Significance of training and development of human resources pdf

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significance of training and development of human resources pdf

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The 12 Key Functions of Human Resources

You have just been hired to work in the human resource department of a small company. Previously, the owner of the company, Jennifer, had been doing everything related to human resource management HRM. You can tell she is a bit critical about paying a good salary for something she was able to juggle all on her own. On your first day, you meet the ten employees and spend several hours with the company owner, hoping to get a handle on which human resource processes are already set up. Shortly after the meeting begins, you see she has a completely different perspective of what HRM is, and you realize it will be your job to educate her on the value of a human resource manager.

You look at it as a personal challenge—both to educate her and also to show her the value of this role in the organization. First, you tell her that HRM is a strategic process having to do with the staffing, compensation, retention, training, and employment law and policies side of the business. In other words, your job as human resources HR manager will be not only to write policy and procedures and to hire people the administrative role but also to use strategic plans to ensure the right people are hired and trained for the right job at the right time.

We expect it to increase by 20 percent. Every organization, large or small, uses a variety of capital Capital includes cash, valuables, or goods used to generate income for a business.

Capital includes cash, valuables, or goods used to generate income for a business. For example, a retail store uses registers and inventory, while a consulting firm may have proprietary software or buildings. No matter the industry, all companies have one thing in common: they must have people to make their capital work for them.

Human resource management HRM The process of employing people, training them, compensating them, developing policies relating to the workplace, and developing strategies to retain employees.

In the past, HRM meant processing payroll, sending birthday gifts to employees, arranging company outings, and making sure forms were filled out correctly—in other words, more of an administrative role rather than a strategic role crucial to the success of the organization. For example, most managers deal with compensation, motivation, and retention of employees—making these aspects not only part of HRM but also part of management.

As a result, this book is equally important to someone who wants to be an HR manager and to someone who will manage a business. Have you ever had to work with a human resource department at your job? What was the interaction like? Keep in mind that many functions of HRM are also tasks other department managers perform, which is what makes this information important, despite the career path taken. Most experts agree on seven main roles that HRM plays in organizations.

These are described in the following sections. You need people to perform tasks and get work done in the organization. Even with the most sophisticated machines, humans are still needed.

Because of this, one of the major tasks in HRM is staffing. Staffing The entire hiring process from the first step of posting a job to the actual hiring of an employee. Within the staffing function, there are four main steps:.

Every organization has policies to ensure fairness and continuity within the organization. One of the jobs of HRM is to develop the verbiage surrounding these policies. In the development of policies, HRM, management, and executives are involved in the process. For example, the HRM professional will likely recognize the need for a policy or a change of policy, seek opinions on the policy, write the policy, and then communicate that policy to employees.

It is key to note here that HR departments do not and cannot work alone. Everything they do needs to involve all other departments in the organization. Some examples of workplace policies might be the following:.

HRM professionals need to determine that compensation is fair, meets industry standards, and is high enough to entice people to work for the organization.

Compensation Anything the employee receives for his or her work. It can include pay, benefits, vacation time, and sick leave. In addition, HRM professionals need to make sure the pay is comparable to what other people performing similar jobs are being paid. This involves setting up pay systems that take into consideration the number of years with the organization, years of experience, education, and similar aspects. Examples of employee compensation include the following:.

Since this is not an exhaustive list, compensation is discussed further in Chapter 6 "Compensation and Benefits". Retention The process and strategies of keeping and motivating employees to stay with the organization.

Compensation is a major factor in employee retention, but there are other factors as well. Ninety percent of employees leave a company for the following reasons:. Despite this, 90 percent of managers think employees leave as a result of pay. Chapter 7 "Retention and Motivation" and Chapter 11 "Employee Assessment" discuss some strategies to retain the best employees based on these four factors.

Once we have spent the time to hire new employees, we want to make sure they not only are trained to do the job but also continue to grow and develop new skills in their job. This results in higher productivity for the organization. Training is also a key component in employee motivation. Employees who feel they are developing their skills tend to be happier in their jobs, which results in increased employee retention.

Examples of training programs might include the following:. We address each of these types of training and more in detail in Chapter 8 "Training and Development". Human resource people must be aware of all the laws that affect the workplace. An HRM professional might work with some of these laws:. The legal environment of HRM is always changing, so HRM must always be aware of changes taking place and then communicate those changes to the entire management organization.

Rather than presenting a chapter focused on HRM laws, we will address these laws in each relevant chapter. Safety is a major consideration in all organizations.

Oftentimes new laws are created with the goal of setting federal or state standards to ensure worker safety. Unions and union contracts can also impact the requirements for worker safety in a workplace. It is up to the human resource manager to be aware of worker protection requirements and ensure the workplace is meeting both federal and union standards.

Worker protection issues might include the following:. Besides these major roles, good communication skills and excellent management skills are key to successful human resource management as well as general management. We discuss these issues in Chapter 9 "Successful Employee Communication". In addition to managing internal factors, the HR manager needs to consider the outside forces at play that may affect the organization. Outside forces, or external factors Anything the company has no direct control over; it could positively or negatively impact human resources.

