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Human Resource Management Introduction The aim of this paper is to examine the concepts of Human Resource Management and Personnel Management. Both effective Personnel Management and Human Resource Management techniques are very important for success of any business organization. Since HRM and PM are the threads by which Human Resource and strategic goals of the company are interrelated, the aim of this paper will be to explore Personnel Management and Human Resource Management, focusing attention on general concepts and main differences between them. Human Resource Management The main aim of each manager is to use full potential of human resources for his companys success. The skills HR manager can bring to the HRM position in the company help the organization to sustain its competitive advantage. These skills mainly include: Profound knowledge of employment regulations and laws (such as ADA, FMLA, FSLA, EEOC guidelines, etc) The ability to work as an effective liaison between the management and personnel; The ability to create HR infrastructure; The ability to develop and drive organizational and Human Resource strategies; The ability to maintain data entry and other office manager duties; The ability to develop recruiting strategies and to evolve employment processes; Integrate HR initiatives and coaching programs to enhance work culture and employee effectiveness HR manager should take the following expectations for developing strategic model of the company: The HR manager has to figure out how to deal with work culture and employee motivation.
He undertakes all efforts to implement strategic aims and plans, to deliver services and products to the companys partners, and to facilitate the partners ability to obtain firsthand reliable information. HR manager figures out how to develop employment strategies to make a company stronger, and how to deal with employment-related claims. These functions and are just a few areas that any organization concerns itself with on daily basis. Overall, being effective at Human Resource Management will not only generate more profits for the organization, but will also allow the company establishing itself as an effective, productive, and well-organized enterprise with the aim to completely satisfy the customers needs, while not sacrificing its welfare. Recruitment Strategies in Human Resource Management The recruitment is an important part of Human Resource Management because to recruit a proper employee you need to realize all the qualities you expect to find. Human Resource Managers often use the basic recruitment models: Region-Based Recruitment Model Region-Based Recruitment Model supposes that the regional office hires recruiters who complete the recruitment process in community and different sites.
School-Based Recruitment Model School-Based Recruitment Model supposes that the employees are hired by the school district. The schoolchildren are being supervised by specially trained school-based recruiters. The recruiters usually work ten months per year Combination Recruitment Model Combination Recruitment Model unites both region-based and school-based recruitment models. It is often used to find potential employees who, probably, do not go to school or any other educational establishment. Apart from that, there are several new recruitment models used by huge corporations and top companies like the Microsoft Corporation and Nike.
For example, Nike undertakes the effort to facilitate training-oriented and administrative responsibilities for the recruitment team. The company focuses much attention on recruitment techniques and job analysis. The recruiters become process experts and take direct sourcing as center stage to identify exceptional talents of potential workers. The Microsoft Corporation staffing model is mainly focused on finding top performers who are able to immediately join the Microsoft team and to make contribution to the work of the corporation. Microsoft recruitment managers use plenty of rational recruitment models over the years. The model they usually use is based on specialized disciplines.
According to it, the recruiters are split into two parts. The first part is responsible for a candidate pipeline, whereas the second part is responsible for working on specific requisitions. In such a way, Microsoft rational recruitment model consists of two parts: recruitment marketing and business analysis. Recruitment marketing strategies also embrace the attempts to find potential candidates, who, probably, may never have considered the corporation as a potential employer. Business analysis is used to effectively measure the goals and objectives of the recruitment process and to establish primarily important recruiting techniques.
New rational recruitment models are based on several trends: Centralization over decentralization (Newell 118); Closer cooperation with business units; Specialization; The importance of networking and direct sourcing. Finally, there are alternative ways to find a new candidate: Internal sources of potential employees; Human Resource Manager has an option to recruit an employee from the same company to achieve higher position. Such method has some good points. First of all, the employee gets motivation to work hard. They see that when they work well they can be promoted.
