HR management must focus on contributing to organizational success. The key to enhancing organizational performance is ensuring that human resources activities support organizational efforts focusing on productivity, service, and quality.
Productivity:
As measured by the amount of output per employee, continuous improvement of productivity has become even more important as global competition has increased. The productivity of human resources in an organization is significantly affected by management efforts, programs, and systems.
Quality:
The quality of products and services delivered significantly affects organizational success over the long term. If an organization gains a reputation for providing poor-quality products and services, it reduces its organizational growth and performance. An emphasis on quality requires continuous changes aimed at improving work processes. This need opens the door for reengineering the organizational work done by people. Customer value received and satisfaction become the bases for judging success, along with more traditional HR measures of performance and efficiency.
Service:
Because people frequently produce the products or services offered by an organization, HR management considerations must be included when identifying service blockages and redesigning operational processes. Involving all employees, not just managers, in problem-solving often requires changes in corporate culture, leadership styles, and HR policies and practices.
To accomplish these goals, HR management is composed of several groups of interlinked activities. However, the performance of HR activities must be done in the context of the organization. Additionally, all managers with HR responsibilities must consider external environmental forces such as legal, political, economic, social, cultural, and technological ones when addressing these activities. These external considerations are especially important when HR activities must be managed internationally. The HR activities for which a brief overview follows are:
- HR Planning and Analysis
- Equal Employment Opportunity
- Staffing
- HR Development
- Compensation and Benefits
- Health, Safety, and Security
- Employee and Labor/Management Relations
HR Planning and Analysis:
HR planning and analysis activities have several facets. Through HR planning, managers attempt to anticipate forces that will influence the future supply of and demand for employees. Having adequate human resource information systems (HRIS) to provide accurate and timely information for HR planning is crucial. The importance of human resources in organizational competitiveness must be addressed as well. As part of maintaining organizational competitiveness, HR analysis and assessment of HR effectiveness must occur. The internationalization of organizations has resulted in a greater emphasis on global HR management.
Equal Employment Opportunity:
Compliance with equal employment opportunity (EEO) laws and regulations affects all other HR activities and is integral to HR management. For instance, strategic HR plans must ensure sufficient availability of a diversity of individuals to meet affirmative action requirements. In addition, when recruiting, selecting, and training individuals, all managers must be aware of EEO requirements.
Staffing:
The aim of staffing is to provide an adequate supply of qualified individuals to fill the jobs in an organization. By studying what workers do, job analysis is the foundation for the staffing function. From this, job descriptions and job specifications can be prepared to recruit applicants for job openings. The selection process is concerned with choosing the most qualified individuals to fill jobs in the organization.
HR Development:
Beginning with the orientation of new employees, HR training and development also include job-skill training. As jobs evolve and change, ongoing retraining is necessary to accommodate technological changes. Encouraging development of all employees, including supervisors and managers, is necessary to prepare organizations for future challenges. Career planning identifies paths and activities for individual employees as they develop within the organization. Assessing how employees perform their jobs is the focus of performance management.
Compensation and Benefits:
Compensation rewards people for performing organizational work through pay, incentives, and benefits. Employers must develop and refine their basic wage and salary systems. Also, incentive programs such as gainsharing and productivity rewards are growing in usage. The rapid increase in the costs of benefits, especially healthcare benefits, will continue to be a major issue.
Health, Safety, and Security:
The physical and mental health and safety of employees are vital concerns. The traditional concern for safety has focused on eliminating accidents and injuries at work. Additional concerns are health issues arising from hazardous work with certain chemicals and newer technologies. Through a broader focus on health, HR management can assist employees with substance abuse and other problems through employee assistance programs (EAP) to retain otherwise satisfactory employees. Employee wellness programs to promote good health and exercise are becoming more widespread.
Workplace security has grown in importance in response to the increasing number of acts of workplace violence. HR management must ensure that managers and employees can work in a safe environment.
Employee and Labor/Management Relations:
The relationship between managers and their employees must be handled effectively if both the employees and the organization are to prosper together. Whether or not some of the employees are represented by a union, employee rights must be addressed. It is important to develop, communicate, and update HR policies and rules so that managers and employees alike know what is expected. In some organizations, union/management relations must be addressed as well.
