Hrm

This essay is an evaluation of a worldwide statement on the subject of most essential part of any organisation known as human resource management a. k. a. HRM. This essay will enlighten the study of the concerns in human resource management (HRM) which is dependent on two very important factors examining and appraising. This essay will also throw light on the difference which is between regions and the employees working in those regions.The main benefit of human resource management (HRM) is to present an efficient way to examine the concerns to an examining line manager or supervisor because making decisions and viewing number of problems concerning about the situation going on in business world show a path to minimize the attempt in the part of human resource also known as HR. This process helps a line manager to have a broad idea and provide more flexibility in a diverse circumstance to make a proper decision so that the work can be done perfectly and company can make profit out of it.This essay will also highlight the points on the environment which influences a company alongside with information of human being matters and the connection of many factors which are affecting the business world in present. 2. 0 Introduction: A term which is known as globalization in now a days has become a very important matter of consideration for the people of this world. In this present time the above mentioned term is missing by the department of human resources a. k. a. HR. The most important part of any company or organisation in this present time is human resource management (HRM).The aim of human resource management department is just not to solve the problems which are reasons by workers of an organisation or the problems created by organisation it self but the aim of human resource management (HRM) is to provide a competitive upper hand to a company in their business alongside with the manufactured goods superiority, production and accomplishing the aims and missions in appropriate point in time economically and successfully. The department of human resource management (HRM) is still mended to be improved in terms of hiring people for job.The employee should be selected on the basis of merit relatively than on the basis of any other source or power. The higher management should take notice of all the important aspects such as culture and tradition so that all employees can be bind like a bunch and an organisation can make most of their talent. 3. 0. HUMAN RESOURCE MANAGEMENT (HRM): 3. 1. Connotation of Human Resource Management: The meaning of human resource management (HRM) is to choose, expand, encourage and preserve human supply in a business. HRM first hire the right person for the job for example manager and workers. HRM guide and widen the hired ones.HRM then encourage the workers by awarding benefits and promotions. HRM also make sure that the best environment should be given to the workers to work freely. HRM direct concern is with the w orkers working for an organisation in other words it can be stated as to manage the workers in an organisation. (Alan Price, 2011) 3. 2. Characteristics of Human Resource Management: The subsequent are the main characteristics of human resource management: 1. HRM process is dependent on four purposes which are as follows: †¢Selection of human supply. †¢Expansion of human supply. †¢Encouraging of human supply. †¢Protection of human supply. 2.HRM is not a process which is done for only one time. HRM is known as continuous process. This process is mended to be change time by time depending on the conditions faced by an organisation. 3. There are mainly for perspectives for human resource management which are as follows: †¢Business perspective †¢Individual perspective †¢Social perspective †¢Group or unit perspective 4. HRM is a universal practice for any sort of business such as schools, universities, transport department, corporations and etc. 5. HRM department fulfils the duties as performance management, strategic planning management, training, career development ant etc. . HRM is multi corrective which means it deals with different matters such as psychological factors, educational factors and etc. 7. HRM always try its best to shape up the team strength. Team strength helps workers to work collectively and achieve the aims of a corporation. This factor is most important factor in this present time. 8. HRM increase the potential in the workers of a company. This increase of potential helps the workers to be well-organized and provide them job happiness. 9. As the technology is changing rapidly in all means hence it can be a problem or a threat to a business.HRM department track these changes and rectify the possible problems which can be caused by these aspects. 10. HRM provide long time benefits for the workers, business and civilization. The benefits are in shape of financial and non-financial for all of them. It also helps the profit margin of a business and provides good quality for services. ( Michael Armstrong, 2006) 3. 3. Span of Human Resource Management: Span or scope of Human Resource Management is defined as: 1. Human resource planning (HRP) determines the workforce requirement and workforce supply of a business. HRP compares these two factors.If the workforce is extra then HRP makes sure to cut it down and vice versa. 2. Acquirement role consist of hiring, choosing, position and human resource planning. HRM makes sure that appropriate person is selected for the job. 3. To appoint at the right place of workers is handled by HRM because proper job for a worker gives a worker motivation and increase their competence. 4. Performance management is conducted by HRM to keep track of a worker’s performance. 