HR might be the most confusing department in your whole organization—everyone knows they’re important, but very few employees know why. So what does HR do? There’s a massive difference between a healthy human resources department that contributes to the growth of the organization and a distant HR that exists somewhere near the basement archives and […]
Dennis Green, aPHR loves having a positive impact on people. Immediately out of college he became an event planner, but that role didn’t offer the satisfaction he craved from his job. A career change was in order. Green considered law, but ultimately felt drawn to HR. He earned his Associate Professional in Human Resources (aPHR) […]
According to Mondy et (1996) Human Resource Planning is a systematic analysis of HR needs in order to ensure that correct number of employees with the necessary skills are available when they are required. To understand the Human Resource Planning First, we will see what is Planning? and why is it needed? What is planning? […]
Any company that wants to achieve great success needs to pay close attention to human capital management. The employees of a company are the biggest asset it has and by keeping that asset strong, the company has the best chance of success. A company that pays little attention to its employees will end up with […]
Information Technology is the application of computers and techniques to restore retrieve and manipulate data often within an organization. To facilitate the functioning of HR and make it more proactive, IT and HR have been merged to form HRIS. In short, one can describe HRIS as an online solution for the entry, tracking of data, […]
Human resource planning is done at various levels for their own purposes by various institutions. There are various levels of human resource planning in an industrial enterprise: National Level Sectoral Level Industry Level Unit Level Departmental Level Job Level0 1. National Level: Generally, central government plans for human resources for the entire nation. It anticipates […]
There are two major factors therefore which differentiate domestic HRM from IHRM. First, the complexities of operating in different countries (and therefore in different cultures) and secondly, employing different national categories of workers. This suggests that international HRM is concerned with identifying and understanding how MNCs manage their geographically dispersed workforces in order to leverage […]
International Human Resource Management is the procurement, allocation, utilization, and motivation of human resources in international business. IHRM is defined as interaction between the three group of factors-Type of employees, environment of countries, and basic HR processes. The national or country categories involved The host country where subsidiary country may be located The home country […]
Benchmarking is a technique that uses quantitative or qualitative data to make comparisons between different organizations or different sections of organizations. Benchmarking is usually treated as a continuous process in which organizations periodically measure, challenge, and improve their practices. BENCHMARKING A term now often used to describe performance assessment is benchmarking which seeks to asses […]
Though the process would vary from organization to organization, generally it involves the following steps: 1) Briefing and orientation: This is a preparatory meeting of key staff members to: discuss particular issues considered to be significant, chart out audit procedures, and develop plans and programmer of audit. 2) Scanning material information: This involves scrutiny of […]
