everything will start falling into their proper places. In fact, he or she might even be surprised of the things that were able to accomplished in that span of time.

The ABCs of Self Motivation

If you are one of those who have just realized the importance of self-motivation and would want to start it but you just don’t know how, here are some of the things that can help you:

  1. Re-assess yourself. Many people think that they know themselves already that is why they decline to do self-assessment regularly. Experts say that these people don’t realize that the more that they decline doing self-reassessment, the more that they get stuck to their own routine which leaves them lesser room for improvement. If you want to start with constant self-motivation, it is best that you know yourself very well. If you know yourself well, you will know your weaknesses as well as your strengths. Once you were able to identify all of these, it will be easier for you to set goals for yourself that are within your reach and your capabilities.
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Benefits of Pay-for-Performance Compensation Strategy

First and foremost, pay-for-performance plans are different to a set of salary. It is a method of compensation where the employees are paid based on their performance. Employers normally provide incentives to workers based on the work performance. The efficacy of pay-for-performance plan is it is able to be use to motivate employees. Sometimes the virtue of incentives plans are uncertainty, it is costly for company to implementing or unexpected problems may occurs. It will be time consumed and effort for company to search or design for suitable incentives plans. However, its contribution should not be neglect. There have several advantages of pay-for-performance plans and incentives plans for both employers and employees.

The foremost contribution of Pay-for-performance is it can increase the motivation of employee in their work performance. It motivates employees to put more effort because the extra compensation is given to those employees who perform above the expected standard. When an employee is compensated based on their performance, he will be more likely to work effectively in order to increase their income. In other words, the opportunity for employees to earn a desired income can stimulate employees do one’s level best on their task.

Other than that, pay-for-performance plans provide unlimited compensation to the workers; especially it is beneficial to those talent salespersons that are works effectively. They may be able to earn a substantial income than those workers who are paid for a set of salary since they are paid based on the volume of sales. Not only that, it also able to increase the employee’s productivity.… Read the rest

Human Resource Management (HRM) Best Practices

In recent years business environment has become highly competitive. It has forced the manager to develop different strategies to cope with competitiveness. These strategies help organizations to survive in competitive environment. One area that has been important as a means of providing a competitive advantage is the management of the Human Resource function. Over the past decade there has been a dramatic shift in the field of Human Resource Management, with great emphasis being applied to the human resource management function and its significant contribution to organisational performance. However in order to influence organisational performance it is required that there are certain ‘practices’ of human resource management that must be abided by in order for improved performance to be achieved.

Unfortunately there has been no authoritative definition of best practice that has been agreed by academics or practitioners. This leads to a lack of conceptual clarity of the HRM best practice definition. HRM best practices are designed to increase the overall performance of employees within the organisation, ultimately resulting in increased organisational performances. Commitment shown by the employer with regard to areas such as training and development for example, is ultimately reciprocated by the employee, with this increased commitment toward the organisation, performance enhances as employees are more skilled and committed to the profession, resulting in a win win situation for both parties.

In simple terms, each best practice technique is aimed at developing the employee, increasing commitment, with the resulting intention to improve the organisational performance ultimately create a sustainable competitive advantage.… Read the rest