Human Resources in Business
Human resources, or HR, is all about managing the people who are in
your business. They are as important as ant other resource. You must
recruit new workers, promote old workers and so on… a basic definition
of human resources is the people who work for your business. HR is
also linked with contracts of employment, fringe benefits and wages.
People will play a huge part in your business they are the one
resource that make other resources operate.
Hours Of Business
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Although my business is generalised as a garage it is not a ordinary
garage that just fixes broken cars, this is only one service that my
business will offer. It is because of this my business will open and
close at these times:
Monday: 09:00 – 17:00 8 Hours
Tuesday: 09:00 – 17:00 8 Hours
Wednesday: CLOSED
Thursday: 09:00 – 16:00 7 Hours
Friday: 09:00 – 17:00 8 Hours
Saturday: 10:00 – 20:00 10 Hours
Sunday: 09:00 – 15:00 6 Hours
My Staff
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I will require 3 - 4 employees in store at all times to work on all
The store will have one fulltime manager, who will also be a lead salesperson. Hours of operation will be Monday through Sunday
The most obvious link between human resources and the other functional areas is in the recruitment of staff. In many areas, departments notify human resources when they have a vacancies and it is up to the HR staff to make sure that this is advertised or placed with the most appropriate source for recruitment and that the paper work is completed and the interviews scheduled according to the company policy. If the vacancy also creates a promotional opportunity, The HR staff will also make sure that the vacancy is advertised internally as well as externally. Once the selection has been made, the HR department will confirm the appointment and prepare the contract of employment. There will be links between different functional areas and HR staff over training events and staff development activities.
Analysis of how the HR-function should be organized according to HRM-theories and the way the HR-function is organized in practice within different organizations.
· Training may also need to send people on courses if the skill mix of
An organizational human resources department utilizes the hiring and firing process to meet the organization’s personnel needs. Organizational human resource departments are charged with the oversight of an organizations administration department. The practice of hiring and firing people is a process employer’s conducts on a daily basis. This process has to be done in a proper manner and not in haste. The implication that can occur from the improper hiring and firing process could and can have a positive or negative impact on an organization. Therefore, employers must carefully evaluate their decision to hire/fire individuals and its impact on the organizations’ workplace environment and others employees. Human Resource Management is important for an effective organization. In today’s organization, HRM is valuable to the organization because of increase legal complexities and its known for improvement in productivity. However, management should realize that poor human resource management could result in an outburst of hiring process followed by firing or layoffs. According to (Satterlee 2013, p. 194), “Hiring the best candidate who is also a good fit for the organization is crucial for the success of an organization, because a poor hiring decision will have repercussions across the entire organization”. Satterlee made a valid point because poor hiring could have an impact on the bottom line performance of the firm. In other words, HRM is the contributing factor to the success of the organization including motivating and maintain the staffs. The purpose to the motivation is to ensure that all employees grow to a full potential. According to (Sims 2006, p. 5), “HRM efforts are planned, systematic approaches to increasing organizati...
The HR policies followed by Google have proved to help the company flourish drastically over the years.
Human resources on the whole, encompasses a vast amount of responsibilities. “Human resource management (HRM) is the organizational function with responsibility for attracting, retaining, and managing the people who make up organizations." (Bogardus, p. 2, 2004) We will be identifying and looking at some of the important functions that HRM performs, and how these functions are essential and contribute to the growth of the organization.
In every organization there are some key roles like motivation, leadership, training, staffing employment and developments which are performed by Human Resource Management. These performances are deeply related with each other to the role of leadership and motivations in the organizations. These are the basic and fundamental functions in every organization as well as in the whole of human resource management. It is also related with the role of leadership, motivation, and aims of objectives of the organization. As per this chapter the human resource management will be discussed thoroughly and as a result, it will be related with the role of leadership and motivation in the organization. According to the aims and objects of the study, this chapter will also discuss the literature in connection with the role of leadership and motivation in the Indian manufacturing units and the Indian organization.
Employee Relations is an integral part of human resources. “Employee Relations involves the body of work concerned with maintaining employer- employee relationships that contribute to satisfactory productivity, motivation and morale. Essentially, Employee Relations is concerned with preventing and resolving problems involving individuals which arise out of or affect work situations.” (www.wfnetwork.bc.edu) The human resource professional requires knowledge and understanding, but they are of a limited value if he or she lacks the competencies to apply them to solving problems. Because employees want to feel good about who they are, what they do and where they work it is important for Human Resource professionals to constantly stay up to date on ways to improve employee relations within an organization or company. Policies, procedures , rules, discipline and employee rights are a couple ways where Human Resource professionals can maintain good employee relations.
It is often said that “people” make an organization what it is. It is for this reason that we have seen increased focus on human resource management, with organizations working hard to be more people-centric. Over the years Human Resource Management has emerged as one of the most challenging aspect of governance for organizations. The change in the social, cultural and economic scenarios, emergence of the global organizations and new service models have resulted in several changes in the nature of the workforce, raising new challenges in human resource management.
Human Resource Planning In this section this is a short explanation on how the organisation uses and interprets internal and external labour market information to plan its human resources. Each year Southgate College prepares a development plan, this is built up from all areas of the colleges operations and then forecasts for the coming years – (curriculum support services) and this includes human resources planning. The college can then plot where it is and where there will be changes to staffing needs. The staffing profile group considers requests for new posts/staff.
Manpower planning or HR planning are synonymous. HR planning is more broad-based. Hereinafter, we will call it Human Resource Planning or HRP in short.
Human Resource Development (HRD) is often seen to be a central feature of SHRM. Discuss the role and importance of HRD in achieving SHRM organizational outcomes.
have more of a major effect on the company's health. Irving Burstiner was quoted in in The