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Human resource management essay

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human resource management essay

Recruitment agencies in the past have a physical location. A candidate visits a local branch for a short interview and an appraisal before being taken onto the agency’s books. Recruitment Consultants then try to match their pool of candidate to their clients’ open positions. fitting candidates are with potential employers.
The First World War accelerates change in the growth of personal management with women being recruited in huge numbers to fill up the gaps absent by men going to battle, which in turn meant reaching agreement with trade unions and accepting unskilful women into craftsmen’s jobs and changing manning levels.

a business efficiently? Human Resource Management (HRM). Human Resources is the solid foundation that practically oversees the entire organization, whether its managing employees to surveilling the progress of every single department. There are six principle functions that Human Resource take into account: employee relations, recruitment, compliance, compensation and benefits, training and development, and safety (policies/regulations). Over time Human Resource Management has taken a new role into
Introduction The study of human resource management becomes a major topic of the science of management at the beginning of 20th century and keeps attracting researchers’ attention (Merkle, 1980). The new models of human resource management derive from the advance of management theories and the accumulation of practices and experiences. With the development of global economy, the economic situation of each country deeply affects the world and becomes closely connected. In addition, the needs of customers

Society as a whole is the main beneficiary of good human resource practices. Good HR efforts lead to productivity gains (ratio of output to input) to the society, since it enables the managers to reduce costs, save scarce resources, enhance profits and offer better pay, benefits and working conditions to employees.
The welfare aspect is concerned with working conditions and amenities such as canteens, creches, rest rooms, lunch rooms, housing, transport, education, medical help, health and safety, washing facilities, recreation and cultural activities etc.

l. To inculcate the sense of team spirit, team work and inter-team collabo­ration.
k. More opportunity for growth/promotions.

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It could be argued that the practice and study of IHrm has evolved alongside with the globalization . The term `International HRM ` is often given to the Hr managers in Mutli national corporations (MNCs).

articles related to the field of human resource management. The main purpose of this summary is to define, analyze and explain the best practices in different stages and processes of HR. The first article I will discuss is entitled “The Best Practices for Human Resources” by Mayhew Ruth. The author provides an overview of HR best practices as methods and techniques that have consistently shown results superior to those achieved with other means, made by human resource managers and related to the field
Challenges in Management and Human Resources IKEA’s corporate culture has a great influence on the company from the supplier to its customers to its co-workers. At IKEA, co-workers are expected to follow the principles set forth in the “Testament of a Furniture Dealer”, while managers are expected to be role models instead of dictators. IKEA’s corporate culture establishes standards that follow a command that the IKEA business shall have an overall positive impact on people and the environment.

According to Kirkbride (1994), an integration of business strategy and HRM as described earlier can have several advantages. Firstly, integration means that a broader range of solutions is available for solving complex organisational problems without the need for external help. Secondly, it ensures that the human, financial, and technological resources also are given equal consideration when setting targets and looking at the implementation capabilities.
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Coca Cola Company is one of the leading beverage production companies. The firm that traces back its existence in 1886 ascribes to the philosophy that, it is people and not technology creates an effective organization. Employees are regarded as assets and as such their health and benefits are highly considered. Benefits compensations and benefits given at Coca cola company include a basic pay, medical facility, bonuses, picking and dropping of employees to and fro work station, gratuity fund as well as social security. The company has never performed downsizing exercise during its existence which displays a good relationship between the company and the employees (Berger, 2008). The company also practices an open door policy. Open door policy provides an opportunity for feedback from employees and vice versa. Compensation package review is objectively done from the annual performance evaluations. At the beginning of every year, HRM office communicates the objectives of the company and reviews their achievement at the end of the same period. The training policy for employees is well established to ensure that employees do not become obsolete. For example, new employees get a three month paid training while existing employees get a full free on new technology before they can use it. Training of employees is a non tangible compensation that assures employees of their job security.
Second, HRM is responsible in managing social pressure in provision of the desirable environment for the workforce. The hygiene and safety of the working environment must be always maintained as it is a motivation factor in employees’ performance. The provision of appropriate protective gear while working, pollution free environment and other working conditions is a paramount concern for the HRM office Berger, 2008). Third, HRM is important in managing political pressure usually generated by calls to hire from local labor market irrespective of the resultant factors of cost and knowledge/skills. Though it is ethical to hire from the contextual economy, political pressure should not compromise the quality and quantity of organization’s production and a resulting failure in achieving the organization objectives.

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Domingo,R. (2003) ‘The strategic role of HR.’ [online] available from http://www.rtdonline.com/BMA/GM/1.html [1 March 2010]