No organization, anywhere in the world, can achieve its objectives in full and variety without dependable, credible, rightly engaged and well-motivated personnel. All organizations, irrespective of size, nature of business, location, economic or social constraints, should strive to give priority to the welfare of their workforce. Employees are seen as the key to organizational success as they are the ones who implement policies and practices of management. They are often involved in physical contacts with customers, and or making of the products or rendering of services. This book examines the significance of human beings as a part of the assets of an organization, and the need to treat them creditably well so as to enhance their performance/productivity to the advantage of the organization. All other assets of the organization cannot function effectively without the personnel being adequately motivated. The book is an invaluable tool for HR Professionals, Personnel/Administrative Executives/Managers and anyone that is involved in the management of the people.
This book entails the human resource management practices and their implications in projectized organizations. As, in the technologically improved marketplace, the organizational systems are moving from manual to electronic systems, parallel to this, firms must realize the importance of effective human resource practices in organizations which can play a vital role in improving the productivity of firms in Pakistan. The book also covers integration of some HR practices with the firm’s Strategy to enhance the productivity of project based organizations in Pakistan. This is an insight for today’s managers to improve the performance of their employees by implementing these practices, which in return, will improve the performance of organizations.
HRMIS has become important in helping modern organizations manage human assets effectively. In the 21st century, the use of the Internet and Information Technology (IT) has provided many advantages to organizations. HRMIS attributed to Human Resources (HR) technologies, which consist of both systematic and operational. In Malaysia, the government started to use HRMIS during the 21st century to store information. HRMIS improves the system flow and management efficiency. However, every systems drawback can affect the HR Management of organizations. However, the effectiveness of the system toward job performance is questionable. Therefore co relational research has been conducted and the following objectives are formulated to determine the relationship between perceived usefulness, perceived ease of use and attitude towards of HRMIS usage and employees’ performance. It is identifying the influence of technology acceptance factor on employees’ performance. The study had consistent results with significant relationship found between technology acceptance and employees’ performance of this organization.
This book mainly focuses on how flexible, adaptable and strategic human resource functions will be vital in enabling organizations to tackle emerging challenges head-on. This would eventually lead to an increase in the capacity and capability of HR professionals to effectively support and contribute to the performance and development of the institutions/ organizations. The study reveals basis for recommending the most effective HR practices specifically increasing improvement in operating systems; improved information flows between levels of the systems; reviewing the functional hierarchy of organizations; their Human Resource Management Systems, analyzing HR objectives and diverse functions of HR Departments. Job responsibilities shouldered by HR team in HR activities are supported in the form of Annex. Suggestions and recommendations for further improvements of HR initiatives have also been elaborated at length.
(in review) Following his vision of human management that liberates man from hierarchical subordination and opens doors for his active participation in the context of human resource management, the author introduces us into a new era of the holistic society. It is on this basis that he tries to free us from the position that will be referred to as the dark age of management by the future generations. This book is an important innovation in the area of human resource management in the global management context, not only in the literature in Serbia but also in Europe and worldwide.Hence it is expected to be recognized as relevant literature for both students, researchers, managers and businessmen of varied profiles. What is needed to successfully introduce your organization into the 21st century? A leading expert in the field of Human Resource Management provides a consolidated experience and wisdom that he gained during the thirty years following the activities of the reputable organizations and successful companies. This is a book that positively and holistically changes the mindset of the business world.
Human Resource Management counseling provides students and practicing managers with a concise but thorough review of essential Human Resource Management counseling concepts and in a highly readable and understanding form. Dr. Wilson Otengah Human Resource Management counseling is an extremely innovative look on Human Resource counseling issues. We believe that this book will help guide stimulate students, practioner and consultants. Henry OTok. Counseling in many organizations have been ignored, the book is an essential tool for growth oriented organizations. Phoebe Otiende.
Organizations are run and managed by the working force, who are widely known as human resources. While it is necessary to guide and control the human resources in a proper manner so that organisation''s values and norms are maintained, proper human resources are placed in proper place through proper manner, working conditions are maintained to ensure reciprocal and sociable relationship between staff, proper compensation benefits are ensured and appropriate steps are taken for staff capacity development and etc. For this purpose it is necessary for an organisation to have such a systematic, concise, comprehensive and cohesive instrument, which could guide every level of staff to maintain the personnel related matters in their own working situation. This policy contained employment, working hours, compensation and benefit, promotion and service records, leave, travel, staff capacity development, separation and disciplinary measures, handling staff grievances etc.
