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Author: Johnny Ch Lok Publisher: ISBN: Category : Languages : en Pages : 144
Book Description
Why does HRM department designing has relationship to raise employee performance? HRM can be defined as the process of analyzing and managing an organization's human resource needs to ensure satisfaction of its strategic objectives. It is a pattern of planned HR development an activities which affect the behavior of individuals with the intention of enabling organizations to achieve their goals. So, it seems that all HR activities are dependent upon the manager's efforts to formulate and implement the organization strategy as well as it has direct relationship for resulting and developing their employees as well as their behavior, attitudes, brings indirect relationship how to influence and performance to achieve the organization's goals. Thus, it brings this question: Why and how HRM can influence employee performance? We need to know employee performance is explained with quantity of output, quality of output, timeliness of output, presence attendance on the job, efficiency of the work completed and effectiveness of work completed. Hence, employee performance is the successful completion of tasks by a selected individual or individuals ( team), it is measured by a supervisor or organization to pre-defined acceptable standards when efficiently and effectively utilizing available resource within a changing environment. In fact, performance is about behavior or what employees produce or the outcomes of their work. However, HRD needs have these duties, and duties can influence how employee performs, such as competitive compensation level, training and development, performance appraisal, recruitment package and maintaining morale. So, management ought need to consider how to design HRD these tasks duties or functions issues, what factors will influence how employees choose or decide to perform their behaviors to do their tasks in organizations. It seems that how to design or arrange HRD 's functions which will influence how employee individual performs to do whose tasks daily. Thus, if the organization can design its HRD has effective functions, then it will influence its employees to do more effective performance or better or improved behavioral performance in their organizations. Otherwise, ineffective HRD functions, it will influence how every employee decides or chooses to do ineffective behavioral performance or inefficient productive behaviors easily in their organizations. So, any organizations need to concern how to design their HRD's functions to be useful in order to achieve more effective consequence.
Author: Johnny Ch Lok Publisher: ISBN: Category : Languages : en Pages : 144
Book Description
Why does HRM department designing has relationship to raise employee performance? HRM can be defined as the process of analyzing and managing an organization's human resource needs to ensure satisfaction of its strategic objectives. It is a pattern of planned HR development an activities which affect the behavior of individuals with the intention of enabling organizations to achieve their goals. So, it seems that all HR activities are dependent upon the manager's efforts to formulate and implement the organization strategy as well as it has direct relationship for resulting and developing their employees as well as their behavior, attitudes, brings indirect relationship how to influence and performance to achieve the organization's goals. Thus, it brings this question: Why and how HRM can influence employee performance? We need to know employee performance is explained with quantity of output, quality of output, timeliness of output, presence attendance on the job, efficiency of the work completed and effectiveness of work completed. Hence, employee performance is the successful completion of tasks by a selected individual or individuals ( team), it is measured by a supervisor or organization to pre-defined acceptable standards when efficiently and effectively utilizing available resource within a changing environment. In fact, performance is about behavior or what employees produce or the outcomes of their work. However, HRD needs have these duties, and duties can influence how employee performs, such as competitive compensation level, training and development, performance appraisal, recruitment package and maintaining morale. So, management ought need to consider how to design HRD these tasks duties or functions issues, what factors will influence how employees choose or decide to perform their behaviors to do their tasks in organizations. It seems that how to design or arrange HRD 's functions which will influence how employee individual performs to do whose tasks daily. Thus, if the organization can design its HRD has effective functions, then it will influence its employees to do more effective performance or better or improved behavioral performance in their organizations. Otherwise, ineffective HRD functions, it will influence how every employee decides or chooses to do ineffective behavioral performance or inefficient productive behaviors easily in their organizations. So, any organizations need to concern how to design their HRD's functions to be useful in order to achieve more effective consequence.
