If you can get the right people to work well enough to complete the project well within the deadline and budget, you've nailed the art of human resource planning. It is a responsibility of all line managers and a function of staff managers in an organisation. The strategists talk about sustainable competitive advantage. But the basic responsibility always lies with the line managers. Think about how many things you have on your to do list every day.
It has its focus on results, rather than on rules. Development Oriented: Individual employee-goals consist of job satisfaction, job-security, high salary, attractive fringe benefits, challenging work, pride, status, recognition, opportunity for development etc. This software will help you reduce the time and takes to perform your employee management tasks. Therefore, human resource management is defined as the management of human resource and their commitment towards work. It tries to secure the best from people by winning the whole hearted cooperation.
Organisations survive and thrive only because of the Concept of Human Resource Management. It is a continuous process: First, it is a process as there are number of functions to be performed in a series, beginning with human resource planning to recruitment to selection, to training to performance appraisal. That's why we include source code as part of the deliverable to you. There are 6 characteristics of strategic human resource management, which are given below: Characteristics of strategic human resource management 1. It is pervasive also because it is required in every department of the organisation. Integrate with QuickBooks Data QuickBooks is a very popular accounting system used by small and medium size business in a variety of industries. People Oriented: Human resource management is concerned with employees both as individuals and as a group in attaining goals.
All the activities of management are arranged in such a way that they are interconnected with efficient and effective utilization of human resources according to change in organizational strategy. Also Read: Usually there is a goal difference between organizational goal and individual goal. Strategic human resource strategy explicitly recognizes the threats and opportunities in each area and attempts to capitalize on the opportunities while minimizing or deflecting the effect of threats. Continuous Function: Human resource management is a continuous and never ending process. You've got to know the roles and responsibilities of each team member. International expansion strategies are not possible without human resource planning. Even if there is total automation, the organization will require a person to on the button.
Feel free to comment below. If you want to run your project successfully, you need manpower. Forces play out in local, regional and national labor markets. It helps to mobilize human resource in the organization in order to achieve the stated goals and objectives strategically. It is changing itself in accordance with the changing environment. This concept often referred to as economies of scope, makes the combined whole of the company make valuable than the sum of its parts.
Human resource management is concerned with people dimension of management. It tries to help employees to develop their potential fully. Challenging Function: Managing of human resources is a challenging job due to the dynamic nature of people. It is the process of bringing people and organisations together so that the goals of each are met. This shows how important manpower is to any kind of organization. In other words, it is concerned with the development of human resources, i. According to the , it is imperative for a project manager to know all about the process of human resource planning, its development and application.
And only human resource planning can help you with that. It is also concerned with behaviour, emotional and social aspects of personnel. Interdisciplinary and fast changing: It is encompassing welfare, manpower, personnel management, and keeps close association with employee and industrial relations. It serves all other functional departments. It has travelled from exploitation of workers to treating them as equal partners in the task. Traditionally, human resource management focuses on hourly employees, with most clerical exempt employees also included.
It is multi- disciplinary activity utilising knowledge and inputs from psychology, sociology, economics, etc. The hard version or variant emphasizes the need to manage people in ways that will obtain added value from them and thus achieve competitive advantage. Pervasive Function: Human resource management is the central sub-function of an organisation and it permeates all types of functional management viz. Human resource management is concerned with developing the potential of employees, so that they derive maximum satisfaction from their work and give their best efforts to the organisation. Organizational performance depends on the quality of people and employees. For instance, you may need to provide some extra training due to increased scope, or hire more people than you thought you needed.