Human capital, skills and knowledge of individuals is considered essential elements for an effective organizational performance. Researchers indicate that Human Resource Management (HRM) is the most important determinant of organizational success (Schuler, 1992). The growing importance of human resources for organizational success has led to an increasing interest in making personnel management a more integral, strategy-driven activity in organizations. Thus, the most successful companies focus on strategic implementation of human resources practices linked with overall organizational strategy, goals and objectives. This study examines whether SHRM is applied in Azerbaijan. To investigate this study qualitative method of data collection was used to generate the data required to achieve the objectives of the study. Interviews were conducted with Heads of resourcing, Training & Development, Employee Relations at two oil companies. The findings show that SHRM is applied at these companies. Foreign-based company, BP AGT is more experienced in SHRM. However, SOCAR considers the importance of SHRM and differentiates it from administrative HRM or Personnel Management.
Book DescriptionHuman Resource Management, Eighth Edition, continues to present both the theoretical and practical aspects of HRM. The theoretical material is presented throughout the text and highlighted via a marginal glossary. The practical aspects of HRM are presented through lively and pedagogically effective examples woven throughout the text and in the end-of-chapter materials. The new edition reflects changes in the business world in general, and the HRM function within organizations, since the previous edition was published.
Management is the process of achieving results through people. It is one of the most important human activities, this is because, it is is essential to ensure co-ordination of group efforts and as groups enlarge in size, the task of managers increases in importance, policies plays crucial roles for they guide managers on how to execute their duties in the organizations. Planning is important because it proceeds other managerial functions. This therefore calls for students of Human Resource Management to be equipped with the Human Resource Management knowledge so as to face challenges in organizations with tact as future managers. The book is intended to equip readers, students and professionals with substantive knowledge in management policies and planning as well as its importance in the success of organizations. consultancy is one area that has attracted attention of very many organizations much as organizations have in- house skills that would be utilize to execute various tasks, it is hard to achieve consultancy with in their routine work, hence the need for consultancy services. consultancy addresses a number of issues and comprises many disciplines.
The issue of the main challenges of the human resource management during the past two decades has aroused enormous interest throughout the world, attracting the attention of both the practitioners (companies) and the academic circles. The struggle for experienced experts, renowned leaders and young talents is becoming the sharpest form of competition, whereas management therewith is one of the key issues of the XXI century. The purpose of the conducted research is to summarise and sublimate the theoretical approaches on the position and significance of human resources management, as treated in contemporary economic science, both on micro level – in the enterprises and on macro level - for human capital as a primary development factor. The book provides a realistic evaluation of the situation in the field of human resources management in entrepreneurial companies in the Republic of Macedonia, giving recommendations and directions for their further development in the field of HRM. This book should be useful to professionals in business and financial sectors, universities, students of management and entrepreneurship, or anyone interested in managing human resources.
This best selling text now in its first edition continues to provide the most comprehensive and leading edge discussion of Human Resource Management and system issues that are transforming the business world today. The book defines the HRMS and Social Security course by integrating coverage of essential new Methods, Techniques their applications, and their impact on managerial decisions, Real world examples from business and public organizations.
For more than a decade, ‘Decentralization’ and ‘Human Resource Development’ have become indispensable dimensions on many countries’ socio-economic development agenda, particularly on system-wide public sector management reform. This book sought to explore and understand the human resource development challenges facing the organizations. The central argument in this concept is that decentralization is in both theory and practices a means to improving good administrative work and provision of high quality services that citizen’s value. However, this assumption is contingent upon its design, and more importantly the institutional and human resource capacity arrangements governing the organization we work. This book attempts to understand the gap that exists in decentralization and the administrative work of the organization.However, centralization causes a gap in decision space (delay) in the organization. Aside of other challenges, there is also policy failure, as the organization could not meet the human resource requirement.
Strategic Human Resource Management provides a concise treatment of the key elements of strategic HRM using an innovative risk-management approach. It emphasizes the importance of the decisions, processes and choices organizations make about managing people and shows how workforce management directly affects strategic organizational outcomes. It provides guidance for managers on how to make better human capital decisions in order to achieve strategic success more effectively. Reflecting an increasing uncertainty in global business, This book also throws light on considering ways of dealing with risk in managing human capital. Numerous examples in every chapter illustrate key points with real business cases from around the world.