For More Details: [http://imranazim.wordpress.com/2011/06/04/hr-management-activities-2/](http://imranazim.wordpress.com/2011/06/04/hr-management-activities-2/)
From Bangladesh
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3Productivity:
As measured by the amount of output per employee, continuous improvement of productivity has become even more important as global competition has increased. The productivity of human resources in an organization is significantly affected by management efforts, programs, and systems.
Quality:
The quality of products and services delivered significantly affects organizational success over the long term. If an organization gains a reputation for providing poor-quality products and services, it reduces its organizational growth and performance. An emphasis on quality requires continuous changes aimed at improving work processes. This need opens the door for reengineering the organizational work done by people. Customer value received and satisfaction become the bases for judging success, along with more traditional HR measures of performance and efficiency.
Service:
Because people frequently produce the products or services offered by an organization, HR management considerations must be included when identifying service blockages and redesigning operational processes. Involving all employees, not just managers, in problem-solving often requires changes in corporate culture, leadership styles, and HR policies and practices.
To accomplish these goals, HR management is composed of several groups of interlinked activities. However, the performance of HR activities must be done in the context of the organization. Additionally, all managers with HR responsibilities must consider external environmental forces such as legal, political, economic, social, cultural, and technological ones when addressing these activities. These external considerations are especially important when HR activities must be managed internationally. The HR activities for which a brief overview follows are:
- HR Planning and Analysis
- Equal Employment Opportunity
- Staffing
- HR Development
- Compensation and Benefits
- Health, Safety, and Security
- Employee and Labor/Management Relations
HR Planning and Analysis:
HR planning and analysis activities have several facets. Through HR planning, managers attempt to anticipate forces that will influence the future supply of and demand for employees. Having adequate human resource information systems (HRIS) to provide accurate and timely information for HR planning is crucial. The importance of human resources in organizational competitiveness must be addressed as well. As part of maintaining organizational competitiveness, HR analysis and assessment of HR effectiveness must occur. The internationalization of organizations has resulted in a greater emphasis on global HR management.
Equal Employment Opportunity:
Compliance with equal employment opportunity (EEO) laws and regulations affects all other HR activities and is integral to HR management. For instance, strategic HR plans must ensure sufficient availability of a diversity of individuals to meet affirmative action requirements. In addition, when recruiting, selecting, and training individuals, all managers must be aware of EEO requirements.
Staffing:
The aim of staffing is to provide an adequate supply of qualified individuals to fill the jobs in an organization. By studying what workers do, job analysis is the foundation for the staffing function. From this, job descriptions and job specifications can be prepared to recruit applicants for job openings. The selection process is concerned with choosing the most qualified individuals to fill jobs in the organization.
HR Development:
Beginning with the orientation of new employees, HR training and development also include job-skill training. As jobs evolve and change, ongoing retraining is necessary to accommodate technological changes. Encouraging development of all employees, including supervisors and managers, is necessary to prepare organizations for future challenges. Career planning identifies paths and activities for individual employees as they develop within the organization. Assessing how employees perform their jobs is the focus of performance management.
Compensation and Benefits:
Compensation rewards people for performing organizational work through pay, incentives, and benefits. Employers must develop and refine their basic wage and salary systems. Also, incentive programs such as gainsharing and productivity rewards are growing in usage. The rapid increase in the costs of benefits, especially healthcare benefits, will continue to be a major issue.
Health, Safety, and Security:
The physical and mental health and safety of employees are vital concerns. The traditional concern for safety has focused on eliminating accidents and injuries at work. Additional concerns are health issues arising from hazardous work with certain chemicals and newer technologies. Through a broader focus on health, HR management can assist employees with substance abuse and other problems through employee assistance programs (EAP) to retain otherwise satisfactory employees. Employee wellness programs to promote good health and exercise are becoming more widespread.
Workplace security has grown in importance in response to the increasing number of acts of workplace violence. HR management must ensure that managers and employees can work in a safe environment.
