Human resource management Essay Example | Topics and Well Written Essays - 1750 words - 1

Human resource worry - Essay Example recruitment and selection Hiring and firing forms one of the basic and core modus operandis of HR practitioners. It mainly deals with identifying potential applicants for present as well as future openings. They are also involved in assessment and evaluation so that efficient placement and selection decisions are made. Establishing procedures and policies for recruitment and hiring in an untried(prenominal) area dealt with the HR managers in an organization (Tyson, 1995). 2. Benefits and compensation The second core function handled by HR department is compensation and benefits management. Their telephone circuit is providing a rational method for determination of right payment for right jobs. Since it is a critical fraction of the business, the function is entirely managed by HR managers. It is also related to employee nurture and incentive program. 3. Training and development Training and development is another vital function in an organiz ation. The HR practitioners are involved in creating training and development programs which are aimed at solving issues such as employee performance, skills enhancement, increasing expertise and boilersuit personality etc (Chan and Scott-Ladd, 2004). HR managers have special expertise in program evaluation and unlike other managers they are able to utilize employee feedback in a better manner. Training and development is an important function which assures that employees are capable of job performance at acceptable levels (Nasiripour and Kazemi, 2012). 4. Performance management Performance management is the ability to effectively manage the boilers suit performance of employees in an organization. Implementation and establishment of a completed performance management program is an essential function. Designing the process, reviewing, maintaining and effective monitoring is a challenging parturiency and requires expertise. Coaching managers about the use and implementation of per formance management programs is also an essential function of the HR team (Hughes and Rog, 2008). Literature The current business environment is dominated by globalization and internationalization. Organizations have pass away multinational and cross-cultural teams are common in firms. The current challenge of HR practitioners is to create new strategies and meet the ever increasing expectations and challenges as a result of the continuous evolution. They are also pass judgment to create and add value to the organization. In the following sections external and internal factors and their effect on the overall HR functions will be discussed. Influence of external factors on HR functions Political In policy-making terms, the external factors which can influence the work of HR practitioners as well as HRM functions are heap unions. Trade unions are officially recognized employee associations, joined together as a collective and coupled front voice in order to deal with management i ssues. The objective behind these trade unions is to unsex the economic and social interest and well-being of the members of the organizations. Since trade unions become an additional party in race between employees and the company, they are considered as external influencing factors (Jackson and Schuler, 1995).Various laws are associated with union laws. Trade unions affect the HR laws and functions in various ways. Management has less flexibility and discretion while administering and implementing HR procedures, policies and practices while communicating with unionised