Im­prov­ing Hu­man Re­source Man­age­ment in Or­ga­ni­za­tional De­vel­op­ment

Enterprise - - Outlook -

Hu­man Re­source Man­age­ment (HRM) is the func­tion within an or­ga­ni­za­tion that fo­cuses on re­cruit­ment of, man­age­ment of, and pro­vid­ing di­rec­tion for the peo­ple who work in the or­ga­ni­za­tion. HRM can also be per­formed by line man­agers. HRM is the or­ga­ni­za­tional func­tion that deals with is­sues re­lated to peo­ple such as com­pen­sa­tion, hir­ing, per­for­mance man­age­ment, or­ga­ni­za­tion de­vel­op­ment, safety, well­ness, ben­e­fits, em­ployee mo­ti­va­tion, com­mu­ni­ca­tion, ad­min­is­tra­tion, and train­ing. HRM is also a strate­gic and com­pre­hen­sive ap­proach to man­ag­ing peo­ple and the work­place cul­ture and en­vi­ron­ment.

Ef­fec­tive HRM en­ables em­ploy­ees to con­trib­ute ef­fec­tively and pro­duc­tively to the over­all company di­rec­tion and the ac­com­plish­ment of the or­ga­ni­za­tion’s goals and ob­jec­tives .HRM is mov­ing away from tra­di­tional per­son­nel, ad­min­is­tra­tion, and tran­si­tional roles, which are in­creas­ingly out­sourced. HRM is now ex­pected to add value to the strate­gic uti­liza­tion of em­ploy­ees and that em­ployee pro­grams im­pact the business in mea­sur­able ways.

The new role of HRM in­volves strate­gic di­rec­tion and HRM met­rics and mea­sure­ments to demon­strate value. The HRM is arts and knowl­edge, the run­ning needs sup­porter which called staffs and are hu­man re­source of the or­ga­ni­za­tion. HR can im­prove the level of man­age­ment and ex­e­cu­tion. It is im­por­tant dur­ing pe­riod of man­age­ment. It is im­por­tant to im­prov­ing HRM in the im­por­tance of or­ga­ni­za­tion de­vel­op­ment.

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