5. HRM helps the workers for the organisation to develop their careers by means of promotions in next years therefore it also results in helping organisation. (K. Aswathappa, 2007) 4. . Impact of Human Resource Management on Business: This part is to evaluate the role of HRM and provide an overview on the understanding of HRM in a perspective of an international student.The importance of HRM in success of any sort of business is getting at an immense level day by day. The most essential department of any business or organisation is HRM. The importance of HRM is at high level and due to that all line manager or supervisors in HR have become a part of team. The main aspects which are dealt with HRM in retail industry are explained below: 1. The Particular Human Resource Atmosphere of Retailing: Employees are the ain source in any type of business. This is a big fact in retail industry because retail industry consists of very huge number of staffs or employees in order to provide service to their customers. The human resource atmosphere in retail industry has it own main characteristics like a huge number of staff with less experience, lots of workers are part time , keeping track of a worker, and shifts are long and dissimilarities in the demand of customer. These characteristics also create problems for retailers. First thing which is huge number of staff may result in poor presentation, high salaries and skiving.Secondly, a person with not that high qualification and without experience can apply a job in retail for the positions of till operator, staff for shop floor, trolley assistant, warehouse assistant and etc. On the other hand many workers in retail industry are part time workers which can leave the job at any time. On the second hand time is a big issue for retail industry because extensive working hours in retail industry need two shifts of workers, so retailers have to recruit staff with keeping all these aspects in their mind i. e. some might be part time workers and some will be full time workers.Thirdly is to watch over a worker or an employee because customers are the main core part of retail industry so a retailer have to be s ure that the perfect service is being provided by the staff members to a customer and there is a proper check on the behaviour and manifestation of a staff member. Finally the main aspect dissimilarity in demand by a customer can be a problem to a retailer in such sense that retailer have to think on the point of how many staff members are required. Retailers should have knowledge of all the main events and should prepare in advance the availability of staff. (A. J. Lamba, 2002) 2.The procedure of HRM in Retail Industry: The process of HRM in retail industry is dependent on four main features which are development, hiring and choice, training, performance. When a process of HRM is implementing by a retail industry the laws for labour and privacy factor for employees or workers is to be considered deeply. †¢Development: After analyzing of the present employees the outcome will help an organisation to appraise the performance of a department and helps them to think on what sort o f staff is needed to form the accurate set of skills which are needed. The main point which retailers have to think is to ecruit appropriate persons for the position so that work can be done efficiently. Recruitment of huge number of staff may result in immense costs and too few will result in incompetence of tasks. †¢Hiring and Choice: When there is a need of new workers to an organisation they use many different paths in order to hire the most appropriate person for the job. The paths or channels which are used by an organisation are institutions of education, television, internet and recruitment agencies or any other effective way to recruit the appropriate person. †¢Training: Training is the most essential aspect for HRM.After hiring an appropriate person the main aspect which falls next is to train that person so that company’s strategic plan can be utilized and company can make more out of it. †¢Performance: After all the steps the main thing is to monito r the performance and keep track and trace on the performance of an organisation and keep the knowledge whether goals are being achieved or not. If there is case of no then HRM department should make decisions to overcome the problem and rectify it as soon as possible so that no harm could come to the efficiency of work and to the accounts of company. S. C. Bhatia, 2008) 5. 0. INTERNATIONAL VIEWPOINT OF HRM: In order to explain the international viewpoint or perspective of human resource management (HRM) the best possible way is to compare the HRM practices between two regions or between two countries. The below mentioned details are about the HRM practices in these two countries. 5. 1. HRM Practice in China: People Republic of China a. k. a. China is a country located in East Asia. The capital of China is Beijing and the population is 1. 