Human resource professionals looking to advance their career should consider the Hr certification of PHR or SPHR offered by the Human Resource Certification Institute. This exam covers all aspects of HR professionals mastery of the field including Strategic management, workforce planning, HR development, compensation, employee/labor relations and safety. The PHR exams focus in on a HR operational level while the SPHR exam focus is on a HR strategic level. Organizational efforts at performance improvement have included human resource development, quality improvement programs, reengineering and performance technology. These programs are used to identify an organization's major business processes and how they connect to basic inputs and outputs. The goal is to add value. Unfortunately, organizations often don't bother looking at these processes and their connections. Instead, performance improvement efforts simply become independent activities "taking place apart from the core organizational inputs and outputs and having no direct connection to business performance measures."
No matter which approach is used, the standard performance improvement model includes five phases: analysis, design, development, implementation and evaluation. The way you carry out the analysis phase determines whether your performance improvement efforts actually support major business processes or simply devolve into a series of activities that ultimately have little if any effect on the business.
Although everyone agrees that an up-front analysis is essential, the problem is that such analyses usually are not performed according to some standardized, meaningful method. One person's idea of analysis is intense investigation, while another person's is a shallow, simple routine glance. Research and experience show that the analysis phase - with organizational diagnosis and expertise documentation at its core - is the most critical part of the performance improvement process. Without it, the rest is essentially meaningless. Yet, this phase is also the most poorly understood and poorly managed. Many performance programs are driven by compliance concerns, not by concerns about performance. Organizations allow a trainer to deliver programs without regard to their effectiveness. This activity-based view of analysis - a series of program activities thrown together without any true analysis of what the needs are and which programs will meet them - usually consists of superficial opinion surveys that result in program popularity ratings, crude job descriptions and inaccurate task inventories. So if that is what you've seen so far, you're not alone. To make a performance improvement effort valuable to your organization, you must emphasize the preliminary analysis phase in two major areas, both involving tools that are easy to learn and highly effective.
Diagnosis of performance This analyzes the performance variables, including mission and goals, processes, motivation, capacity and expertise at the organizational, process, and individual performance levels. Documentation of expertise This requires analysis of the work expertise employees need to achieve optimal work performance. This analysis includes job description, task inventories and task analysis: procedural, systems and knowledge work tasks.
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Article Source: http://EzineArticles.com/1650418
Monday, July 18, 2011
Human Resources Management and Its Objectives
There has been a long standing debate as to what exactly Human resources development mean for an organization. Human resources department in an organization was once known as personnel department. Is there a substantial difference between the two. Yes it has. In a modern style management set up Human resource managers play a wonderful role in the formation and functioning of a company. Personal management kind of setup normally had been a one sided affair. Personal managers had 100% obligation to the management. The staff welfare and maintenance were not given the desired priority by the personal managers. Their duties mainly revolved around the aspects of staffing, distribution and maintenance of staff salary accounts.
Functional researches in the field of management made it a point that employee is an important functional instrument for an industry and has to be given desired prominence. When the companies identified the difficulties to find skilled labors the idea of human resources development originated and thus human resources department. Human resources department in a company manages the staffing needs, their welfare, development, periodic appraisals, training, decides and issues salary, organize recreation activities and more importantly maintains a healthy staff- management relationship . Which means every aspect what an employee could think of getting from a company is taken care of and managed by the human resources department abiding the rules and regulations of that company. Many modern companies the staff trainings are overlooked by the Human Resources Management.
The job of a human resources manager starts from identifying the staffing requirement of the company. Human resources manager should make sure whether he has to keep full time staffing, hire employees or give contracts. Staffing involves advertising to find the right candidates, interviewing and negotiating. Once the staffing is done normally the employees pass through a period of apprenticeship. It is the duty of the human resources manager to see the development of the selected candidates through his training period and induce him to the right project. Human resource manager' duty does not end here. He has to do routine appraisals and offer promotions and performance incentives(this is necessary to motivate the employees).
