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Role and importance of human resource
Role and importance of human resource
Importance of human resource management
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The role of human resource management is one of strategic partner, administrative expert, and consultant (managing all of the organization’s people related processes strategically). It is the job of hr management in to recognize that decreased turnover, higher employee morale, and involved employees in the decision making process are all optimal in providing key leverage in an organization’s strategic plan. Management integrate strategic hr management with the organization’s strategy formulation. This means that management has searched the organization and its environment for opportunities and initiated projects and decisions to bring about changes that are both advantageous and competitive for the organization. Through this integration, HR policies must “cohere and be accepted across all company policy areas and across all hierarchies in the company”. These same HR policies had to be turned into practices that were used by both managers and employees as part of their everyday work. The hr management role has changed tremendously from being a mostly personnel function, consisting primarily of a lot of paper pushing, hiring and firing, to being totally responsible for the maximization of “human capital effectiveness”. Which primarily creates a better-trained, more flexible workforce that will add more to the bottom line. Peoples’ Bank went through some organizational restructuring in order to stay competitive in the market. As a result of the changes that were made in the Bank’s System, HR Management had to do research and analysis in order to scan the banks new environment to see what types of employees would be needed with the “new strategy’s skill and organizational requirements. This was a use of HR’s information management skills, which was followed by HR’s integration and change skills to manage the organizational interfaces, assess the organizations skills (or the current values of the banks human resource investment), set priorities, anticipate the future, and facilitate the changes. This is an excellent example of HR Management’s role being at every level of the strategic planning process.
At Peoples’ Bank, “massive changes began to take place in the business environment of banking with deregulation and the relaxation of ceilings on interest”. This affected what people actually did with their money and where they actually put their money; and these two factors affected the whole money market system of banking. This especially affected the competition between the different levels of banks (regional, district, and local) for various (but the same) sources of funds.
In addition to the powerful coordination the Bank possessed, it influenced interest rates for loans to the working class and the rate of inflation in the nation. Because of the use of various bank notes, variegating from bank to bank due to the lack of national currency and mixture of specie, people trusted that each bank would be able to “cash in” their bank note for specie. This did not always hold true, but the Second Bank of the United States was the most trusted of the banks to supply specie in exchange for their bank notes. Because of this most people, in order to protect themselves from losing money, would exchange state bank notes for notes issued by the Second Bank. However, this meant that the Second Bank could threaten the state banks by demanding more gold, which might cause for their bankruptcy. As a result, the state banks were pressured into not being able to over issue their bank notes, which inevitably decreased their importance and power in the nation by decreasing the circulation of their bank notes. This was the greatest argument posed by the leaders of the state banks against the Second Bank of the United States (Roughshod 2).
Maturity and rationalization is not yet achieved or experienced by teenagers. In the era of technology there are several distractions for drivers of any age to maneuver. Parents can play an educational role by enrolling their teen into a driver’s educational program. Some states require students to complete a comprehensive graduated drivers licensing (GDL) program prior to receiving their license. The brain function is still developing in teenagers and may impede the quick thinking process necessary to become a responsible driver. For the safety and welfare of teenagers the age requirement in Arizona for a driver’s license should be increased from 16 to 18 years of age.
“Hr is shifting from focusing on the organisation of the business to focusing on the business of the organisation” (Zulmohd 2011). David Ulrich points out four distinctive roles of HR which makes the organisation most effective and produce competitive advantage. He planned to change the structure of HR function and build HR around roles. The four key HR roles identified by Ulrich, one HR business partner/strategic partner – aligning HR and business strategy which plays an important role in setting strategic direction. It builds strategic relationship with clients and strategically manages the development of the workforce. The second key role is administrative expert which creates and must deliver effective HR processes made to tailor business needs. It also involves managing people and HR related costs. To continue to the third key role, change agent which understands the organisations culture, and takes the responsibility to communicate those changes internally and gain its employees trust. The final key role identified by Ulrich is employee advocate which is a core in HR role represents employees and helps to improve their experience, protect employees’ interests and confirm strategic initiatives are well balanced. Employee advocates must also “ensure fair, ethical and equitable people processes and practices.” “David Ulrich’s HR Model is about defining the HR roles and
Terms of reference: This report is being produced to fulfil the criteria required for Unit four of the Advance Vocational Certificate of Education (AVCE) course in Business Studies. It will give a comprehensive overview of the way's in which the human resources function(s)', within businesses are organised and managed and how they operate, and an analytical insight into the human resource management team, of the business that I' am focusing on, which is HSBC Group Plc. The report will specifically focus on the possible conflicts of interest between employees or individuals, the way's which human resources planning procedures take place, the recruitment and selection process, training and development programmes and performance management at HSBC Group Plc, in view of the current economic climate for retailing/banking. An Introduction to the Report: In this assignment, I have been asked to structure an analytical approach, about human resources and its effects, on one business, and to file all of my information in one simple, but sophisticatedly structured report.