Increasingly the public sector is facing a range of unique and complex challenges. As a result, human resource management is vital in changing organizations, engaging people, and in assisting in the implementation of strategies and objectives. Strategic Human Resource Management in the Public Arena focuses on the specific challenges of the public and non-profit sectors. It takes a managerial approach, focusing on how HR practices and processes can be aligned with an organization's strategic objectives, with each chapter structured around implementing or designing an HR process for an organization's unique setting and strategic priorities. Key features:• Puts the reader in the role of a manager.• Recognizes the unique perspective of public sector organizations and the growing research and theory on public sector organizations.• Includes a wealth of practice-based, problem-solving activities.This core textbook is the ideal companion for Undergraduate and Postgraduate students taking modules in SHRM or Public Sector Management.
Fundamentally, human resource management is based on the assumption that employees are individuals with varying goals and needs. Human resources should not be categorized with basic business resources (trucks, filing cabinets, etc.).Practicing good human resource management (HRM) enables managers of an enterprise to express their goals with specificity, increasing worker comprehension of goals, and provide the necessary resources to promote successfully accomplishment of said goals. When HRM is properly employed members of the workforce are expressive of the goals and operating practices of the firm.HRM is seen by practitioners in the field as a more innovative view of workplace management than the traditional approach. Its techniques force the managers of an enterprise to express their goals with specificity so that they can be understood and undertaken by the workforce, and to provide the resources needed for them to successfully accomplish their assignments. As such, HRM techniques, when properly practiced, are expressive of the goals and operating practices of the enterprise overall. HRM is also seen by many to have a key role in risk reduction within organizations.
Present day human resource management book will give readers a thorough knowledge and understanding of the role the human resource plays in organizations. Each chapter is short, clear, precise and to the point. It is long enough to cover the essentials and short enough to arouse the curiosity. The sequence of the topics discussed is as follows; Introduction to HRM, Strategic HRM, HR Consultants, Options for handling your HR functions, Job design and pay, Recruitment and selection, Interview techniques, Onboarding of new employees, Training and appraisal, Business culture, Employee motivation, Employee relations and Industrial discipline. The second last chapter takes a look at managing change in an Organisation and the last chapter is on succession planning. Lastly, the author has recommended this book as a reference material for business professionals working in the area of Human Resources, and as a textbook for Tutors and Lecturers in Colleges and Universities, or to learners who are pursuing a career in this area.
The central challenge facing Human Resource Management has been always to provide a set of services that make sense in terms of the organization’s strategic plan. These services include innovative recruitment and selection strategies, provision of career development opportunities, competitive salaries and policies that reward superior performers and hold low-performing employees accountable. This book represents a case examining the relationship between strategic Human Resource management's various patterns and practices and organizational performance outcomes in one of the rapidly growing nonprofit organizations in Egypt. Based on results, policy recommendations were suggested for immediate implementation within the Egyptian private, public and nonprofit sectors in order to secure HR management systems those are leveraged strategically to have a significant impact on organizational performance and contribute to creating and sustaining a competitive advantage for the firm.
The purpose of this book is to explore the contribution of HRIS in HR functions through HRIS recruitment and selection, training and development, performance, monitoring and management, payroll and employee benefits, subsystems as perceived by HR managers and departmental heads in various organizations. This book shows that, training and development, payroll and employee benefits are the most frequently accepted and used HRIS features in the organization and that training and development relates positively to the effectiveness of HR functions.Most views observed HRIS contribution to efficiency of HR functions through HRIS Training Needs Analysis (TNA), succession planning, performance tracking and decision making, paycheck generation and salary administration as well as tracking and administering complex employee benefit plans as the greatest contribution of HRIS. However, the book talk about the need to provide a more competency to HRIS in order to increase the effectiveness and efficiency of HR functions in the organization.
One of the most difficult problems organizations face is dealing with change. In today's rapidly changing, highly competitive environment, the ability to change rapidly, efficiently, and almost continually will distinguish the winners from the losers. But “what role and contribution does Human Resource Management (HRM) make to the process of change management?” This book makes the link between change and human resource practices by studying the role of Human Resource Management in managing change in three organizations in Iran. It is argued that the role of Human Resource management in managing change can be analyzed based on HRM practices which capture the degree of commitment of employees to the change process. This gives rise to the use of HRM practices such as effective communication, participation and negotiation to evoke employee’s commitment during implementation of organizational change. Three case studies illustrate alternative approaches for these HRM practices. Thus, this book should shed some light on the role of Human Resource Managers in implementing a successful organizational change.