Human resources management involves people productivity towards attaining the goals of the company while complying with the individual employees’ needs (“Define Human Resources”, 2005). It is the formal structure of managing employees, which is divided into three areas: staffing, rewarding and designing work (“Define Human Resources,” 2005). Human resources management is involved with training employees, making them more productive and also realizing their potentials and tapping their talents and skills and using these to further the aims of the company.
Personnel management seeks to determine the impact of human aptitudes, attitudes and behaviors on the motivation to perform in the workplace. As with any body of knowledge, theories about personnel management come from a variety of sources and have evolved over time. Evolution of personnel management theory has occurred as research and experience provide additional insight into the complex and intriguing subject of human behavior in the workplace.
It is said that in human resources management leaders must integrate “vision, high-bandwidth, and leading on the edge” (Newham 2005).
This means that vision must maximize diversity and result in collective strengths. These strategies will also help minimize possible digressions to company growth. Similarly, in building strategies in order to improve human resources management capacity, there is a need to consider value-based management (Value-based management 2005).
The Essay on Management: Human Resources
Human Resources are perhaps the most important factors in attainment of organizational objectives. For years, this aspect of management has been overlooked or in a sense has not been given the importance that it deserves. During the course of this particular paper, the author shall try to focus over the points which make human resources the most crucial point for organizational prosperity and what ...
This simply means that it recognizes and acknowledges the value of value. This refers to value in terms of value for the company, managers, employees and clients. More often than not, this process aims to “create value, manage value, and measure value appropriately” (Value-based management 2005).
Hypothesis
Performance evaluation programs represent a significant application of motivation theory. The process of evaluating an individual’s performance contains elements of positive and negative reinforcement. How well people perform is largely determined by whether their performance is evaluated or rewarded.
Many organizations, especially smaller ones, do not have formal evaluation programs because they have survived without them in the past and they see no benefit for them in the future. Yet, performance management is essential in adapting measures to upgrade the level of the human performance of organizations. They are now in the process of identifying problem areas in the workplace when it comes to human resources. Although the situation does not appear to be in need of full attention right now, the implications will be felt later on by organization if they do not act consciously on the issue.
II. Literature Review
According to Twyla Dell, “The heart of motivation is to give people what they really want most from work. The more you are able to provide what they want, the more you should expect what you really want, namely: productivity, quality, and service.” (An Honest Day’s Work (1988)
Bevan & Thompson (1991) describe an effective performance management as having a shared vision of the organization’s communicated via a mission statement to all employees; a regular formal review of progress towards targets; a review process which identifies training and development needs and rewards outcomes; and an evaluation of the effectiveness of the whole process and its contribution to overall organizational performance to allow changes and improvements to be made. Looking at this description, this paper maintains that every organization needs to start where it should be rightly so—the individual. (Bevan & Thompson 1991)
The Essay on Employee Performance
The methods presented here are designed to develop elements and standards that measure employee and work unit accomplishments rather than to develop other measures that are often used in appraising performance, such as measuring behaviors or competencies. Although this handbook includes a discussion of the importance of balancing measures, the main focus presented here is to measure ...
In organizations, incentive programs are almost always coordinated through human resource departments. These programs are very important because they serve as a motivation to improve the workforce’s attendance and job performance. A popular incentive program is rewarding the employee an extra vacation day the next year when meeting a certain attendance criteria, for example, not using any sick days in a calendar year. It is essential, however, that a program be based on specific objectives that are compatible with the organizational philosophy and policies as well as affordable to the company. Importantly, employees must view the incentive plan to be equitable and related to their performance to be attractive.
Human resources management must, therefore, provide the employees with compromises that allow them to improve and get benefits according to their performances not just with their positions. The benefits should give them high employee satisfaction. The human resources department also plays a major role in an employee’s well being by providing access to healthcare benefits, career path by providing career planning, and workplace morale by providing incentives to do well and excel. When placed in danger within the workplace, the employees can be sure that the human resources will be there to help them with their cause.
How the management treats its employees shows the customers and clients how they will treat them when transacting business with them. If the management is harsh in communicating or ordering with the employees, then they might be that way with the clients too. good human relations with the employees result in good service of the company because the employees feel good and satisfied and they deliver their service better than those who are not contented with their jobs.
By providing good human relations with the employees, the employees will be highly satisfied and they will be more productive. The management that provides opportunities for the employees to grow and develop will be more successful as the employees will be challenged to do better. Employees can also feel their value when they are compensated accordingly and when they are given programs that would make them feel they deserve the job responsibility.
The Essay on Job Analysis Human Management Resource
What is job analysis and why is it done? Organizations are growing in size each and every day, which in turn creates a high demand for employees. This outcome, however, needs a systematic approach to determine the right employee for the right position. The process has become so large that organizations need specialized help from Human Resource Management (HRM) departments to ensure that the ...
As a result, the workers will support the management more and in the end everybody benefits, the employees develop their potentials and gain high job satisfaction giving the management less problems and a higher productivity turnover, and in due course the business thrives (Smith).
Businesses continue to succeed because of the value it places in their service and the clients. However, without its human resources, no one will be able to deliver its service. No technology can take the place of human resources. The employees are the most important resource in any way. Humans can adapt and improve, be taught and learn. Technology will always be mere tools of humans, either using it to improve himself or to destroy himself.
How the management treats its employees shows the customers and clients how they will treat them when transacting business with them. If the management is harsh in communicating or ordering with the employees, then they might be that way with the clients too. Good human relations with the employees result in good service of the company because the employees feel good and satisfied and they deliver their service better than those who are not contented with their jobs.
By providing good human relations with the employees, the employees will be highly satisfied and they will be more productive. The management that provides opportunities for the employees to grow and develop will be more successful as the employees will be challenged to do better. Employees can also feel their value when they are compensated accordingly and when they are given programs that would make them feel they deserve the job responsibility. As a result, the workers will support the management more and in the end everybody benefits, the employees develop their potentials and gain high job satisfaction giving the management less problems and a higher productivity turnover, and in due course the business thrives (Staneart).
Businesses continue to succeed because of the value it places in their service and the clients. However, without its human resources, no one will be able to deliver its service. No technology can take the place of human resources. The employees are the most important resource in any way. Humans can adapt and improve, be taught and learn. Technology will always be mere tools of humans, either using it to improve himself or to destroy himself.
The Research paper on Strategic Management and External Business Environment
This essay is a case study of analyzing the UK biggest chocolate company Thorntons’ existing strategy in current economic situation using different aspects from both external and internal business environments. In this report I will engage with the business frameworks that we learned in the first five weeks such as S. W. O. T analysis, Porter’s Five Forces, PESTEL analysis as well as Industry life ...