Car crashes are the leading cause of severe injury and death among teenagers. "In 2010, seven teens aged 16-19 died everyday from motor vehicle injuries." (Injury Prevention and Control: Motor Vehicle Safety) The reason these accidents are happening is because too many teens are getting behind the wheel without enough experience or common sense. Many studies have shown that teens are more likely to be distracted, experiment with drugs and alcohol, and take more risks in general with their vehicles. Many states have tried to negate these risks buy increasing the amount of experience a teen driver must need but the statistics show that may not be enough. There are many ways we can decrease the amount of accidents and deaths to our teen drivers, one of which is increasing the age to get a driver's license.
" This global London-based mining and mineral company was severely impacted by the global recession in 2008. Such an impact forced unprecedented workforce reductions worldwide and decentralized HR management had to be brought in under a single umbrella to ensure an orderly and efficient system that would support the organization’s future productivity."( Case Study OneRedesigning HR HRMG 5000 - Student Simple). Human resources have a strategic significance if managed efficiently and productively. The company revamped and managed its HR functions in a manner so as to achieve the strategic goals of the
The main reason the driving age should be raised, it will be a decrease in car accidents for 16-18 year-olds. Driving is one of the most dangerous things people do on a day to day basis. Teenagers are at a high risk of being in an accident than an older driver. A study show of car crashes during the past two years found a high proportion of newly licensed drivers have serious accidents. Drivers 16-18 are commonly known for speeding, fatigue, alcohol and not wearing seat belts lead to car crashes. More than 5,000 U.S. teens die each year in car crashes. The rate of crashes, fatal and nonfatal, per mile driven for 16-year-old drivers is almost 10 times the rate for drivers ages 30 to 59, according to the National Highway Safety Administration.(.2...)
In the 1980’s, the birth of a new concept called ‘Human Resource Management’ was born. This trend comes after an intense period of Taylorisation, Fordism and now, McDonaldisation. HRM came to counter balance these trends and to consider the concept of the Man as a Man and not as a machine. For the last several decades, the interests of companies in "strategic management" have increased in a noteworthy way. This interest in strategic management has resulted in various organizational functions becoming more concerned with their role in the strategic management process. The Human Resource Management (HRM) field has sought to become integrated into the strategic management process through the development of a new discipline referred to as Strategic Resource Management (SHRM). In current literature, the difference between SHRM and HRM is often unclear because of the interconnections linking SHRM to HRM. However, the concepts are slightly different. Thus, we can ask, what is strategic human resource management? What are the main theories and how do they work? What do they take into account and how are they integrated? What are the links between SHRM and organization strategy? In order to answer to these questions, we will precisely define strategic human resource management, followed by a look at the different approaches built by theorists, and finally, we will see the limits between the models and their applications depending on the company’s environment. Discussion Strategic Human Resource Management: definition Strategic human resource management involves the military word ‘strategy’ which is defined by Child in 1972 as "a set of fundamental or critical choices about the ends and means of a business". To be simpler, a strategy is "a statement of what the organization wants to become, where it wants to go and, broadly, how it means to get there." Strategy involves three major key factors: competitive advantages (Porter, 1985; Barney, 1991), distinctive capabilities (Kay, 1999) and the strategic fit (Hofer & Schendel 1986). Strategies must be developed with a relevant purpose to sustain the organizational goals and aims. SHRM is one of the components of the organizational strategies used to sustain the business long-term. SHRM defined as: “all those activities affecting the behaviour of individuals in their efforts to formulate and implement the strategic needs of the business. (Schuler, 1992)” or as “the pattern of planned human resource deployments and activities intended to enable the firm to achieve its goals.
Getting a driver’s license can be the most exciting part of a teens life. But what do teens have to do beforehand in order to obtain that license? For some, it's months of training and for others, they can complete everything within a few months. But does all that training make teens better drivers? The three main reasons why more drivers education for teens is not beneficial are: restrictions for teen drivers make it harder on parents, teens have to be able to get around without their parents, and not all teens need more drivers education.