Employee and Labor/Management Relations:
The relationship between managers and their employees must be handled effectively if both the employees and the organization are to prosper together. Whether or not some of the employees are represented by a union, employee rights must be addressed. It is important to develop, communicate, and update HR policies and rules so that managers and employees alike know what is expected. In some organizations, union/management relations must be addressed as well.
For More Details: [http://imranazim.wordpress.com/2011/06/04/hr-management-activities-2/](http://imranazim.wordpress.com/2011/06/04/hr-management-activities-2/)
From Bangladesh
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Hi All,
Recently, I have joined a hospital as an HR Assistant Manager, and the Human Resources Department is in its starting phase. I have been given the responsibility to establish HR as an integral part of the organization. I am starting the work from scratch.
I have to give a presentation to my seniors to make them aware of the HR aspects and the benefits of HR. Can you please suggest how to prepare my presentation and how to pitch it?
From India, Ludhiana
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Recently, I have joined a hospital as an HR Assistant Manager, and the Human Resources Department is in its starting phase. I have been given the responsibility to establish HR as an integral part of the organization. I am starting the work from scratch.
I have to give a presentation to my seniors to make them aware of the HR aspects and the benefits of HR. Can you please suggest how to prepare my presentation and how to pitch it?
From India, Ludhiana
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Dear Assistant Manager/Hospital,
You can speak confidently as the Assistant Manager - HR. Please visit each department and meet the individuals from various fields within the hospital. Inform them that you are responsible for HR functions at the hospital and that their cooperation is essential for mutual success. Schedule weekly meetings with all staff members to engage in discussions, fostering trust and friendship. Your conduct should align with theirs.
Once they have confidence in you, they will support you and share their concerns, including personal matters. Your approach will indirectly contribute to enhancing HR operations within the hospital. Remember to communicate any changes in personnel to management positively to enhance management policies.
Tirupathi Raju
Advocate/HR Consultant
From India, Hyderabad
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You can speak confidently as the Assistant Manager - HR. Please visit each department and meet the individuals from various fields within the hospital. Inform them that you are responsible for HR functions at the hospital and that their cooperation is essential for mutual success. Schedule weekly meetings with all staff members to engage in discussions, fostering trust and friendship. Your conduct should align with theirs.
Once they have confidence in you, they will support you and share their concerns, including personal matters. Your approach will indirectly contribute to enhancing HR operations within the hospital. Remember to communicate any changes in personnel to management positively to enhance management policies.
Tirupathi Raju
Advocate/HR Consultant
From India, Hyderabad
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Dear Mr. Tirupathy Raju,
Thank you very much for the suggestion. I will start following the same practice to ensure that employees see the HR department as a friendly entity. This will help them welcome changes even when they have opposing views.
Thank you,
[Your Name]
From India, Ludhiana
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Thank you very much for the suggestion. I will start following the same practice to ensure that employees see the HR department as a friendly entity. This will help them welcome changes even when they have opposing views.
Thank you,
[Your Name]
From India, Ludhiana
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Hi everyone,
I am a student, and I have been asked to write an assignment about HRM activities in an organization and write about one activity. I need help because I want my assignment to be the best among all. Thank you.
From Maldives, Male
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I am a student, and I have been asked to write an assignment about HRM activities in an organization and write about one activity. I need help because I want my assignment to be the best among all. Thank you.
From Maldives, Male
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Dear Imranzim,
I hope you are keeping well. Your writing is very good. I'm quoting a line of your writing: "These external considerations are especially important when HR activities must be managed internationally."
I have a query regarding this line I quoted -
Why are external considerations not important when HR activities are managed locally?
Thank you for your time and forthcoming response.
Regards,
Asif
From Bangladesh
Acknowledge(0)Amend(0)
I hope you are keeping well. Your writing is very good. I'm quoting a line of your writing: "These external considerations are especially important when HR activities must be managed internationally."
I have a query regarding this line I quoted -
Why are external considerations not important when HR activities are managed locally?
Thank you for your time and forthcoming response.
Regards,
Asif
From Bangladesh
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