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? […]
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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 Resources Management seeks to understand and then support how people do their jobs. Just as important, however, is the understanding of the environment in which that work is done; and how it contributes to the over all success of the organization – i.e. organizational effectiveness. The two are certainly inter-related and inter-dependent. The Four […]
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: 1. National Level: Generally, central government plans for human resources for the entire nation. It anticipates the demand for and supply of human requirements at the national level. […]
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 three categories of employees Global Human Resource Management The internationalization of […]
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 assess […]
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: 2) Scanning material information: This involves scrutiny of all available information pertaining to the personnel, personnel handbooks and manuals, guides, appraisal forms, material on recruitment, computer […]
A Human Resource (HR) audit is a systematic and comprehensive review of an organization’s HR policies, practices, systems, and strategies. Conducted periodically, it evaluates how effectively the HR department supports the organization’s goals, complies with laws, and manages people-related processes. By identifying gaps and opportunities for improvement, an HR audit ensures that the HR function […]
Human resource management entails a broad scope of roles that goes beyond just recruiting. It also includes screening and evaluating works, delegating duties, and even training employees. To keep a high-profile work culture, organizations have HR laws and regulations. As such, it is best to know the following five sets of rules that will dictate […]
The completion of job descriptions and job specifications, based on job analysis, is at the heart of many other HR activities, as Figure indicates. But even if legal requirements did not force employers to do job analysis, effective HR management would demand it. HR Planning HR planning requires auditing of current jobs. Current job descriptions […]
