HUMAN RESOURCE MANAGEMENT
Need help with a related project topic or New topic? Send Us Your Topic
DOWNLOAD THE COMPLETE PROJECT MATERIAL
HUMAN RESOURCE MANAGEMENT
Chapter one
Introduction
The world has become computerised, with most manual tasks being automated for adaptability, flexibility, accuracy, and efficiency. Most businesses in Nigeria and throughout the world have found computers to be indispensable in managing many aspects of their operations, including payroll, human resource management, inventory management, contact management, and so on.
1.1 Background of the Study
The human resources management (HRM) function encompasses a wide range of activities, including determining what staffing needs you have and whether to use independent contractors or hire employees to fill them, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices comply with various regulations.
Activities may also involve managing your approach to employee benefits and compensation, employee records, and personnel policies. Small enterprises (for-profit or non-profit) typically carry out these activities on their own because they cannot afford part-time or full-time staff.
However, they should constantly guarantee that employees have and are aware of personnel rules that comply with current regulations. These regulations are frequently implemented through employee manuals, which are distributed to all employees.
Human resource management (HRM) is the process of getting things done through people. It is a vital element of any manager’s responsibilities
but many organisations find it beneficial to establish a specialised division to provide an experienced service dedicated to ensuring that the human resource function is carried out efficiently.
“People are our most valuable asset” is a cliché that no member of a senior management team would disagree with. However, the reality for many organisations is that their employees remain:
Insufficiently valued
Insufficiently trained
Not being fully utilised
Lack of motivation leads to performance that falls short of potential.
The rate of change that organisations face has never been greater, and they must absorb and manage change at a considerably faster rate than in the past.
To develop a successful business strategy to address this challenge, organisations, large and small, must ensure that they have the necessary people in place to deliver the strategy.
The market for talented, skilled individuals is competitive and expensive. Bringing on new employees might be disruptive to existing ones. Additionally, it takes time to establish cultural awareness, product/process/organization expertise, and experience for new employees.
Need help with a related project topic or New topic? Send Us Your Topic