HR management is adopted by various agencies since it is considered to be beneficial. In fact, the challenges and issues and agency encounters are usually dealt with by the human resource department all the while carrying out other responsibilities. The article Challenges and Issues in Human Resource Management by Palistha Maharjan mentions some key challenges that HR managers encounter regularly. Make that Grade: Human Resource Management by Linda Reidy (2015), along with some other articles, have helped to strengthen the impacts of these challenges as well as identifying some strategies that can be used for HR managers to overcome them. It is also important that HR managers identify the issue before addressing it in order to minimize its …show more content…
HR managers have the duty to manage employee training within and outside the workplace (Maharjan, 2017). Thus, they are required to establish which training programs are most suitable, their objectiveness and effectiveness, and their cost. Since these aren't always easy to manage, finding out the issues the training has and "making a clear roadmap" of the training can be a challenge (Maharjan, 2017). Hence, as Chand points out, "a planned execution of training programs" will bring about the best outcome of job performance by improving the abilities and knowledge of employees. Chand also mentions that compensation should be paid in accordance with the performance of the worker; as well as a letter of appreciation in order to keep up the morale of the people. This is considered to be fairly important since such feedback will have an impact on the work of the employees (Chand, n.d). So, according to Chand, it is essential for HR managers to make use of a high-quality scientific appraisal technique suitable for the changing needs. The online article Human Resource Management Challenges (2015) also mentions productivity "as the measure of the value that an employee can add to the final product or service of the organization." Thus, "maximizing profit and minimizing cost is the essence of productivity" (Maharjan, 2017). The advancement of productivity will result in a more successful company. Hence, other than ensuring a high productivity level, HR managers are expected to present an analysis of the situation and coming up with a conclusion if the results are poor. According to Maharjan (2017), this could be either because of "inefficient employee or inadequate resources". Which can be fixed trough either training or recruitment of new staff members, or through alternative resources (Maharjan, 2017). Making sure that the
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Introduction Strategic human resource management is an approach to the development and implementation of Human Resource strategies. The best way to understand strategic human resource mamagement is by comparing it to human resource management.strategic human resorce management is seen as a partner in organizational succes. It utilizes the talent and opportunity within the human resources department to make other departments stronger and more effective. Strategic human resource management is the practice of attracting,developing,rewarding, and retaining employees for the benefit of both the employees as individuals and the organizations as a whole. Hr departments interact with the other departments within an organization in order to understand their goals and then create strategies that align with those objectives, as well as those of the organization.
The performance appraisal system is used to measure and develop the employee performance. It helped in the standardization within the organization, improve open communication among the employees and employer, it has developed and improve the due process within the organization (R. Mondy, 2010). 360-degree feedback has increase transparency among the employees as they receive their feedback among themselves that has brought out a high impact to the employees behavior and performance. According to Wadhwa, (2011) 360-degree feedback offers a huge and broader perspective of employee performance, as it doesn’t rely on one source feedback
INTRODUCTION Human resource management is the strategic approach to the management of an organization 's most valued assets - the people working there who individually and collectively contribute to the achievement of the goals of the business (Armstrong, M., 2006). In other words, human resource management is a to work with employees, and for the employees, to help them solve their problems. Therefore, human resource is a complicate department, as they deal with people who already work there, they also deal with several issues which happen among new employees, such as recruitment, selection and so on. Nowadays, employee retention becomes one of the most significant issue in the organizations, and managers are aiming to find the best employees
The reward and benifits movivate the employee whereas the training matrix ensure that all the employee updated will the skill and development. The HR activities are planned in a actionable time frame manner are the responsibility and accountability is fixed. Besides it is important to fix and define clearly the expectation from each position and then provide learning and Development Inputs
The training set up by performance management empowers staff to understand their strengths and weaknesses, know what job responsibilities they are fit for, and find a company-specific position such as a cleaner, cashier or referee who serves Starbucks in a different role. Reward management The assessment reports will allow Starbucks to reward employees for their performance, so that employees feel that they are valued by Starbucks paid the time and effort is worth it. After giving the reward, employees have a sense of belonging to Starbucks and therefore work more earnestly and the morale of the employees is improved.
1.4.1 Literature Review HRM practices are a process of engaging, motivating, and maintaining employees to ensure the organizational survival (Schuler and Jackson, 1987). According to (Delery and Doty, 1996) HRM practices are prepared and implemented in a way that human capital plays important role in achieving the goals and objectives of the organization. The appropriate use of HRM practices strongly influence the standard of employer and the degree of employee commitment (Purcell, 2003). HRM practices like, training and development, performance appraisal allow the employees to do better in order to enhance the organizational performance (Snell and Dean, 1992; Pfeffer, 1998).