Human Resource Management Essay

1297 words - 6 pages

Table of Contents

Table of Contents 2
KEYWORDS 3
Abstract 3
Importance of Strategic Human Resource Management: 3
The current structure of HRM at Bizsoft: 4
Why is strategic human resource management important? 4
Human Resource Planning (HRP) 5
Human resource Planning Process 5
Human Resource Plan on recruitment 8
How it will match the needs: 9
Bizsoft: Gap Analysis 10
HR policies 11
Documents containing policies and procedures that are critical to the bizsoft, such as: 11
Effective Communication needed in Bizsoft: 12
Why policies are important 12
SWOT Analysis 13
Strengths 13
Weaknesses 13
Opportunities 13
Threats 13
Performance Indicators in Bizsoft 14
Key indicators ...view middle of the document...

Strategic Human Resource Management also deals with any aspects of the enterprises that affect the employees, including employee hiring and firing, employee pay, their benefits, training, and administration issues of the employees.

Strategic Human Resource Management also provides work incentives to employees, safety information, sick leaves and catering for vacation issues of the employees.

Strategic Human Resource Management is also concerned with the proactive management of an organization’s workforce or employees. Strategic human resource management requires thinking ahead leading and also putting up ways for a company to better meet its employee’s needs and vice versa for the employees. Strategic human resource management influences the way in which things are done in the organization including training, hiring and firing employees.

(Mathanas, 2011)

The current structure of HRM at Bizsoft:

Human Resources encompasses a broad scope in management. Bizsoft is an expanding company which is dependent on its current success can maintain and further develop its business starting with the right staffing. As demands for the product or services increase, additional manpower is needed to comply with them. The current manpower at Bizsoft should be checked but not simply if they can comply with the demands, but it has to ensure that it can still keep its quality and standards. Mass production or bulk orders should not be an excuse in decreasing quality, hence, increased customer dissatisfaction and decreased sales. For a company that is already recognized in the industry and is eyeing on expansion, their status and reliability should be maintained. The leaders of the company can now focus on the products itself and expansion, and let the HR Department handle the development of the organization. Keeping an eye on the bizsoft’s log-term goals, mission and vision, the development of performance standards is essential to identify potential problems, non-performing employees and compliance to tasks and standards. Minor employee and performance problems should be seen immediately to avoid any future inconvenience and potential problems to the customers and thus become a liability to the company. HRM professionals can also identify the processes and the proper staffing for each of these activities, and in effect, the systems and approach in terms of the company’s front line operations can be improved to decrease manpower hours, improve quality, streamline processes, and elevate standards.

Why is strategic human resource management important?

A company has many assets.

Of all the assets, only human asset does not depreciate in value.

You can never see depreciation for human asset in the balance sheet. All the other assets, such as plants, buildings and equipments, get less valuable through use.

You know that you need to replace a computer after a...

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