HR Management Activities

Published on July 2016 | Categories: Documents | Downloads: 23 | Comments: 0 | Views: 137
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HR Management Activities The central focus for HR management must be on contributing to organizationalsuccess. As Figure 1²4 depicts, key to enhancing organizational performance isensuring that human resources activities support organizational efforts focusing onproductivity, service, and quality. Productivity: As measured by the amount of output per employee, continuousimprovement of productivity has become even more important as global competitionhas increased. The productivity of the human resources in an organizationis affected significantly by management efforts, programs, and systems. Quality: The quality of products and services delivered significantly affectsorganizational success over the long term. If an organization gains a reputation for providing poor-quality products and services, it reduces its organizationalgrowth and performance. An emphasis on quality requires continuouschanges aimed at improving work processes. That need opens the door forreengineering the organizational work done by people. Customer value receivedand satisfaction become the bases for judging success, along with moretraditional HR measures of performance and efficiency. Service: Because people frequently produce the products or services offeredby an organization, HR management considerations must be includedwhen identifying service blockages and redesigning operational processes.Involving all employees, not just managers, in problem solving often requireschanges in corporate culture, leadership styles, and HR policies andpractices. To accomplish these goals, HR management is composed of several groups ofinterlinked activities. However, the performance of the HR activities must be donein the context of the organization, which is represented by the inner rings in Figure1²4. Additionally, all managers with HR responsibilities must consider externalenvironmental forces²such as legal, political, economic, social, cultural, and technologicalones²when addressing these activities. These external considerationsare especially important when HR activities must be managed internationally, asdiscussed in Chapter 4. The HR activities for which a brief overview follows are: HR Planning and Analysis Equal Employment Opportunity Staffing HR Development Compensation and Benefits Health, Safety, and Security Employee and Labor/Management Relations

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