the success or effectiveness of the organization, the non-profit does use different employee management strategies and techniques. Human resources management strategies used in nonprofit firms often do mirror those used in their for-profit counterparts. For example, motivation, employee engagement, training and professional development are all major issues for human resources managers no matter what their sector. The literature on human resources management in non-profit organizations is extensive in general, but few studies have applied qualitative methods to assess the actual HRM practices used in nonprofits. Similarly, few studies have used qualitative methods to determine HRM and employee perceptions of employee training and development programs. Existing studies on… Continue Reading...
will not bleed talent.
Safety is another key area for human resources management. Safety in the workplace is typically governed by things like the Organizational Safety and Health Act (OSHA). Human resources is usually responsible for things like safety audits, handling injuries and claims, safety training and accident reporting.
Legal Framework
The human resources department must work within a legal framework to perform these various tasks. There are several equal employment opportunity laws, for example, that must be followed by human resources departments, governing different forms of job discrimination. The basis of discrimination law is Title VII of the 1964… Continue Reading...
1. I was first inspired to study the identification and development of high potential employees from the human resources management perspective, which is inherently a multidisciplinary approach. Although my dissertation project seems a long way away, now is a good time to dive into the body of evidence and theory surrounding this important issue. Understanding how to identify, motivate, and develop high potential employees is something that can add value to an organization and increase its overall productivity, effectiveness, and competitiveness in a dynamic market environment.
My research has thus far introduced me to a number of different theories and approaches to studying this topic. For example,… Continue Reading...
behavior may also be covered under the rubric of human resources management. Human resources departments often operate independently but in conjunction with other departments to create a cohesive strategy for management and organizational structure. Training for human resources management can vary, and often little more than a Bachelor’s degree is required in terms of formal education. Human resources managers need interpersonal skills more than anything, but also benefit from strategic planning and general leadership skills. Job outlook and growth for the field looks promising, as human resources managers contribute tremendously to their organizations.
Introduction
Human resources refers to a… Continue Reading...
Human Resources and Change: Major Responsibilities of HRM
The three major roles of human resources management (HRM) are (1) administrative, (2) operational, and (3) strategic. The functions that fall within these roles include: recruiting and selecting hires, orientation, maintaining stable and quality workplace environments, managing employee relations, and training and developing staff. This paper will show how the HRM of the company Tesla, Inc., including the manufacturing, finance, and marketing subsystems are in need of change. By comparing these subsystems to other successful subsystems, this paper will indicate that Tesla can improve its productivity and increase demand. In that context, the impact of… Continue Reading...
is through the notion of strategic human resources management. Part of the strategic value found in human resources is allocating the resources needed to fulfill certain job functions and business needs. This requires both short and long term planning for various aspects of management information systems and a dependable supply chain to fulfill these objectives. Implementing strategic human resources management correctly involves determining a human resources value chain fed in part by human capital—which may loosely translate into quantifiable means. Thus, this element of human resources can align with the other needs for supply chain management… Continue Reading...
to day operations, nurse administrators need to have a firm command of financial management and human resources management expertise. Nurse administrators also need to know about how to form strategic alliances with partners in the community, government, and private sector. Essentially, nurse administrators tend to be relatively far removed from the job of actual nursing and provision of care, while also keeping in mind the need for patient-centric policies. Strong communication skills, organizational and coordination skills, leadership skills, and of course, strategic management skills are among the core characteristics of an effective nurse administrator.
Scope and Standards
A nurse administrator serves in an executive, managerial,… Continue Reading...