Author: Johnny Ch Lok Publisher: Independently Published ISBN: 9781091311459 Category : Business & Economics Languages : en Pages : 350
Book Description
HR planning can help management in making decision in the following areas: recruitment., avoidance of redundancies ( increasing labor turnover, training, management and development, estimates of labor cost, productivity bargaining, raising effectiveness or efficiency, accommodation requirements. In order to achieve company's maximum benefits purpose, HR planning needs continuous readjustment ( annual review), because the goals of an organization are subject to change and its internal and external environment is uncertain. It is also complex because it involves to many independent variables, e.g. increasing skillful immigration job seeker number to compete in the country's local labor market or decreasing skillful labor, e.g. computer programmers, doctors, accountant, lawyers etc. occupation professionals sudden emigrate to other countries to seek jobs, consumer demand increases or decreases to the product. Hence, it must include feedback because if the plan can not be achieved, the objectives of the company will have to be modified so that they are feasible in human resource terms.The human resource plan process to one company is a cycle process. The first step may include that itneeds to follow issues from corporate plan's strategies and objectives. The main points to be considered such as capital equipment plans, reorganization, e.g. centralization or decentralization, how to change in product or in output, marketing plans and financial limitations.After it gathers the company's corporatestrategic plan data. Then, it will implement its second step. This step may include three aspects: -How to achieve the reasonable present utilization of human resources in particular: numbers of employees in various categories, estimation of labor turnover for each grade of employee and the analysis of labor effects of high or low turnover rates on the organization's performance, amount of overtime worked, amount of short time, appraisal of performance and the potential of present employees and general level of payment compared with that in other comparable firms. All these HR related data is essential to be recorded in accurate attitude.-The external environment of the company analysis, such as recruitment position, population trends, local housing and transportation plans, government policies in education and retirement.-The potential supply of labor analysis, such as effects of local emigration and immigration, effects of recruitment or redundancy in local firms, possibility of employing categories not now employed, for example outsource employees number, part time and semi-retired workers number and changes in productivity, working hours.The final step is that HR planning needs to be achieved. It includes recruitment/redundancy program, training and development program, industrial relations policy and accommodation plan. The issues will appear in this plan, such as jobs which will appear, disappear or change, to what extent redeployment or retraining is possible, necessary changes at supervisory and management is possible, necessary changes and supervisory and management levels, training needs, arrangements for necessary and details of arrangements for handling any human problems arising from labor deficits or surpluses, e.g. early retirement or other natural wastage procedures. Following, it needs to give feedback, what will be possible modification to company objectives to company's corporate level to review its HR plan whether it can achieve company's objectives and strategic aims.
Author: Ronald R. Sims Publisher: IAP ISBN: Category : Business & Economics Languages : en Pages : 570
Book Description
The rapidly transforming environment that we live in has made human resource development (HRD) all the more necessary for the success of today’s organizations. HRD initiatives help their organizations by developing employees who assist their organizations in not only surviving, but thriving in our increasingly global world. Today’s best practice or benchmarked organizations and their HRD professionals continue to recognize the importance of employee learning, knowledge, skills and motivation to organizational success. This recognition increasingly opens many doors as organizational leaders accept the fact that HRD initiatives can be used to ensure that organization members have what it takes to successfully meet the demands that confront them and their organizations. This book takes the position that HRD can demonstrate how their initiatives help to develop a superior workforce so that the organization and its individual employees can accomplish their strategic and operational goals in service to their clients or customers. This book is written with the belief that HRD professionals have many opportunities to learn, change and find ways both in and outside of the workplace to contribute to the development of learning organizations as we move further into the 21st century. A major point of this book is that HRD will continue to become more and more important to organizational success when one considers the increased responsibilities HRD professionals have taken on during and post- the COVID pandemic. The primary audience for this book is practicing HRM and HRD professionals, and other organizational leaders. The book provides proven ideas important to demonstrating the value of HRD. From a practical viewpoint, it is based on actual experience, a strong research base, and accepted practices presented in an easy to read form. A second target audience is students of HRD and HRM who are preparing for careers in this important field. This book will help them develop a solid foundation to the study of HRD practices or initiatives that are key to HRD success regardless of the type of organization. A third target audience is managers or leaders at all levels of an organization who are expected to take on a number of HRD responsibilities (e.g., as trainers, coaches, mentors, change agents, and so on) while regularly partnering with HRD professionals. It offers these individuals a firsthand look at what they should expect of their HRD functions or areas and how they can effectively work with HRD professionals in their organizations to achieve the organizations strategic goals by getting the most out of its human people.
Author: Jim Grieves Publisher: SAGE ISBN: 9780761949442 Category : Business & Economics Languages : en Pages : 228
Book Description
By challenging the reactive, prescriptive and formulaic theories of late 20th century change management, Strategic Human Resource Development seeks to draw the boundaries for a new discipline that views change as an internal and proactive approach to organizations.
Author: Jack J. Phillips Publisher: Routledge ISBN: 1136431748 Category : Business & Economics Languages : en Pages : 363
Book Description
Techniques for evaluating the human resource function, and measuring its bottom-line contribution. This guide develops a results-based approach to human resources that keeps an eye on the bottom line. Based on actual experiences, accepted practices, and a strong 10-year research base, it clearly shows you how to: Uncover and monitor the costs of human resource (HR) programs Develop programs emphasizing accountability Design data-collection instruments for evaluation Measure the contribution of human resources Calculate the return on investment Elevate management's commitment to HR programs Phillips' nine-step, results-based human resource model helps you analyze, create, and execute successful HR programs. In addition, you'll find a Human Resources Effectiveness Index you can use to measure the overall effectiveness of HR performance. A benchmarking chapter assists you in comparing your success against other organizations. HR professionals, top- and middle-level managers, and students of human resources management will find this book an invaluable resource in which each technique and idea has been tested and proven in actual practice. 'Accountability in Human Resource Management' develops a results-based approach to human resources that keeps an eye on the bottom line. Based on actual experiences, accepted practices, and a strong 10-year research base, it clearly shows you how to: *Uncover and monitor the costs of human resource (HR) programs *Develop programs emphasizing accountability *Design data-collection instruments for evaluation *Measure the contribution of human resources *Calculate the return on investment *Elevate management's commitment to HR programs Phillips' nine-step, results-based human resource model helps you analyze, create, and execute successful HR programs. In addition, you'll find a Human Resources Effectiveness Index you can use to measure the overall effectiveness of HR performance. A benchmarking chapter assists you in comparing your success against other organizations. HR professionals, top- and middle-level managers, and students of human resources management will find this book an invaluable resource in which each technique and idea has been tested and proven in actual practice.
