Busman
SAC REVISION
Area of Study 4- The Human Resource Function (i)
- Human Resource Management has replaced personnel management, in most large organisations.
- Personnel management is a narrower area of management concerned only in recruiting and keeping employment records.
- HR Managers contribute to the strategic and operational level, and previous personnel managements have had to take on broader tasks within the organisation, and HR is now a fully integrated function of the organisation.
- The role of a human resource manager is to plan, organise, lead and control all matters that relate to the employment of workers.
- Human Resource management is linked to productivity as it is directly linked to strategies and objectives of the organisation, as it relates to the ongoing management of the vital resource and asset, which are people. Therefore HRM must ensure that employees achieve goals and objectives within constraints.
- Part of meeting organisations objectives is through ensuring that sufficient numbers of motivated and skilled staff are available to work efficiently and effectively, managing their resource to ensure high levels of productivity.
- Effective HRM can help a LSO to increase its profits by: Ensure that wages are appropriate and not too expensive. Training can be costly, but may provide benefits as employees work more efficiently , increasing productivity and therefore generating greater profit. The recruitment process is costly. So retaining staff who have the required skills and knowledge is essential, this means that HRM needs to implement motivation techniques and family-friendly policies to keep these necessary staff members.
- The Contexts of HR:
- HR is affected by developments and trends in four significant contexts;
a) Workplace attitudes: The changes in the workplace that could potentially affect HR include the changes in employee’s expectations, more workplace flexibility, greater recognition of workplace-life balance and
Area of Study 4- The Human Resource Function (i)
- Human Resource Management has replaced personnel management, in most large organisations.
- Personnel management is a narrower area of management concerned only in recruiting and keeping employment records.
- HR Managers contribute to the strategic and operational level, and previous personnel managements have had to take on broader tasks within the organisation, and HR is now a fully integrated function of the organisation.
- The role of a human resource manager is to plan, organise, lead and control all matters that relate to the employment of workers.
- Human Resource management is linked to productivity as it is directly linked to strategies and objectives of the organisation, as it relates to the ongoing management of the vital resource and asset, which are people. Therefore HRM must ensure that employees achieve goals and objectives within constraints.
- Part of meeting organisations objectives is through ensuring that sufficient numbers of motivated and skilled staff are available to work efficiently and effectively, managing their resource to ensure high levels of productivity.
- Effective HRM can help a LSO to increase its profits by: Ensure that wages are appropriate and not too expensive. Training can be costly, but may provide benefits as employees work more efficiently , increasing productivity and therefore generating greater profit. The recruitment process is costly. So retaining staff who have the required skills and knowledge is essential, this means that HRM needs to implement motivation techniques and family-friendly policies to keep these necessary staff members.
- The Contexts of HR:
- HR is affected by developments and trends in four significant contexts;
a) Workplace attitudes: The changes in the workplace that could potentially affect HR include the changes in employee’s expectations, more workplace flexibility, greater recognition of workplace-life balance and