Human resources management is considered some what subtle job. However human resources managers has got their testing times in industries such as Software development. The supply of skilled labors in such industries are always less than the demand, which makes it difficult for the human resource managers to find the right kind of staff. Also these companies has to offer high salaries to keep them at bay. Since software industry offers a lucrative career the staff turn over is always high since the staffs are always on a better offer makes the jobs of HR managers in such companies rather difficult. Since it maintain a good rhythm among the employee it's always a blessing to have a good Human Resources Department.
Article Source: http://EzineArticles.com/1541454
Functional researches in the field of management made it a point that employee is an important functional instrument for an industry and has to be given desired prominence. When the companies identified the difficulties to find skilled labors the idea of human resources development originated and thus human resources department. Human resources department in a company manages the staffing needs, their welfare, development, periodic appraisals, training, decides and issues salary, organize recreation activities and more importantly maintains a healthy staff- management relationship . Which means every aspect what an employee could think of getting from a company is taken care of and managed by the human resources department abiding the rules and regulations of that company. Many modern companies the staff trainings are overlooked by the Human Resources Management.
The job of a human resources manager starts from identifying the staffing requirement of the company. Human resources manager should make sure whether he has to keep full time staffing, hire employees or give contracts. Staffing involves advertising to find the right candidates, interviewing and negotiating. Once the staffing is done normally the employees pass through a period of apprenticeship. It is the duty of the human resources manager to see the development of the selected candidates through his training period and induce him to the right project. Human resource manager' duty does not end here. He has to do routine appraisals and offer promotions and performance incentives(this is necessary to motivate the employees).
Human resources management is considered some what subtle job. However human resources managers has got their testing times in industries such as Software development. The supply of skilled labors in such industries are always less than the demand, which makes it difficult for the human resource managers to find the right kind of staff. Also these companies has to offer high salaries to keep them at bay. Since software industry offers a lucrative career the staff turn over is always high since the staffs are always on a better offer makes the jobs of HR managers in such companies rather difficult. Since it maintain a good rhythm among the employee it's always a blessing to have a good Human Resources Department.
Article Source: http://EzineArticles.com/1541454
Optimize Human Resources For Better Results
HRM got its own value in every organization. Now a days organization's managements believe that at the human resources are meant for economic development of the organization. Also the prevailing perception is that the most important resources within the organization are human resources and optimization of human resources will result greater benefits to the organization. Some of the distinct features of human resources are as follows.
1. HR Management in organization: This explains the major responsibilities of human resources in professional organizations. Also it depicts the growth of HR as a profession.
2. Planning and Selection of HR: It emphasis the procedures involved in the recruitment processes in an organization.
3. Training Programmes for Employee Growth and Development: It gives various training programmes required for different levels of employees in the organization.
4. Appraisal System: It indicates the employee performance appraisal system which includes various techniques used for assessing the employee performance for intensive programmes.
5. Compensation Management: This deals with the salary negotiations. The other things involved in this are wage labor and job evaluation.
6. Promotion of motivation and morale: This aspect deals with the improvement techniques implemented to promote motivation and morale of the employees in the organization.
7. Disciplinary Procedures: It explains the disciplinary procedures implemented in organization and principles underlined to maintain disciplinary action within the organization
8. Principles of Groups: It focuses on rules of groups and group dynamics. Also it deals with types of groups and group formations required for the organization.
9. Activity of Leading: It gives the clear distinction between a manager and leader. A person who brings changes in the system is a leader. Leadership and its qualities are the most important factors in an organization.
10. Grievance procedure: Here it is dealing with the grievance handling procedures and various reasons that arises for grievances.
Article Source: http://EzineArticles.com/4215933
1. HR Management in organization: This explains the major responsibilities of human resources in professional organizations. Also it depicts the growth of HR as a profession.
2. Planning and Selection of HR: It emphasis the procedures involved in the recruitment processes in an organization.
3. Training Programmes for Employee Growth and Development: It gives various training programmes required for different levels of employees in the organization.
4. Appraisal System: It indicates the employee performance appraisal system which includes various techniques used for assessing the employee performance for intensive programmes.