3 billion people and language of China is Mandarin Chinese.China is the world largest exporter and second largest importer of goods. Human Resourc es in Chinese industrial sections are divided in two units. †¢Cadres: This unit consist of the staffs which handle administration or people with white collar jobs for e. g. directors, engineer, government officials and managers. †¢Workers: Workers are considered as employees working on lower level. The changes which are being made in traditional HR practices in China are defined below: †¢The process of hiring has changed from planning purpose to prediction purpose. A new system is being implemented for labour which is known as contract labour system instead of old way that was lifetime job. †¢The rewarding system has change and it now dependent on the performance and hard work. HR PRACTICE: The major HR practices which are undertaken by China are defined below: †¢Staffing & Choice: The companies in China select their employees on the foundation of abilities, jobs history, work experience, command on language and ambitions for careers, furthermore the Chinese companies take an overview of all the talent and characterized them in three types which are full experts, home appointed and local-plus.Each of these categories has different scale of salaries and rewards. The techniques or methods used by China in order to recruit are through ads, agencies, university grounds placements, international representation and etc. Choice or selection by China is dependent on three paths. The first path is interview secondly it is a test and thirdly it is behaviour affair. †¢Training and Maintenance: The most important methods which are used by China in order to train and manage their employees are training for technical aspect, language expertise, pre exit method and working culture training. Encouragement and Prize System: In order to make a good profit for company and to control quality management organisation encourage their employees by rewards and giving them promotions so that they keep always motivated and give their 100% in the field. â₠¬ ¢Working Customs: Working customs or culture in China is dependent on these features which are admiration for age, individual relations, group discussions and agreement. (Fang Lee Cooke, 2005) 5. 2. HRM Practices in India: The HRM practice in India is dependent on these aspects: Recruitment and Selection: A good educational background is required along with workers recommendations, sequence planning, and conducting test before hiring and they use internet help to recruit for e. g. Naukri. com is the first Indian website for seeking jobs. Media is being used to recruit employees and all the requirement can be given through media. Selection is based on the sets of questions which are concerned by age, status in society, family and etc. †¢Training and Development: Training and development are known as future direction.The training and development method which are used by Indian companies are by running programs of training, training regarding promotions, in-house training progra ms and etc. †¢Performance Appraisal: This method is used by Indian companies to evaluate the performance of a worker so that it can be decided for that employee whether he needs time or he needs training in order to do the work efficiently and this practice is carried out by manager or supervisor. †¢Rewards and Benefits: In accumulation to a basic wage extra rewards or compensations are being awarded by the companies in India.The rewards are in the shape of home loan, medical facility, travelling facility along with casual leaves, sick leave, emergency leave, annual leave and national holidays are also awarded to employees in India. The retirement age in India for government officials is 60 years where as for private sector it is 55-60 years, hence after retirement in both sectors a huge amount of lump –sum is awarded to the retired official although a private sector employee is paid less as compared to government employee. (Gurpreet Randhawa, 2007) 6. 0. Conclusion :There is a great bond of attraction between the workers of an organisation and organization it self. Management in an instantly procession is anxious in corporeal service materials that can assist in measurement and incredible utilization of service by their businesses. The stagings of do commerce amalgamations will also provide workforce a blemish on to be perceive sound largely if ethically incorrect actions are useful in the position of job. One of the able habits is to decrease difference to professional revolutionize in training and affirmation.Conversation stuck between the workforce and the company is also an energetic organization of human resources management (HRM) in the Post-modern viewpoint. Sensible account of the human resource management (HRM) is a major piece in verbal statement demonstration. Based on these negotiations, the workforce in an organization can get better in their discriminating of their occupation and that of others in an organization, understands the verbal statement of a business usual at helping the industry achieve the aims set out, as well as contribute to the maturity and maintenance of a embrace in the open market for the production.In accumulation, the management of organization and cooperation can reduce difference as in good health. Organization is to change judgment to shatter into including disfiguring legitimacy, meandering, and damaging in sequence. Joint venture is a unforced structure to get better resister’s grip but it could be infertile if objectives information that they have been trickery. Last act desire is simple on the compartment and simple to carry out to obtain grasp up, it is moving the rule but business can take benefit of right away intimidations and services to put into result their workforce. 7. 0. References: 7. 1. Books: Price, A. , 2011, Human Resource Management, 4th Edition, Cengage Learning. †¢Armstrong, M. , 2006, A Handbook of Human Resources Management Practice, 10th Edition, Kogan Page Publishers. †¢Aswathappa, k. , 2007, Human Resource and Personnel Management, 4th Edition, Tata McGraw-hill Education. †¢Lamba, A. J. , 2002, The Art of Retailing, Tata McGraw-hill Education. †¢Bhatia, S. C. , 2008, Retail Management, Atlantic Publishers. †¢Cooke, F, L. , 2005, HRM, Work and Employment in China, Routledge. †¢Randhawa, G. , 2007, Human Resource Management, Atlantic Publishers. 7. 2. Website: †¢www. fiber2fashion. com †¢www. scribd. com