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Human Resource Management is a set of activities which are performed in order to maximize the performance of employees. Hence, to achieve the performance excellence. Good Human Resource Practices are tools that help organizations to achieve their goals and to enhance productivity and efficiency. Common human resource management practices are Job Analysis & Design, Recruitment & Selection, Training & Development, Performance Management, compensation management and Employees Relations. Companies use each of these tools according to their strategy. Human Resource practitioner performs a job analysis to develop a complete understanding of the job before job announcement are made and incumbents are hired. This function defines the required experience and qualification, performance evaluation standards and level of training required for the specific job. Shortly, this practice is essential just to inform the employer that how the job will be done. Organization's strategy directly influence the job analysis. A company having its short term objective to maximize its productivity for a certain time period will go through hiring trained individuals for short term contract avoiding the cost of training and yearly performance evaluation. Recruitment is a process of attracting potential applicants. Companies select appropriate channel for recruitment e.g Job fair, Job Boards, External Recruiters, Resume bank or referrals etc. The selection of recruitment channel depends upon resources company have and budget the company has allocated for this purpose. Training and development refer to organizational activity aimed for bettering the performance of employees. Training and development (T&D) includes three main activities, training, education, and development. Companies are used to train employees through on job training and mentoring or spare specific budget for training through facilitators and training providers. Whatever technique is used the basic purpose of training and development is to achieve and maintain the competitive edge for the organization. Performance management describes the organization's activities to ensure that preset goals and object are being met in an affect and efficient way. To encourage the performance of employees, compensation, benefits and rewards are normally associated with the performance and achievements of the employees. Numerous tools and techniques are used for performance appraisal e.g. Ranking Method, Forced Distribution method, Critical Incident technique and check list method. These methods should be used avoiding errors associated with each of methods like halo and horn effect, rater's biasness effect etc. Compensation is the remuneration received by employee in return for his contribution to the organization. This practice helps balancing the work-employee relation by providing monetary and non-monetary benefits to employees. Compensation is a basic part of human resource


management which helps in motivating the employees and improving organizational effectiveness. Compensation system is designed keeping in minds the organization's overall strategic goals and objectives. Organizations having innovative strategy are intended to pay more as compare to the organization with cost control objectives. Employee relations refer to the relationship shared among the employees in an organization. The employees must be comfortable with each other for a healthy environment at work. It is the primary duty of the managers and team leaders to discourage conflicts in the team and encourage a healthy relationship among employees. Today, all organizations are not having the same objectives thus their objective vary from cost reduction to innovation and retention. Thus organizations that have different strategic objectives require the use of different Human Resource practices accordingly.

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