Introduction A comprehensive Human Resource Management Strategy plays a vital role in the achievement of an organisation’s overall strategic objectives and visibly illustrates that the human resources function fully understands and supports the direction in which the organisation is moving. A comprehensive HRM Strategy will also support other specific strategic objectives undertaken by the marketing, financial, operational and technology departments. In essence, an HRM strategy’s aim should be to capture the ‘people’ part of an organisation and its medium to long-term projection of what it wants to achieve, ensuring that. It employs the right people, those have the right mix of skills, employees show the correct behaviours and attitudes, and employees have the opportunity to be developed the right way.
To many teens, turning sixteen is a rite of passage. In most states, this is the age when young people become eligible for sixteen year olds to attain their driver’s license. Adolescents see this as the beginning of their child’s independence and freedom, but many adults feel that this is dangerous and a deadly time for many teenage drivers. Statistics show that young drivers are more likely to speed, run red lights, and behave recklessly behind the wheel than more mature and experienced drivers. Many experts agree that this kind of behavior accounts for the thousands of teens that are killed every year in car accidents. In fact, according to the National Center for Injury Prevention and Control, teens are four times more likely to crash than are older drivers. This has caused many to question what can be done to keep drivers safe. The minimum age for attaining a driver’s license should be increased to eighteen years old due to the numerous downfalls of driving at a young age; these include disturbances on the road, peer pressure, and the underdevelopment of the brain. A growing number of people feel that the only way to truly prevent tragedy is to raise the legal driving age. Most teens, and even some parents, believe in this theory, nut many people feel that such action is necessary. A number of states in the United States have already raised the minimum age a teen must be to acquire a full, unrestricted license, meaning that many young drivers must be accompanied by an adult with a license. These states use graduated licensing programs that put limitations on young drivers. The programs restrict teens from driving late at night or carrying other teenage passengers until they have logged a certain number of hours driving under t...
However you define the activities of management, and whatever the organisational processes are, an essential part of the process of management is that proper attention be given to the Human Resource function. The human element provides a major part in the overall success of the organisation. Therefore there must be an effective human resource function. In the past, most organisations viewed Human Resource Management (HRM) as an element function, that is an activity that is supportive of the task functions and does not normally have any accountability for the performance of a specific end task. Because of the emphasis on analysis and precision there is a tendency for strategists to concentrate on economic data and ignore the way in which human elements and values can influence the implementation of a strategy. 'Economic analysis of strategy fails to recognise the complex role which people play in the evolution of strategy - strategy is also a product of what people want an organisation to do or what they feel the organisation should be like.?(1).
According to our textbook Human Resource Management (HRM) is the policies, practices, and systems that influence employees’ behavior, attitudes, and performance. “The human resources management process involves planning for, attracting, developing, and retaining employees as the HRM planning provides the rights kinds of people, in the right quantity, with the right skills, at the right time (Lussier, 2012, p. 240).” According to our textbook the typical responsibilities of the Human Resources department fall into three categories, and they are administrative services and transaction, which handle hiring employees. The second involves business partner services that focus on attracting, evolving, retaining employees by having a clear understanding
Today in the world you see how driving has become an everyday thing, everybody uses a car to get to the destination they need whether it’s their job or just to go out. Many out have their driver’s license, while other are just starting to learn how to drive to obtain their driver’s license. Everybody has always had an issue with what the right age should be to allow people to obtain their driver’s license and drive. While some people don’t argue with the age that teenagers should be allow to drive, others don’t agree on letting teenagers get their driver’s license at such young age. People had always had various good reasons on why the driving age should be adjusted or why it should left as it is. In my opinion and what I think is that for
There are countless problems all around us, some large others just daily problems that won’t matter in two years like what to wear tomorrow. A bit of a bigger problem that has impacted more rather than a few is driving. Teens have to get rides to all sorts of places because they cannot drive themselves. This is a problem for those of kids who participate in extracurricular activities and also to those who like to be with friends and out and about. Some rely on their older siblings and others on parents but that is not a slight bit fun for the chauffer. “A driver’s license gives you a certain level of freedom, but it also gives you an enormous amount of responsibility.” (Campbell) This problem for teens has a main solution, for teens to be able to drive sooner, there is less teen accidents comparing to the last ten years, teens could prove themselves responsible if given the chance.