Human Resource Management at Help With Assignment

Human Resource Management

Human resources are the people (including their knowledge, skills and abilities) within an organization who perform the actual work of the organization. Their efforts enable the organization to meet its objectives. The intellectual capital of each organization has been a growing focus in our highly competitive world.

Human resources management is the effective use of an organization’s human resources to improve its performance. This management is no small order, it takes great skill, ability and practice.

HRM is one of the greatest challenges facing businesses today. The challenge is not just faced by human resource professionals, it is the responsibility of all managers throughout an organization. Management is the practice of getting things done through others. Only by effectively managing the firm’s human resources will the goals and objectives be met.

Although all companies have access to the same technology and the same information, it is the people within each organization who make the difference in organizational performance. That is human resources provide the foundation for the organization’s competitive advantage.

At the turn of the century, Frederick Taylor conducted studies at Midvale Steel Works. Known as the Father of Scientific Management, Taylor suggested that it was management’s responsibility to develop the one best way to perform the job and then it was the employee’s responsibility to perform the job in that one best way. Taylor’s premise was that management should systematically hire the appropriate workers for the job and then outline each detail of the job to be performed.

After this Elton Mayo discovered the importance of the person in the work place. From 1927 to 1932, Mayo conducted research at the Western Electric plant in an effort to find solutions to the shortcomings of Scientific Management. Mayo’s study highlighted the improved productivity gained by paying attention to workers and the significant role social relationships played in the workplace.

We can think of an organization as an open system and its productivity as a transformation process. Inputs, or resources are procured from the external environment. The resources go through a transformation process that results in outputs, or products. The resulting products are then absorbed into the external environment that is they are consumed.

Here, the point is that each organization must remember the impact of external environment. In the case of human resources, the external environment becomes especially critical as organizations compete with each other for labor. Additionally, an organization’s overall human resource function must be competitive to attract qualified applicants and then retain them.

The world today is characterized by constant change occurring at an unprecedented pace. Nearly all companies operate in a dynamic environment. Some of the changes that characterize the world of business today include the following.

· Changing Employee expectations

· Competition in a global arena

· Cultural and social diversity

· Emphasis on increased productivity

· Fall of the command and control manager

· Flatter organizations

For more details you can visit our websites at http://www.helpwithassignment.com/human-resources-assignment-help and http://www.helpwiththesis.com

Our other articles on Human Resources include Human Resource Development, Recruitment & Selection, Compensation & Rewards, Performance Appraisal

Compensation & Rewards for Employees at HelpWithAssignment.com

A pay is a statement of an employee’s worth by an employer. An employee is given compensation based upon the contribution of that particular employee to the organization.

Pay is a perception of worth by an employee. The employee shall also feel his worth thanks to his pay. This must not be confused with the least earning employees are worthless, but the priority, importance and the level of hierarchy must also be taken into consideration.

Compensation is directly linked to the mission, objectives, philosophies and culture of the employees. It serves to mesh the monetary payments made to the employees with specific functions of the HR program in establishing a pay for performance standard. It is also a way to motivate employees through compensation.

Employees are compensated because of the following reasons.

• To reward the past performance of the employee.
• To remain competitive in the labor market.
• To maintain salary equity among employees.
• To mesh employees’ future performance with organizational goals.
• To control the compensation budget.
• To attract new work force.
• To reduce unnecessary turnover.

Compensation that an organization provides can be either above the industry standard, equal to that of industry standard or below to that of the industry standard. The ability of the compensation must be such that the employees must be motivated to perform to the best of their abilities. The level of compensation also determines the differential between recruiting new employees or working with senior employees. The pay scale raise and revision is of significant importance in an organization and will be subjected to the merit and seniority of the employees. The pay levels needed to facilitate the achievement of a sound financial position in relation to the products and services offered.

The basis for compensation

• Hourly work: Work paid on an hourly basis.
• Piece work: Work paid on the number of units produced.
• Salary workers: Employees whose compensation is computed on the basis of weekly, biweekly or monthly pay periods.
• Pay for performance: Refers to a wide range of compensation options, including merit-based pay, bonuses, salary commissions, job and pay banding, team/group incentives and various gain sharing programs where managers tie compensation to employee effort and performance.

