A Sample PPT on Human Resource Management by Instant Essay Writing

Human Resource Management

INTRODUCTION • Human Resource Management is a process that is an effective

and efficient usage of human capital for accomplishment of set objectives of the organization. Its prime objective is to assure that there is timely availability of right men for the right job so that the set targets are efficiently achieved. The HRM scope is wide and includes in ambit all those activities that initiate from manpower planning and ends when employees exit the organization. This study covers difference between personal management and human resource management •

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Differences between Personnel management and Human resource management • Marriott International Inc. strives to provide its employees a good working conditions.

The HR practices of Marriott have provided a friendly environment to its employees so that they can work happily within the organization.

• The personnel management is a traditional approach of managing employee's in the organization while HRM is a modern method to strengthen the employee's management in the organization.

• The personnel management considers people as an input to fulfil the desired output whereas HRM considers people as significant resource in development and accomplishment of the desired output.

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• The HRM emphasis more on training and development of employees as compared to personnel management.

• The personnel management workings are more of routine nature while HRM is a strategic function that deeply focuses on development, acquisition, motivation and withholding of useful human capital in the organization

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Functions of HRM • Human Resource Management plays a significant role in an organization to bring in and direct individual and collective efforts of employees towards the accomplishment of objective of the organization. HRM balances between the organizational goals and employees aspiration from the organization. It ensures business properties by enhancing employees productivity through training and development.

• The first concern about HR managers is to recruit the correct amount of workforce and check whether the workforce calibre meets in the job requirements or not. Then it undertakes various steps to keep such workforce satisfied and motivate them to maximize their performance. HR managers are capable enough to shore up the performances of employees.

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• Where there is any introduction of change in an organization the HR acts in to hire new people or train the existing ones to perform the particular role needed to deal with such changes. HR managers here are required to possess the leadership traits in them to aware employees about the incoming of changes and assist them adjusting to it.

• The HR also incumbent a responsibility to facilitate smooth functioning of the organization by ensuring all legal laws and regulations are duly complied.

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Roles and responsibilities of line manager • 

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Following are the roles and responsibilities of a line manager: Ensure employees continuous engagement towards the organization objective and supervises its work.

The performance appraisal which are structured by HR professionals are bought into implementation by line managers. As the rating and feedback of employees is provided by the line managers to the HR professionals.

The allocation of work and checking quality of work done by employee's is undertaken by line managers.

The discipline in the workplace is ensured by line managers in consistency with the policies and procedures framed by the HR departments Toll Free No:+1 213-929-5632 E-mail: help@instantessaywriting.com Instant Essay Writing Provides Human Resource Management Essay Writing Service to students at pocket friendly price

Impact of legal framework on HRM • Following are the legal framework which has to be followed by HRM: • The Equality Act 2010 that prohibits discrimination in any manner and has included in it supplementary acts like the Protection from Harassment Act 1997.

• The Sex discrimination Act 1975 which outlaws all such practices that are carried out to make discrimination based on gender.

• Disability discrimination Act 2005 (amended) that states it an unlawful practice to carry out any sort discrimination on the basis of individual's disability.

• Employment Right Act 1996 to dismiss all such acts that are unfair and entitle an employee to seek protection of its rights and claim under this act.

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REFERENCES •

Bell, G., 2012. Playing the HR field: An interview with R. Wayne Pace, founding president of the Academy of Human Resource Development, and author of Human Resource Development: The Field. Human Resource Management International Digest. 20(7). pp.39 – 41.

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Cunha, C. R. and et. al., 2003. Market Forces, Strategic Management, Human Resource Management Practices and Organizational Performance: A Model Based on a European Sample. Management Research: The Journal of the Iberoamerican Academy of Management.

1(1). pp.79 – 91.

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Ichniowsk, C. and Shaw, K., 2000. The Effects of Human Resource Management Systems on Economic Performance: An Interanational Comparisons of U.S and Japanese Plants.

Management Science. 45(5). pp. 704 – 721.

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Inkson, K., 2008. Are humans resources?. Career Development International. 13(3). pp.270 – 279.

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