Hrm Interventions
HUMAN RESOURCE
MANAGEMENT INTERVENTIONS
Human resource Management (HRM) is defined as an organizational function that deals with recruitment, management and giving guidance for the people who work in the organization. HRM focuses on issues related to people like (1) conducting job analyses, (2) planning personnel needs, and recruitment, (3) selecting the right people for the job, (4) orienting and training, (5) determining and managing wages and salaries, (6) providing benefits and incentives, (7) appraising performance, (8) resolving disputes, (9) communicating with all employees at all levels. It is also an important and comprehensive approach to manage employees in the workplace environment. HRM needs to be integrated with the overall strategy to ensure effective use of people and provide better returns to the organizations in terms of ROI (Return on Investment) for every rupee or dollar spent on them.If the HRM continues to practice this way it will lead to the success of the organization and also the organization will start utilizing its employee capabilities completely. Human resources are the most difficult resources to manage in an organization. HRM is responsible for effective designing and implementation of various policies, programs and also about developing and managing knowledge, skills, creativity and talent.HRM focuses on managing physical and emotional capacity of employees. As a result of this the range of HRM is developing day-by-day.Hence, HRM manages harmonious relationships in an organization along with maintaining a balance between organizational goals and individual goals.
There are three human resource management interventions: Performance management, Career planning and development and work force diversity. Organization’s human resource specialists perform these change processes.
Performance management is an integrated process in which an organizational employees are involved
MANAGEMENT INTERVENTIONS
Human resource Management (HRM) is defined as an organizational function that deals with recruitment, management and giving guidance for the people who work in the organization. HRM focuses on issues related to people like (1) conducting job analyses, (2) planning personnel needs, and recruitment, (3) selecting the right people for the job, (4) orienting and training, (5) determining and managing wages and salaries, (6) providing benefits and incentives, (7) appraising performance, (8) resolving disputes, (9) communicating with all employees at all levels. It is also an important and comprehensive approach to manage employees in the workplace environment. HRM needs to be integrated with the overall strategy to ensure effective use of people and provide better returns to the organizations in terms of ROI (Return on Investment) for every rupee or dollar spent on them.If the HRM continues to practice this way it will lead to the success of the organization and also the organization will start utilizing its employee capabilities completely. Human resources are the most difficult resources to manage in an organization. HRM is responsible for effective designing and implementation of various policies, programs and also about developing and managing knowledge, skills, creativity and talent.HRM focuses on managing physical and emotional capacity of employees. As a result of this the range of HRM is developing day-by-day.Hence, HRM manages harmonious relationships in an organization along with maintaining a balance between organizational goals and individual goals.
There are three human resource management interventions: Performance management, Career planning and development and work force diversity. Organization’s human resource specialists perform these change processes.
Performance management is an integrated process in which an organizational employees are involved