Human Resource Management for Human Performance - myassignmenthelp

Question: Discuss about theHuman Resource Management for Human Performance. Answer: The role of the human resource manager is to assist the top management. The top management takes into consideration recruitment, selection and training the candidates for the company. Human resource planning is related to the people's dimensions in the company. HRP refers to set of programs, functions, and activities that are designed to carry out the activities. HRP should be involved in the strategic planning of the organization. HRP is related to a process that forecasts the demand and supply of the organization by considering right type of people in the right numbers. After the planning, only the company can easily initiate and plan the recruitment and selection process. Recruitment and selection are considered an important part of the organization. To appoint proper management staff, it is essential to take into consideration, qualification, and experience, so that the activities can be conducted smoothly (Park Shaw, 2013). The significance of human resource planning To evaluate the organizational plans and to decide the objectives: It assists in forecasting the demand for human resources and also to offer quantum of the work activities. The business plan can be a blueprint of the objectives. The objectives are related to the economic terms and also consist of government policies and market opportunities. It is essential to take into consideration appropriate policies and opportunities so that the activities can be conducted in a proper manner (Reiche, Mendenhall Stahl, 2016). To evaluate the factors for manpower requirements: The human resource management should take into consideration the future capabilities and also the skills of the present employees. The job generally gives focus on the human resources and are based on the organizational plans. The survey approach can also be taken into consideration by adopting the Delphi technique. Delphi is a process that needs a large number of experts who can take into consideration to convert their forecast statement. Human resource planning gives focus on the people who are available to give the continuous smooth operation of the organization. It refers to human resource planning that gives assurance to the future availability of the manpower. If the manpower is available properly in future, then the organizational activities can be conducted in a smooth manner. It also determines the future needs of the manpower by taking into consideration the number and kind (Armstrong Taylor, 2014). Proper utilization of human resources: It is evaluated that the human resource planning helps the organization to utilize the manpower effectively so that the goals and objectives can be attained in an effective manner. Human resource planning helps to evaluate the capability and also to recruit skilled human resource in the organization. It gives emphasis on proper utilization of the human resource to minimize the overall cost of production. It is one of the important factors that should be taken into consideration by every organization so that the goals and objectives can be accomplished (Mitchell, Obeidat Bray, 2013). Inside or outside Recruiting In this company, the reason for turnover is that the policies that are framed by the organization are not satisfactory. The employees face many problems by taking into consideration the policies of the organization. It gives direct impact on the turnover of the employees. Recruitment is conducted by taking into consideration proper policies. If the organization does not have proper policies, then it can be difficult for the employees to remain in the organization for a long time (Budhwar Debrah, 2013). The recommendations will be: Hire the right person and continue to develop their careers: It is very important to enhance the workforce in the organization so that the profitability can be easily achieved. For an organization the investment is related to the up gradation in the workforce and also to attain long-term growth. To hire the people that are good and appropriate for the culture of the organization can enhance the values, principles and goals in a proper manner (Purce, 2014). It is important for the organization to follow the values and principles so that the growth can be achieved. Training will help the organization to ensure the loyalty and retention of the employees who are working in the organization. Training will give support to the employees, to complete the activities on time. The right person should be hired so that the activities can be conducted in an effective manner. If the right person is not appointed in the right place, then it can be difficult to complete the activities (Brewster Hegewisch, 2017). Career development impacts: It is seen that there are many professionals who leave the company just because of the lack of career growth. So it is important to give emphasis to the career development. The company should take active initiatives to enhance the career development. It is one of the essential tools to retain the employees in the organization. The company can keep the best candidates who are talented within the company (Storey, 2014). It is also considered as one of the motivators that help the employees to stay happy and engaged. The company should give emphasis on increasing the capabilities of the employees and should also give motivation so that the employees can retain in the company and can give their best towards the activities. Career development retains the employees in the organization and also gives the confidence to operate the activities of the organization (Borman, 2014). Rewarding Good Performance at a Bank Yes, I think he should be satisfied. The manager of Jim was only following the procedures and policies of the company. It is important for the manager to follow the rules and policies in a correct manner so that the employees can feel satisfied and motivated. It was not in the hand of the manager to raise more as it was the maximum raise that was allowed. If uh are a good manager, it is seen that many times the business appreciation is not shown (Sparrow, Brewster Chung, 2016). It is seen that many times the achievements still goes up. There are many companies who take into consideration proper pay scaling system. The upper-level management will make proper decisions to break the ceiling and also income bracket is taken into consideration at the time of next evaluation. To attain success it is essential to consider proper income bracket of the employees so that they can feel motivate and give their best towards the work (Marler, Fisher, 2013). No, it is believed that the bank can easily give more sales incentives that are accurate and also comparable to the amount of money. The branch manager is liable for this throughout the year. One of the best ways by which the bank can offer good incentives is to offer a percentage of what that can be added to the bank resume. Let's consider an example: If the branch managers are capable to raise the amount for their city or town, then it can easy to reap bonus check plus at the time of proper evaluation. This type of incentive will give more motivation and excitement for an individual to be a branch manager. Motivational factor is important for an individual to achieve a specific position in the company. So, it is essential that the individual should be motivated to conduct the day to day activities of the company (Chelladurai Kerwin, 2017). References Armstrong, M., Taylor, S. (2014). Armstrong's handbook of human resource management practice. Kogan Page Publishers. Borman, W. C. (2014). Organizational citizenship behavior and contextual performance: A special issue of human performance. Psychology Press. Brewster, C., Hegewisch, A. (Eds.). (2017). Policy and Practice in European Human Resource Management: The Price Waterhouse Cranfield Survey. Taylor Francis. Budhwar, P. S., Debrah, Y. A. (Eds.). (2013). Human resource management in developing countries. Routledge. Chelladurai, P., Kerwin, S. (2017). Human resource management in sport and recreation. Human Kinetics. Marler, J. H., Fisher, S. L. (2013). An evidence-based review of e-HRM and strategic human resource management. Human Resource Management Review, 23(1), 18-36. Mitchell, R., Obeidat, S., Bray, M. (2013). The Effect of Strategic Human Resource Management on Organizational Performance: The Mediating Role of High?Performance Human Resource Practices. Human Resource Management, 52(6), 899-921. Park, T. Y., Shaw, J. D. (2013). Turnover rates and organizational performance: a meta-analysis. Purce, J. (2014). The impact of corporate strategy on human resource management. New Perspectives on Human Resource Management (Routledge Revivals), 67. Reiche, B. S., Mendenhall, M. E., Stahl, G. K. (Eds.). (2016). Readings and cases in international human resource management. Taylor Francis. Sparrow, P., Brewster, C., Chung, C. (2016). Globalizing human resource management. Routledge. Storey, J. (2014). New Perspectives on Human Resource Management (Routledge Revivals). Routledge.