Human Resource Management

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Human Resource And Technology

HR technology has grown in importance in recent years as firms seek to enhance efficiency, cut costs, and create better employee experiences. Rapid growth in the technology industry will change most aspects of Human resource management. By understanding key aspects of HR technology following can extract. HR information systems (HRIS): These are software applications designed to manage HR-related data, such as employee records, time and attendance, payroll, benefits, and performance management. HRIS can help streamline administrative tasks, reduce errors, and provide real-time data insights. Talent management software: This includes applications for recruiting, onboarding, learning and development, performance management, and succession planning. Talent management software can help organizations identify and develop high-potential employees, improve performance management processes, and provide targeted training and development opportunities. eg. SAP one hr application Employee sel...

The Ethical Dimension Of HRM

Ethics refers to the branch of philosophy concerned with moral principles, values, and conduct. It involves the study of what is right and wrong, good and bad, and how individuals and societies ought to behave. Ethics can be seen as a set of principles or guidelines that help individuals and groups determine the appropriate course of action in various situations. It also involves critical thinking and reflection on moral issues, as well as the ability to apply ethical principles to real-world problems. "Ethics deal with values, with good and bad, with right and wrong. We cannot avoid involvement in ethics for what we do and don't do is always a possible subject of ethical evaluation. Anyone Who thinks about what he or she ought to do is consciously or unconsciously involved in ethics" (Singer, 2011) (Source: https://www.tutorialspoint.com/business_ethics/business_ethics_hrm.htm) The Ethical Dimension of HRM The ethical dimension of human resource management covers thos...

Soft & Hard Models of HRM

Soft and hard HRM are two approaches to managing an organization's human resources. Soft HRM is founded on the premise that people are a company's most valuable asset, and that the organization should invest in their growth and well-being in order to improve their performance. On the other hand, hard HRM sees employees as a resource to be used in attaining the organization's goals and objectives. Soft HRM:- The necessity of treating employees as persons with unique needs and interests is emphasized by soft HRM. This strategy focuses on fostering a healthy work environment that encourages employee engagement, job satisfaction, and loyalty. The importance of training and development programs, employee feedback, and open communication between management and staff is emphasized in soft HRM. The purpose of soft HRM is to establish a work culture that is supportive, flexible, and responsive to employee requirements, resulting in improved employee performance and retention. “tre...

Understanding Strategic Human Resource Management(SHRM)

Strategic Human Resource Management (SHRM) is an organization's approach to human resource management that aligns the HR strategy with the organization's overall business strategy. It involves using HR practices, policies, and programs to create a competitive advantage for the organization, improve organizational performance, and support the achievement of business goals. A number of professionals describe the SHRM as follows "The linking of HRM with strategic goals and objectives in order to improve business performance and develop organizational cultures that foster innovation and flexibility" (Boxall,1996) . "SHRM is fundamentally about ‘systematically linking people with the firm" (Schuler and Jackson, 2006). In essence, strategic HRM is conceptual it is a general notion of how integration or ‘fit’ between HR and business strategies is achieved, the benefits of taking a longer-term view of where HR should be going and how to get there, and how coherent...

Understanding The Harvard Framework Theory Relevant To Human Resource Management.

The Harvard Framework is a theory about how HRM (human resources management) can help to make sure that the goals of an organization and the goals of its employees are aligned. It says that HRM policies should be integrated and coherent and that employees should be treated as assets rather than costs (Beer et al., 1984). The Harvard Framework suggests that organizations should consider integrating and aligning four key HRM components with their overall business strategy. Those are as follows, 01. Situational Factors: The first part of the Harvard Framework is about things outside of an organization's control, like the culture, Labour market, industry, and legal and regulatory environment. This part of the Framework explains how these things can affect HRM policies. 02. Stakeholder Interests: The second component of the Harvard Framework is stakeholder interests, which refer to the different groups of people who have a stake in an organization's HRM policies. These stakehold...

Green Human Resource Management

What does mean by Green Human Resource Management (GHRM) Green HRM refers to the development, implementation, and maintenance of a system that seeks to make employees of an organization environmentally friendly. The environmental side of human resources management focuses on turning normal employees into green employees in order to achieve organizational environmental goals and ultimately make a significant contribution to environmental sustainability. These policies, practices, and systems are aimed at making employees more environmentally friendly for the benefit of themselves, society, the natural environment, and the company. Overall, green human resource management is growing in popularity as companies learn about the benefits of sustainable practices. This can help organizations improve their environmental performance while also retaining employees who value sustainability (Opatha, 2013). I n processing employment relations in Green HRM, organizations sh...