Human Resource Management

What does mean by strategic employee resourcing Strategic employee resourcing refers to the process of identifying and acquiring the right people with the required skills, knowledge, and abilities to help an organization achieve its strategic goals and objectives. It involves taking a proactive and forward-looking approach to staffing, rather than simply reacting to immediate needs. Source : https://www.pim.com.pk/product/diploma-in-strategic-human-resource-organizational-development-strategic-hr-pim-islamabad Strategic employee resourcing involves a range of activities, including workforce planning, talent acquisition, employee retention, and succession planning. It requires a deep understanding of the organization's business objectives, as well as its current and future workforce needs. By taking a strategic approach to employee resourcing, organizations can ensure that they have the right people in the right roles at the right time, which can help them achieve their long-term go...

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...

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 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...

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...