Such internal candidates can be more confident and more loyal to the company. Probably, it is one of the best variants, because it is also safer to promote the worker from your own company, that to look for somebody else from the street. Also such internal candidate doesnt need much time to be prepared to a new work External sources of potential candidates: Human Resource Manager can also use external sources, such as advertising in the newspapers and using services of recruitment offices. Sometimes such approach is reasonable, but it has a lot of negative points. For example, a recruitment office can miss a number of qualities you need and you will get an employee who is not as qualified as you require. As a result, you can find out his non-correspondence to the job only when he makes a lot of mistakes during the work.
Another point is that you should always focus attention on the special characteristics (experience, age, etc) of potential employees taking into consideration the strategic goals of the company. Human Resource Managers have to adjust themselves to the policy of the company they work for. For example, some organizations prefer recruiting young people to the experienced. Sometimes it is necessary to give an opportunity to the young to show what the can do. Some organizations want to recruit fresh minds in order to teach them new method of work. They explain it by the fact that as the people just started their career, it is very easy to work with them, teaching them modern methods and making experiments.
Human Resource Managers need to remember that the management needs employees who are able to face new changes. At the same time, there are organizations with a stable mature infrastructure where the age of employees is not very important. In such organizations Human Resource Managers can recruit mature people able to adapt to the rules and demands of the company and to satisfy the needs. This type of organization needs people who will be able to support the working process, execute tasks and, at the same time, to be quite mature to undertake decisions, solve current problems based on working experience.
In such a way, the recruitment policy implemented by Human Resource Managers should completely correspond to strategic goals of the company. For example, when the company makes its first steps in the market, Human Resource Managers can recruit young employees who are able to bring in fresh ideas. When the organization enjoys successful and stable position in business, Human Resource Managers do not see the necessity in recruiting young people, and prefer the experienced employees who are able to adapt themselves to existing standards and rules. As far as employees have to work in a team, Human Resource Managers usually complete psychometric tests for each new applicant. In case the first interview is with the personnel, the second one is with the leader of the team or with a manager. Human Resource Managers try to figure out whether the new applicant is able to get contact with the working team and to be effective.
Some Human Resource Managers use the method when employees families are working together. Such approach is quite reasonable because the working team becomes friendlier and more reliable. Another important part of HR program is the employment package. It doesnt mean that the company spends a lot of money for it, but it usually gives a kind of re-compensation to employees.
For example, the employee can take a car in case his own car is broken. This kind of support doesnt cost a lot, but it is very visible, so every employee can see that he is a very important part of the whole working process and that his company appreciates him as a good worker. The main idea of HRM in the company is mutuality. Some companies dont mind the idea of keeping the trade union, but at the same time the fact that they dont have the union, helps them to be more flexible in relation to their employees. The system of relationship is that they treat a good worker well and expect the same reaction from him towards the work and the company. Appraisal and Payments Approaches in Human Resource Management Lets examine another aspect of Human Resource Management related to appraisal and payments.
In general, the system of remuneration and appraisal is explored as the set of the rules or procedures aimed to determine the exact amount of wages and other payments or remunerations for each employee. The remunerations usually serve the following aims: The payments allow attracting valuable employees to the organization. It is quite important issue when the organization experiences the necessity in rare skills; The payments stimulate employees to achieve the strategic goals of the organization; The payments allow keeping employees who make valuable contribution to the work of the organization. Besides, there are several secondary goals, such as: stimulating the personnel to work during the certain period of time (Baron 48); Motivating employees depending on their contribution into activity of the organization (Armstrong 114); To stimulate learning new skills; It is important to underline that the system of payment should bring positive contribution (Greer 37) into the whole work of the organization as well as achieving its strategic goals. The salary in organization should be directly connected with contribution the employee makes into the organizations activity. In case an employee doesnt work properly, or is unable to complete the work, he should be informed immediately.
Such approach is quite effective. First of all, such HR approach motivates the employee to enhance his work. Human Resource managers do...
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Research essay sample on Human Resource Part 1
