In order to implement the reward system the most appropriate way, performance appraisal, evaluation, accomplishment rating should be done the most fair and objective way, but it is sometimes easier said than done.
As all the organisations are different so are the strategies but they set out the same idea — what the organisation intends to do about its human resource management policies and practices and how they should be integrated with the business strategy as well as each other.
Employees tendency to only accept initiatives relevant to their own areas; Long-serving employees tendency to cling to the status quo; Not all the employees understand complex or ambiguous initiatives or perceive them differently, especially in large, diverse organisations; The initiatives are sometimes seen as a threat; The extent to which senior management is trusted, etc.
There are three identified levels of e-HR such as publishing of information delivered by intranet mediumautomation of transactions with integration of workflow intranet or extranet used and transformation of the HR function redirect HR function towards a strategic one.
In order to overcome these barriers it is essential to formulate the strategy well, make sure there is a support for the strategy, assess barriers, prepare action plans, etc. These theories are vital in order to increase productivity and maximizing the efficiency of an organization.
Means of achieving HR goals are various HR functions or activities. Any subdivision organizational structure and any employee of the organization, no matter how far away lies the strategy development process, contributing to gaining and maintaining competitive advantage.
IM has a role in reducing conflict between the functional groups of the corporation by eroding barriers through improved sharing of information and alignment of objectives around external customer satisfaction and marketing principles p. This is the traditional definition of HRM which leads some experts to define it as a modern version of the Personnel Management function that was used earlier.
In brief, both types of fit make quite a significant contribution to the competitiveness of a business and it is important to arrange a variety of HR practices in a systematic way.
E-HR is characterized in field of HRM as having numerous innovations in Technology and it provides wider potential in term of usages including employee self service, information sharing, functions administration and production of reports. It proved, however, that there is the best way to lead people, human resources practices vary from one organization to another.
Abstract This paper presents the most representative approaches to concepts of human resources, human resource management and strategic human resource management in the last two decades, based on purely theoretical analysis of the concepts mentioned above.
They suggest that strategic management is responsible for implementing internal marketing, because this indicates to employees the level of organizational commitment to internal marketing.
Now, investment in human resources is seen as a strategic approach to be constantly optimized and not as an element of costs to be minimized and kept as low a level. Therefore the strategy for quality should be built into the business strategy. The performance can be improved by taking the steps to improve training, development, reorganizationthe development of performance management processesbusiness process re-engineeringetc.
In the business community, companies have also tend to pay more focus on diversity and look for ways to reap the opportunities offered by diversity as they acknowledge that diversity has the potential of yielding greater productivity and competitive advantages. In our opinion, human resource management at the micro level HR policies and practices is necessary but not sufficient for organizations to gain a competitive advantage, especially sustainable.
Conclusions Under current conditions, the authors of the literature finds it necessary heady a strategic approach to human resource management, which means abandoning old thinking and practices and focus more on strategic than operational side of the organization.
Advantages and Disadvantages of Diversity Management In recent years, diversity is increasingly perceived as an important issue in the context of business management.
In similar way the effectiveness of human resource process will be effected by improving the capabilities of both employees and managers to make a better and accurate decisions.
It can be seen by analyzing the definitions, evolving concepts of human resources, human resource management, strategic human resource management over time. The key difference is HRM in recent times is about fulfilling management objectives of providing and deploying people and a greater emphasis on planning, monitoring and control.
It can not be evolved by chance nor structured through a random manner.Downloadable! This paper presents the most representative approaches to concepts of human resources, human resource management and strategic human resource management in the last two decades, based on purely theoretical analysis of the concepts mentioned above.
The concept of personnel management is no more relevant in the context after evolution of strategic concept of human resource management. After this paradigm shift of the emphasis human resource policies are being. Explain the concept of human resources management and discuss the role of human resources management function in an organisation.
According to Bratton and Gold () Human resources management is described as the process that specialises in the management. The Performance Management process is a cycle, with discussions varying year-to-year based on changing objectives.
The cycle includes Planning, Checking-In, and Review. To begin the planning process, you and your employee review overall expectations, which includes collaborating on the development of performance objectives.
The term `human resources' at the macro level spells out the total sum of all the components possessed by all the people, where as the term `personnel' even at the macro level is limited to all the employees of an organisation.
Human Resource Management consists of the process of planning, attracting, developing, and retaining the human resources (employees) of an organization.Download