HRM-summary

Human Resources Management involves the process of managing people to perform various tasks within the organization so as to achieve organizational goals.
Employees Expectations
1. A safe and secure working environment
2. A career path
3. Flexible working arrangements
4. Personal satisfaction
5. Open communication
6. A team environment
Laws dictate the minimum (or 'safety net') terms of employment and the conditions of employment:
• They dictate what employers can and cannot do in the workplace; • Whom they can and cannot employ;
• The nature of the environment within which employees work and • What happens when employees want to leave the workplace voluntarily or are forced to leave the workplace by management.

Human Resource Managers of large-scale organizations need to be aware of the factors that influence both the size and the quality of the workforce available to supply their services for employment:
The demographics of the local population
The diversity of the workforce
The skill level of the workforce
The education level of the workforce
The training made available to workers
The motivation of the workforce to work full-time
The provision of child-care facilities
The working conditions
The security associated with the employment contract
The level of remuneration associated with the job
General employment trends e.g. job sharing, telecommuting etc.
The role of technology in the workplace

There are a number of reasons for using HR consultants. These include:
• The provision of interim or other temporary services, specialist expertise such as employment law, and general support such as coaching.
• They also include more substantial involvement with change, either just at the diagnostic stage or throughout the change process.
Issues to be addressed when deciding whether to employ consultants include the following:
What risks are associated with use of a consultant?
Where would the power lie in the