In todays rapidly changing and highly competitive environment, the human imaginativeness function plays an increasingly important role in an makeups ultimate success or failure. Where success was once dependent upon an organizations energy to discover and manage natural alternatives, success today goes to the organizations that intimately effectively discover and manage their human resources.
Though organizations widely disclose the need to attract, manage and sire people, today HR professionals mustiness strive to do much more. They must enable their organization to build global HR networks in order to rotate and prosper in the international arena. They must also develop human resources that continually build competitive advantage in an ever-changing environment. And, they must add time value to their organizations distinctive competencies
Let us analyze how human resources add value to the organization by the followings main HRM functions:
1/Human Resource Planning
Human Resource Planning is the identify link between a firms strategical see and its boilers suit human resource management function. It is the sum total of the plan formulated for the recruiting, screening, compensation, training, job structure, promotion, and work rules of an organizations human resources. It is a affect designed to translate the corporate plan and objectives into future three-figure and qualitative employment requirements, together with plans to fulfill those requirements over twain the shorter and longer terms, through human resource utilization, human resource development, employment and recruiting and the use of information systems.
To perform its add value function, the human resource planning should be all-embracingy compound with overall organization strategic plan, especially the firms growth objectives.
immaterial influences of economic conditions, technology, the labor market, and so on should be granted adequate consideration when developing the human resource plan. Changes in job design should be explicitly recognized in the plan. It should be kept flexible and adaptable so...
Very good essay, nevertheless the author unfortunately did not attach references. Another paradox us constant usage of we term, which is sometimes considered unacceptable
Thought this was a really interesting read, drawing good reference from journal publications and organisational practice.
As with previous reviewer I feel the esay would benefit from cited faculty member references and perhaps some analysis of the problems HR practitioners face when implementing strategic values.
On the whole, very good.
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