External factors might include the following:. For example, the recent trend in flexible work schedules A policy that allows employees to set their own schedules to work around family and personal needs. HRM has to be aware of these outside issues, so they can develop policies that meet not only the needs of the company but also the needs of the individuals. Compliance with this bill has huge implications for HR. For example, a company with more than fifty employees must provide health-care coverage or pay a penalty.

Currently, it is estimated that 60 percent of employers offer health-care insurance to their employees. Because health-care insurance will be mandatory, cost concerns as well as using health benefits as a recruitment strategy are big external challenges. Any manager operating without considering outside forces will likely alienate employees, resulting in unmotivated, unhappy workers.

Not understanding the external factors can also mean breaking the law, which has a concerning set of implications as well. An understanding of key external factors is important to the successful HR professional. This allows him or her to be able to make strategic decisions based on changes in the external environment. To develop this understanding, reading various publications is necessary.

One way managers can be aware of the outside forces is to attend conferences and read various articles on the web.

In Section 1. Most professionals agree that there are seven main tasks HRM professionals perform. All these need to be considered in relation to external and outside forces. One of the major factors of a successful manager or human resource HR manager is an array of skills to deal with a variety of situations.

It takes multiple skills to create and manage people, as well as a cutting-edge human resource department. The first skill needed is organization.

Having organized files on your computer and good time-management skills are crucial for success in any job, but especially if you take on a role in human resources. Like most jobs, being able to multitask The ability to work on more than one task at a time. A typical person managing human resources may have to deal with an employee issue one minute, then switch and deal with recruiting.

Unlike many management positions, which only focus on one task or one part of the business, human resources focuses on all areas of the business, where multitasking is a must. As trite as it may sound, people skills are necessary in any type of management and perhaps might be the most important skills for achieving success at any job.

Being able to manage a variety of personalities, deal with conflict, and coach others are all in the realm of people management. The ability to communicate goes along with people skills. The ability to communicate good news hiring a new employee , bad news layoffs , and everything in between, such as changes to policy, makes for an excellent manager and human resource management HRM professional.

Keys to a successful career in HRM or management include understanding specific job areas, such as managing the employee database, understanding employment laws, and knowing how to write and develop a strategic plan that aligns with the business. All these skills will be discussed in this book. A strategic mind-set as an HR professional is a key skill as well. A person with a strategic mind-set can plan far in advance and look at trends that could affect the environment in which the business is operating.

Too often, managers focus on their own area and not enough on the business as a whole. The strategic HR professional is able to not only work within his or her area but also understand how HR fits into the bigger picture of the business.

Ethics A concept that examines the moral rights and wrongs of certain situations.

Employee Training and Development: Reasons and Benefits

In addition to the articles on this current page, also see the following blogs that have posts related to Employee Training and Development. Scan down the blog's page to see various posts. Also see the section "Recent Blog Posts" in the sidebar of the blog or click on "next" near the bottom of a post in the blog. The blog also links to numerous free related resources. As a brief review of terms, training involves an expert working with learners to transfer to them certain areas of knowledge or skills to improve in their current jobs. Development is a broad, ongoing multi-faceted set of activities training activities among them to bring someone or an organization up to another threshold of performance, often to perform some job or new role in the future.

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What is Human Resource?

You have just been hired to work in the human resource department of a small company. Previously, the owner of the company, Jennifer, had been doing everything related to human resource management HRM. You can tell she is a bit critical about paying a good salary for something she was able to juggle all on her own.

Human resources is important to organizations in myriad areas, ranging from strategic planning to company image. HR practitioners in a small business who have well-rounded expertise provide a number of services to employees. HR improves the company's bottom line with its knowledge of how human capital affects organizational success.

HR has a number of important functions in the organization. These include recruitment, performance management, learning and development, and many more. In this article, we will explain the 12 key functions of HR.

Human resources is used to describe both the people who work for a company or organization and the department responsible for managing all matters related to employees, who collectively represent one of the most valuable resources in any businesses or organization. The term human resources was first coined in the s when the value of labor relations began to garner attention and when notions such as motivation, organizational behavior, and selection assessments began to take shape in all types of work settings. Human resource management is a contemporary, umbrella term used to describe the management and development of employees in an organization.

Human Resource Management Day to Day

Откуда ни возьмись появился Бринкерхофф и преградил ей дорогу. - Куда держишь путь. - Домой! - солгала Мидж. Бринкерхофф не уходил с дороги. - Это тебе велел Фонтейн? - спросила .

Заслонка. Беккер повернул рычажок под топливным баком и снова нажал на стартер. Мотор кашлянул и захлебнулся. - El anillo. Кольцо, - совсем близко прозвучал голос.

 - Наркотики внутривенно. Кто бы мог подумать. - Проваливай! - крикнула.  - Вон. Беккер совсем забыл о кольце, об Агентстве национальной безопасности, обо всем остальном, проникшись жалостью к девушке.

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  • Training and development encompasses three main activities: training, education, and development. Kerman A. - 01.12.2020 at 00:12

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