Defining the purpose of Human Resource Management Essay Example

role in organizational performance and productivity.

Record keeping of personal information involves maintaining internal information about each employee, including their work history and current position. This aids the organization in determining and assigning employees to specific sections for optimal workforce utilization. Proper allocation of individuals based on their skills and knowledge in a particular area results in excellent overall performance. The organization also provides employee benefits and compensation in various situations.

This is the security that an organization provides to employees in order to encourage them to stay. It gives employees confidence in their job security and other available benefits. This can sometimes become competitive as employers try to retain talented and experienced employees to prevent them from going to other companies. It also allows employees to communicate with the organization and address any issues they may be facing in the workplace, providing confidential advice to "internal clients".

The organization also requests the assistance of employees so that they can feel valued and considered. Neglect is the most detrimental aspect of employee dissatisfaction. The development of individual employees contributes to organizational growth. Organizations should always be prepared for rapid environmental changes, therefore they encourage employees to acquire as much knowledge as possible to enhance company performance and standards.

This enhances the overall public performance of the organization by improving individual public presentations. Organizations frequently conduct seminars and trials to maintain their position in the market. Competence monitoring (mapping) involves evaluating the efficiency of employees' work. Organizations continuously monitor employee efficiency to determine the impact on productivity.

This helps the organization to understand what areas they need to improve in order to maintain stability. Time and motion study: allocating time and

minimizing movement leads to a more efficient and productive organization. This technique is implemented in many organizations to increase productivity. Time and motion study determines how work should be done within a specific timeframe while minimizing unnecessary movements, resulting in more efficient output. Performance assessment: evaluates the employee's contribution to the organization. It involves gathering, analyzing, and recording employee information to understand the contributions of each individual within the organization.

Tendencies and Influences of Human Resource Management

A concern operation is mainly focused on the following major influences. Training: -this develops high level of work of individuals. Training gives more precision to the working environment and the employees acquire better knowledge and working attitudes with the environment they are dealing with.

Strategic human resource management model

From the above Human Resource model we understand that an environmental analysis should be initiated. Then the company has to take care of the mission and goals.

The analysis of an organization's strengths and culture is crucial in determining the appropriate human resource strategies to adopt. These strategies encompass various aspects such as planning, attracting, placing, developing, measuring, motivating, rewarding, and retaining human resources. To accomplish this, the organization utilizes human resource tactical programs and systems.

Cardinal elements of Human Resource

The essential components of Human Resource are as follows:

- Resource program: This encompasses all the resources employed within a company. It details how each resource is utilized and implemented.

- Resource breakdown construction: This categorizes the resources according to their function, providing an overview of how they operate within each department and at different levels.

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Responsibility assignment matrix: This assigns specific tasks to ensure accountability within each functional area. It outlines individual responsibilities and how tasks should be carried out.

- Resource over allotment: This refers to allocating an excess amount of resources to complete increased work in a shorter timeframe.

This task is unique because it requires both significant financial investment and a considerable amount of time. However, in situations where a company has limited resources and must achieve its objectives within a specific timeframe, completing this task becomes essential. The approach to implementing this process can vary depending on factors such as the capabilities of employees, available facilities, and overall organizational structure. A resource histogram is used to visually display instances when resources are over-allocated, enabling managers to effectively allocate them. This diagram provides an overview of how resources are distributed across particular tasks, allowing managers to evaluate the frequency and necessity of resource allocation for each task. Consequently, adjustments can be made to optimize the scheduling of resources.

Resource dependence occurs when a project depends on a particular resource, often with a strong interconnection between resources. If one resource is assigned, the entire process stops. On the other hand, resource grading involves reassigning Human Resources to prevent instability. This is done to enhance the allocation of Human Resources to crucial tasks and maintain process equilibrium.

This is achieved by reallocating extra resources to the project, which is currently experiencing a severe shortage of personnel.

Critics of human resource management

They argue that human resource management lacks a theoretical framework. However, despite this criticism, the effectiveness of human resource management still plays a vital role in organizational growth.

Human resource planning

It is an essential aspect

of human resource management. Within an organization, it is considered an asset, and through proper planning, it ensures the availability of workforce, supplies, quality, and quantity for optimal utilization of personnel. This ultimately leads to enhanced organizational performance and sustainability in the business market.