Author: Melanie J. Peacock Publisher: Business Expert Press ISBN: 1631577670 Category : Business & Economics Languages : en Pages : 154
Book Description
The ability to help an organization effectively deal with change is a key competency that all human resource (HR) professionals must possess. However, many people in the HR function have not received any formal training or instruction on how to fulfill this important role. This book provides HR professionals with key concepts and practical techniques to successfully launch, support, and sustain change management initiatives within their organizations. Pragmatic tools and explanations will illuminate critical change management competencies and processes, thereby enabling HR professionals to take on strategic and active roles. As well, understanding of one’s own reactions to change will also be explored to assist HR professionals to effectively manage and guide change. Questions posed at the end of each chapter allow for personal reflection and growth, thereby providing further development of skills relating to change management. This text is an excellent resource for HR students, those new to practicing HR and seasoned HR professionals alike.
Author: Edward E. Lawler Publisher: Stanford University Press ISBN: 0804767114 Category : Business & Economics Languages : en Pages : 149
Book Description
This volume presents the findings of a 6-year longitudinal study on the function of HR organizations in large corporations. The results of the study, conducted by the Center for Effective Organizations at the University of Southern California, are distilled into a vision of how HR can become a contributor to organizational success in today's knowledge economy.
Author: Michael J. Marquardt Publisher: EOLSS Publications ISBN: 1848260563 Category : Personnel management Languages : en Pages : 384
Book Description
Human Resources and their Development is a component of Encyclopedia of Human Resources Policy, Development and Management in the global Encyclopedia of Life Support Systems (EOLSS), which is an integrated compendium of twenty one Encyclopedias. The Theme on Human Resources and their Development provides the essential aspects and a myriad of issues of great relevance to our world such as: Human Resources and their Development; Major Issues in Human Resource Development; Elements of Planning Strategies for Human Resource Development; Human Life Systems, Diversity and Human Development; Human Development and Causes of Global Change; Consequences of Global Change for Human Resource Development. These two volumes are aimed at the following five major target audiences: University and College Students, Educators, Professional Practitioners, Research Personnel and Policy Analysts, Managers, and Decision Makers and NGOs.
Author: Hughes, Claretha Publisher: IGI Global ISBN: 1799822788 Category : Business & Economics Languages : en Pages : 338
Book Description
There is no end in sight as the Fourth Industrial Revolution becomes more prevalent across the world. Artificial intelligence (AI) is making it imperative that machines and technology be integrated within the workplace. As the workforce ages, there has to be a way to acquire the tacit and explicit knowledge of these workers. The fields of human resource development and workforce development must lead in efforts to train and develop these workers for continuous technological change. Strategies for Attracting, Maintaining, and Balancing a Mature Workforce is an essential reference source that examines efforts for engaging, retaining, and utilizing an aging workforce in a workplace that is increasingly becoming more technology-centered and provides reskilling and upskilling strategies to address the skills gaps. The title compiles vital human resource and workforce development strategies that assist these professionals with helping all employees at all levels within the workforce attain work, keep their jobs, and grow in their development to assist others. Featuring research on topics such as organizational culture, career learning, and agile workforce, this book is ideally designed for managers, executives, recruiters, hiring professionals, managing directors, human resources professionals, business researchers, industry professionals, academicians, and students.
Author: Hughes, Claretha Publisher: IGI Global ISBN: 1466673257 Category : Business & Economics Languages : en Pages : 366
Book Description
Todays workforce represents individuals of various backgrounds and experiences. The influence of such individuals is becoming an important component in the workplace and researchers continue to explore the challenges of understanding the connection between employee profiles and the overall success of a company. Impact of Diversity on Organization and Career Development brings together a reflective discussion on the previous approaches and strategies of companies in relation to the paradigm shift in workplace equity of todays workforce. By examining both old and new strategies, the research included in this publication will present a unique approach for future company enhancement and employee success. This publication is an essential reference source for researchers, practitioners, managers, and students interested in the effects of multicultural representation on both a company and its employees through professional growth and advancement.
Author: Johnny Ch Lok
Author: Johnny Ch Lok
Author: Johnny Ch Lok
Author: Ronald R. Sims
Author: Jim Grieves
Author: Jack J. Phillips
Author: Melanie J. Peacock
Author: Edward E. Lawler
Author: Michael J. Marquardt
Author: Hughes, Claretha
Author: Hughes, Claretha