Dud's Human Resource Management Assignment
Introduction to Human Resource Management
Human resource management (HRM) is the policies, practices, and systems that influence employee’s behavior, attitudes, and performance (Noe, Hollenbeck, Gerhart and Wright, 2011). HRM practices should support the organization’s business strategy by analyzing work and designing jobs, determining how many employees with specific knowledge and skills are needed through the human resource planning process, attracting potential employees by recruiting, choosing employees by using the selection process, teaching employees how to perform their jobs and preparing them for the future in the training and development process, evaluating their performance by using the performance appraisal, rewarding employees in the compensation process, and creating a positive work environment (Steen, Noe, Hollenbeck, Gerhart and Wright, 2009).
According to Williamson, Colvin and McDonald (2012) the management of the people and the staff policies and practice that enable an organization to carry out its work. This affects staff from the moment an individual contacts the organization in response to a job advertisement, to the time they leave the organization. HRM is about enabling staff to use their qualities in order to fulfill their role and contribute to the organization’s mission and purpose (Williamson, Colvin and McDonald, 2012).
Moreover, HRM is the management of people who have a strategic importance on the success of the enterprise (Uyar and Deniz, 2012) . Importance of Human Resources Management
According to Jackson, Schuler and Werner (2009) managing human resources effectively including the activities that organizations will influence the competencies, behaviors, and motivations of all the people who work for them. It is because the competencies, behaviors, and motivations of employees influence profitability, customer satisfaction, and a variety of other important measures of organizational effectiveness, managing human
Human resource management (HRM) is the policies, practices, and systems that influence employee’s behavior, attitudes, and performance (Noe, Hollenbeck, Gerhart and Wright, 2011). HRM practices should support the organization’s business strategy by analyzing work and designing jobs, determining how many employees with specific knowledge and skills are needed through the human resource planning process, attracting potential employees by recruiting, choosing employees by using the selection process, teaching employees how to perform their jobs and preparing them for the future in the training and development process, evaluating their performance by using the performance appraisal, rewarding employees in the compensation process, and creating a positive work environment (Steen, Noe, Hollenbeck, Gerhart and Wright, 2009).
According to Williamson, Colvin and McDonald (2012) the management of the people and the staff policies and practice that enable an organization to carry out its work. This affects staff from the moment an individual contacts the organization in response to a job advertisement, to the time they leave the organization. HRM is about enabling staff to use their qualities in order to fulfill their role and contribute to the organization’s mission and purpose (Williamson, Colvin and McDonald, 2012).
Moreover, HRM is the management of people who have a strategic importance on the success of the enterprise (Uyar and Deniz, 2012) . Importance of Human Resources Management
According to Jackson, Schuler and Werner (2009) managing human resources effectively including the activities that organizations will influence the competencies, behaviors, and motivations of all the people who work for them. It is because the competencies, behaviors, and motivations of employees influence profitability, customer satisfaction, and a variety of other important measures of organizational effectiveness, managing human
References: Sidin, J.P. 2012. Principles and Practices of Management.