Motivating Employees through compensation

• Pay Equity: An employee’s perception about the compensation received is equal to the value of work performed. Motivation theory explains that an employee under situations will respond to the compensation they have received by thinking over paid, or under paid.
• Expectancy Theory: A theory of motivation, this theory thinks that an employee in order to receive a good compensation must work hard to achieve it. They must also believe that good performance is valued by the employer will reward by providing expected compensation.
• Pay Secrecy: It is an organizational policy prohibiting employees from revealing their compensation information to anyone. This creates misconceptions and creates distrust in the employees about fairness pay and pay for performance standards.

Factors influencing Wage Mix

• Internal Factors: Compensation strategy within the organization, the worth of the job, relative worth of the employee and the employer’s ability to pay.
• External factors: Conditions of labor market, area wage rates, cost of living, collective bargaining, legal requirements.

Job Evaluation Systems

The systematic process of determining the relative worth of jobs in order to establish which jobs should be paid more than others within an organization.

• Job Ranking System: Oldest system of job evaluation by which jobs are arrayed on the basis of their relative worth.
• Job Classification System: A system of job evaluation in which jobs are classified and grouped according to a series of predetermined wage grades. Successive grades require increasing amounts of job responsibility, skill, knowledge, ability or other factors selected to compare jobs.
• Point System: It is quantitative job evaluation procedure that determines the relative value of a job by the total points assigned to it. Permits jobs to be evaluated quantitatively on the basis of factors or elements that constitute the job.

This article is in continuation with our previous articles on Human Resources which include Career Management, Maslow's Theory, Recruitment & Selection Strategies.

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Recruitment & Selection Strategies at HelpWithAssignment.com

Recruitment:

Recruitment is the process of finding possible candidates for a job or a function. Advertising is commonly part of the recruiting process and can occur through several means; through newspapers, through professional publications, using advertisements placed in windows, through a job center, through campus interviews, etc.

Selection:

The process used to identify and hire individuals or groups of individuals to fill vacancies within an organization. Often based on an initial job analysis, the ultimate goal of personnel selection is to ensure an adequate return on the investment – to make sure the productivity of the new hire warrants the cost spent on recruiting and training that hire.

Both Recruitment and Selection deal with all those activities associated with attracting candidates, work assessment and the design of selection criteria through to the actual selection activity. It is the attempt to provide a more strategic, systematic and objective approach to ensure more effective selection against subsequent job performance indices. An important theme is fairness in selection particularly in relation to equality of opportunity.

Recruitment is a positive process where more and more candidates are encouraged to apply. Selection is a negative process where unsuitable candidates are rejected.

Recruitment is concerned with tapping the sources of human resources where as selection is concerned with selecting the most suitable candidate through various interviews and tests.

Recruitment does not result in contract of service where as selection results in a contract of service between the employer and the selected employee.

Criteria for a successful Recruitment and Selection process

Effective

Efficient

Fair and legal

Perceived to be fair

Stages in Recruitment and Selection

Stage1, Determination of job roles: The organization must determine the job roles for a particular job. This shall include the type of work, the number of processes, the protocols that have to be followed and whether there are any targets associated with the job. This is called job analysis or job description.

Stage2, Determination of required attributes: In order to determine the required attributes, a number of plans are followed. One of them is Rodger’s 7 point plan, competency profiles are utilized.

Stage3, Finding and attracting applicant: Labor market analysis must take place in order to attract new applicants for the job. A number of recruitment sources like advertising with newspapers, advertising with recruitment agencies and consultancies, job centers, campus interviews, etc should be taken up.

Stage4, Choosing the right people: Even a large recruitment process is futile when the right persons capable of executing the job in the right manner are not selected. Selection of candidates must take place under a good framework using appropriate selection techniques.

Recruitment and Selection
Person Specification Frameworks, Rodgers’s 7 point plan, physical make-up, attainments, general intelligence, special aptitudes, interests, disposition, circumstances.

This article is in continuation with our previous articles on Human Resource Management which include Career Management, Maslow's Theory.

For more details on Human Resource Management you can visit our websites at http://www.helpwithassignment.com/human-resources-assignment-help and http://www.helpwiththesis.com