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M1- explain why human resource planning is important to an organisation
Human Resource planning is important in any organisation that is either small or big. Organizations plan their HR because they need to have enough employees so that the business can run properly. Therefore an organisation would need to have a good understanding about their human resources in order for them to know how to plan their work so that it is efficient and also so that it is in a professional manner. It is not an easy task because there are some factors that affect the company when coming to planning the work. Some of them are:
1. Strategy. Human resources can improve the company with the knowledge of how human capital may affect the success of the organisation.
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Compensation. Specialists in Human Resources compensation can create accurate compensation structures that will set the company wages that can compete with the other businesses that are around the area. They conduct wide salary and wage surveys. This is made to maintain the compensation costs in place.
3. Benefits. The benefit specialists can reduce a company costs that are associated with hiring, turnover and attrition replacement workers. They are very important and valuable to the business because they have the skills required to negotiate group benefit packages for the employees.
4. Safety. The employers have an obligation to the employees to give them a safe working place with safe conditions. Risk management specialists from the Human Resources area have the job to maintain accurate work logs and records, and also developing programs that can minimize the number of injuries that can occur in a workplace.
5. Liability. Human Resources employee relations specialists can reduce a business danger related to people that claim claims of unfair employment. The specialists need to identify, investigate and resolve any workplace issues that are unattended. The unattended issues could get out of control and involve the
Human resources plays an important role in the field of healthcare industry. Some of the roles of Human resource department include-
Organizations’ other resources can be hired, retained and discarded at any time but human resources needs special treatment. It needs to be carefully hired, deserve an extra effort to retain it and requires training & development to upgrade and improve its capabilities. Other resources depreciate with the passage of time but when the human resource gains more and more experience, it becomes more beneficial for the organizations. These characteristics have brought human resources to be the central element for the success of an organization. (Mohammed, Bhatti, Jariko, and Zehri, 2013, pg. 129, para. 2)
The human resources department within a business looks after the labour side of the organisation. This sector is what used to be known as the personnel department, and deals with all aspects of the structure, recruitment, appraisal, selection and training of the workforce. The human resource department is also responsible for looking after the general welfare of the employees, implementing health and safety legislations at work and dealing with disputes, appraisals, complaints and grievance procedures that may arise. Human resource management is the management of labour within a business and involves a few factors in which help keep the human resources department well organized and maximize on efficiency. These are: Organizational strategy-
The Human Resources department is dedicated to hire and build an excellent team with a great teamwork and leadership. As one of the most important strategies of the business is the innovation of their products, it is needed people who can add value to the company through its diversity, innovation and entrepreneurial spirit, in a competitive and fun environment.
The human resource professional often is involved in determining the optimum site for a business and is responsible for many other aspects of an international expansion, such as cultural evaluation of the site, employee selection, training, development, compensation, and evaluation, just to name a few.
From this interview and assignment I discovered that individuals that compensation specialist requires a great deal of experience, knowledge and skill. The compensation specialist that I met with had over 15 years of experience, as well as her Master’s degree in business administration. In addition, there seems to be a need for detailed understanding of the legal ramifications in respect to compensation based upon department of labor standards, as well as a great deal of knowledge of the average pay that is received by individuals within a variety of different occupations within healthcare
Human resource is the most valuable resource in any one given organization. Organizations that invest in the training and development of their workforce are bound to make huge progress and achieve competitive advantage over their competitors. Such organizations are able to embrace and exploit new technologies in their operations. Motorola Company is a casing company that has invested in training and development of its human resource.
Within the organization the personnel responsible for creating, enforcing and maintaining the health, safety and security work conditions is the Human Resources (HR) manager.
The main purpose of Human Resource Management is to increase the effectiveness and contribution of employee’s attainment of organizational goals and objective (Youssef, C.). Many areas of HRM have been discussed in this course. Those areas are EEO and Affirmative action, Human resource planning, recruitment, and selection, Human resource development, compensation and benefits, safety and health, and employee and labor relations. All these categories have an impact on how an organization is managed. Although there are many things that impact a business, the most important thing about managing a business is selecting the right people to help the company succeed.
Attracting and retaining the most talented employees is essential for long-term organizational success. An important component to attracting and retaining such employees is the design and implementation of an effective compensation and benefit system. Assuming the role of a highly regarded human resource consultant hired to review, analyze, and revise the compensation and benefit system utilized by my city’s largest employer, Holland Enterprises, this paper presents a revised compensation and benefit strategy that suits the firm. This proposal describes how an effective compensation and benefit system could contribute to organizational effectiveness in the firm, the principle components of the revised compensation and benefit system for the
A human resource manager needs to plan ahead and know what is going on. in and outside the company labour market. He needs to be aware of the past, present and future trends of employment in a particular area. of the specialisation of the. He needs to know if there are available skills needed or if there are few people with the type of skills needed by the company.
Human resource is the most valuable and unique asset of an organization. The successful management of an organization’s human resource is an exciting, dynamic and challenging task , especially at a time when the world has become a global village and economies are in a state of flux. The lack of talented resource and the growing expectation of the modern day employee has further increased the difficulty of the human resource function.
One of the causes that influences an organization’s human resource is its strategy. A strategy refers to a plan that in place to guide business operations and activities. The business strategy then provides schedules and activities for the employee, and as a result affects the human resource. The scope is to build on qualifications and capabilities, therefore influences human resource to higher capacity while the unsuitable distribution of tasks may dampen human resource to poor results. Managers in the organization play a significant role in influencing human resource. The type of leadership structure and leadership style implemented by the organization establishes the level of encouragement that a leader and their leadership have on human resource. An ineffective leadership will fail to mobilize human resource into performing required tasks due to poor control of employees. Effective leadership influences human resource management responses to the management’s needs towards competitiveness. Ammi, F. T., & Mushatt, S.
Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes to “establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent with but also support the achievement of business goals.” (Massey, 1994, p. 27)
Human Resource Management is the title given to define formal systems arranged for the management of people within a company. There are many responsibilities of a human resource manager. These responsibilities usually fall into three major areas: employee compensation, staffing and defining and/or designing work. The purpose of Human Resource Management is to maximize the capacity of a company by bettering its employees. This is unlikely to change in the future even though the pace of business is always changing . Edward L. Gubman said in the Journal of Business Strategy, "the basic mission of human resources will always be to acquire, develop, and retain talent; align the workforce with the business; and be an excellent contributor to the business. Those three challenges will never change."