5. Compensation Management: This deals with the salary negotiations. The other things involved in this are wage labor and job evaluation.
6. Promotion of motivation and morale: This aspect deals with the improvement techniques implemented to promote motivation and morale of the employees in the organization.
7. Disciplinary Procedures: It explains the disciplinary procedures implemented in organization and principles underlined to maintain disciplinary action within the organization
8. Principles of Groups: It focuses on rules of groups and group dynamics. Also it deals with types of groups and group formations required for the organization.
9. Activity of Leading: It gives the clear distinction between a manager and leader. A person who brings changes in the system is a leader. Leadership and its qualities are the most important factors in an organization.
10. Grievance procedure: Here it is dealing with the grievance handling procedures and various reasons that arises for grievances.
Article Source: http://EzineArticles.com/4215933
Human Resource Development - Enterprise Resource Planning
The popularity of HR management software is now known to many companies and largely adopted for the management of data of their employees and to carryout HR functions in the organization. HRMS is the abbreviation for Human resource management software. All functions of HRM are not completely done by the application of the software, but still some functions need to be done manually. But the critical information that handles the HR section is carried out by HRMS.
Also increase in the data of employees in the organization necessitated to automate many systems for ease of implementing human resource functions. Thus there is a need for integration of HR management and information technology which is achieved by HRMS. This software is helping the HR sections in proper planning and execution of HR processes within the organization. Under Enterprise resource planning (ERS) the integral part is HR software that also deals with financial applications.
Human resource management has brought out the inherent relation between human and costs of the efforts done by them and gained basic significant importance in each and every organization. The basic requirement for a company to keep its position in profitable graph, it is necessary to manage, administer and minimize unnecessary overhead costs that could be a burden to the company's expenditure. To cut down the overhead costs it is required to reduce complexity of people and make them aware that all have to take part in company progress in a uniform way and they performance management is closely watched by human resource department. The scopes for implementation of human resource management software in an organization are:
Employee Attendance Management: Attendance electronic machines are used for employee's incoming and outgoing timings. These machines are integrated with the software and the total working hours of the employees are calculated for cost accounting purposes.
Employee Salary Compensation Management: This is one of the important module in which employee's total working hours, casual leave and final attendance are used to compute payroll details. Employee's payments are decided after calculating total deductions and government taxes.
Human Resource Management in Organization: This is very crucial module in which all information regarding employee's skills, compensations, personal details and their permanent addresses are maintained for quick reference at any instance of time. Also this module is having highest functional weightage in the whole process of recruitment to retirement of each and every employee.
Article Source: http://EzineArticles.com/4216172
Also increase in the data of employees in the organization necessitated to automate many systems for ease of implementing human resource functions. Thus there is a need for integration of HR management and information technology which is achieved by HRMS. This software is helping the HR sections in proper planning and execution of HR processes within the organization. Under Enterprise resource planning (ERS) the integral part is HR software that also deals with financial applications.
Human resource management has brought out the inherent relation between human and costs of the efforts done by them and gained basic significant importance in each and every organization. The basic requirement for a company to keep its position in profitable graph, it is necessary to manage, administer and minimize unnecessary overhead costs that could be a burden to the company's expenditure. To cut down the overhead costs it is required to reduce complexity of people and make them aware that all have to take part in company progress in a uniform way and they performance management is closely watched by human resource department. The scopes for implementation of human resource management software in an organization are:
Employee Attendance Management: Attendance electronic machines are used for employee's incoming and outgoing timings. These machines are integrated with the software and the total working hours of the employees are calculated for cost accounting purposes.
Employee Salary Compensation Management: This is one of the important module in which employee's total working hours, casual leave and final attendance are used to compute payroll details. Employee's payments are decided after calculating total deductions and government taxes.
Human Resource Management in Organization: This is very crucial module in which all information regarding employee's skills, compensations, personal details and their permanent addresses are maintained for quick reference at any instance of time. Also this module is having highest functional weightage in the whole process of recruitment to retirement of each and every employee.
Article Source: http://EzineArticles.com/4216172
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