HI BUDDIES:icon1:,
The Human Resources Management (HRM) function includes a variety of activities, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations.
Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. Usually small businesses (for-profit or nonprofit) have to carry out these activities themselves because they can't yet afford part- or full-time help. However, they should always ensure that employees have -- and are aware of -- personnel policies which conform to current regulations. These policies are often in the form of employee manuals, which all employees have.
Note that some people distinguish a difference between between HRM (a major management activity) and HRD (Human Resource Development, a profession). Those people might include HRM in HRD, explaining that HRD includes the broader range of activities to develop personnel inside of organizations, including, eg, career development, training, organization development, etc.
There is a long-standing argument about where HR-related functions should be organized into large organizations, eg, "should HR be in the Organization Development department or the other way around?"
The HRM function and HRD profession have undergone tremendous change over the past 20-30 years. Many years ago, large organizations looked to the "Personnel Department," mostly to manage the paperwork around hiring and paying people. More recently, organizations consider the "HR Department" as playing a major role in staffing, training and helping to manage people so that people and the organization are performing at maximum capability in a highly fulfilling manner.
Regards,
ajithaa
From India, Madras
40The Human Resources Management (HRM) function includes a variety of activities, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations.
Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. Usually small businesses (for-profit or nonprofit) have to carry out these activities themselves because they can't yet afford part- or full-time help. However, they should always ensure that employees have -- and are aware of -- personnel policies which conform to current regulations. These policies are often in the form of employee manuals, which all employees have.
Note that some people distinguish a difference between between HRM (a major management activity) and HRD (Human Resource Development, a profession). Those people might include HRM in HRD, explaining that HRD includes the broader range of activities to develop personnel inside of organizations, including, eg, career development, training, organization development, etc.
There is a long-standing argument about where HR-related functions should be organized into large organizations, eg, "should HR be in the Organization Development department or the other way around?"
The HRM function and HRD profession have undergone tremendous change over the past 20-30 years. Many years ago, large organizations looked to the "Personnel Department," mostly to manage the paperwork around hiring and paying people. More recently, organizations consider the "HR Department" as playing a major role in staffing, training and helping to manage people so that people and the organization are performing at maximum capability in a highly fulfilling manner.
Regards,
ajithaa
From India, Madras
Case-2 (20Marks)
Merlyn Monroe is not a complainer. If she has a major ache, she usually suffers in silence.Although her employer, Atlantic Mutual Insurance, has an employee assistance program- to provide
emotional and psychological support in the work plan. She certainly never thinks of using it, even if she did have a worry on her mind. “They say its confidential but who really knows? Asked Ms. Monroe’, an administrative assistant at the insurance company. But Merlyn Monroe’s life changed on September 11, 2001. Her office at 140 Broadway in NewYork City, was near the world trade Center. She watched the whole thing from her 50th Floor officewindow.Ms.Monroe had never seen so much destruction in her life. She had never seen such a horrific terrorist attack. Nor had she forced her to relieve 9/11 over and over.Everything she talked to people they wanted details, which made it worse for her. She had so much anger about what had happened to her life and lives of so many people and the city where she worked for 40 Years.Two weeks after 9/11, Ms.Monroe was still suffering after effects. Even though she lives on state Island and Atlantic Mutual’s offices have been temporarily relocated to Madison, New Jersey, not an hour goes by when she doesn’t have flashbacks of her experiences of 9/11.
Questions
1. What should Atlantic Mutual Management do, if anything, to cope with the aftereffects of 9/11?
2. How long would You expect employees to be adversely affected by 9/11 if a company provides no formal assistance for dealing with anger and stress?
3. What, if anything, should Management do about employees who appear to be suffering from such kind or trauma and stress, but will neither admit it nor accept help from their employee?
4. Outline the role of HR specialist in providing a safe and healthy environment for employees
From India, Mumbai
Merlyn Monroe is not a complainer. If she has a major ache, she usually suffers in silence.Although her employer, Atlantic Mutual Insurance, has an employee assistance program- to provide
emotional and psychological support in the work plan. She certainly never thinks of using it, even if she did have a worry on her mind. “They say its confidential but who really knows? Asked Ms. Monroe’, an administrative assistant at the insurance company. But Merlyn Monroe’s life changed on September 11, 2001. Her office at 140 Broadway in NewYork City, was near the world trade Center. She watched the whole thing from her 50th Floor officewindow.Ms.Monroe had never seen so much destruction in her life. She had never seen such a horrific terrorist attack. Nor had she forced her to relieve 9/11 over and over.Everything she talked to people they wanted details, which made it worse for her. She had so much anger about what had happened to her life and lives of so many people and the city where she worked for 40 Years.Two weeks after 9/11, Ms.Monroe was still suffering after effects. Even though she lives on state Island and Atlantic Mutual’s offices have been temporarily relocated to Madison, New Jersey, not an hour goes by when she doesn’t have flashbacks of her experiences of 9/11.
Questions
1. What should Atlantic Mutual Management do, if anything, to cope with the aftereffects of 9/11?
2. How long would You expect employees to be adversely affected by 9/11 if a company provides no formal assistance for dealing with anger and stress?
3. What, if anything, should Management do about employees who appear to be suffering from such kind or trauma and stress, but will neither admit it nor accept help from their employee?
4. Outline the role of HR specialist in providing a safe and healthy environment for employees
From India, Mumbai
Hi,
HRM normally provides a good working environment to accurately utilize the employee's skills and it is undergone in big organisations or companies and it is an independent department.HRD aims on development of the employee's skills and their personal development also.It also helps the employees to get success in their career.
From India, Chennai
HRM normally provides a good working environment to accurately utilize the employee's skills and it is undergone in big organisations or companies and it is an independent department.HRD aims on development of the employee's skills and their personal development also.It also helps the employees to get success in their career.
From India, Chennai
Hi,
HRM normally provides a good working environment to accurately utilize the employee's skills and it is undergone in big organizations or companies and it is an independent department.HRD aims on development of the employee's skills and their personal development also.It also helps and motivates the employees to get success in their career.
From India, Chennai
HRM normally provides a good working environment to accurately utilize the employee's skills and it is undergone in big organizations or companies and it is an independent department.HRD aims on development of the employee's skills and their personal development also.It also helps and motivates the employees to get success in their career.
From India, Chennai
Dear Friends, What is the position of HR- Manager in the organisational chart, if GM is in the down line of MD. Whether he will report to GM or MD. Thanks & Regards Jayant
From India, Madras
From India, Madras
Hi,
In my point of view if GM is down line of MD, then GM will be responsible for all areas in the company.So obviously HR department will also be under GM.HR will report to GM.But this condition is different according to the companies.Because the General Managers will act as Chief Executive Officer(CEO) in many companies so this may vary for companies.
From India, Chennai
In my point of view if GM is down line of MD, then GM will be responsible for all areas in the company.So obviously HR department will also be under GM.HR will report to GM.But this condition is different according to the companies.Because the General Managers will act as Chief Executive Officer(CEO) in many companies so this may vary for companies.
From India, Chennai
Management through Development ..... a continuous assessment process of Human Capital with an eye on the Management's "relationship" with Human Capital to ensure individual Growth and thereby charting of Individual Career Path is what you my term as Human Resource Management through Development (HRMD).
Wishes .....
From India, Pune
Wishes .....
From India, Pune
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