Human Resources Management Online (HR)

The Human Resources Manager acts as a liaison between an employer and other employees, playing an important and vital role in business. An online degree in Human Resources Management prepares the graduate for a career related to recruitment, selection and termination of employees, as well as overseeing employees' training, compensation, benefits, and working conditions.

Through a distance learning course, it is possible to earn 100 percent of the credits needed to obtain certification or a degree in Human Resources Management. Future Human Resources Managers can study online at their own convenience, in the privacy of their own homes, while maintaining current employment.

Some online Business schools offer a Human Resources Management certificate upon successful completion of an entry-level course of study. Other schools offer Associate (AA or AS) degrees, or advanced degrees such as a Master's of Business Administration (MBA), with an emphasis on Human Resources Management. Post-graduate students may specialize in areas such as Personnel, Labor Relations, Human Resources Administration, Training and Development, or Compensation and Benefits.

The online Human Resources Management curriculum may include professional development, labor law, collective bargaining, labor economics, benefits planning, business administration, public administration, psychology, sociology, political science, economics, statistics, computers, information technology, and many more related subjects.

Positions in Human Resources Management can be some of the most prestigious and lucrative of administrative positions. Depending on the company and the qualifications of the individual, a Human Resources Manager can earn a salary in the range of $60,000-$90,000 or more per year.

If you are interested in learning more about Human Resources Management, feel free to research our site for more in-depth information and resources.

SOURCE:
http://ezinearticles.com/?Human-Resources-Management-Online-%28HR%29&id=223994

How to get ahead in human resource management

Human Resource Management Systems (HRMS) or a Human Resources Information System (HRIS) are some of the best ways to help an organization manage its most important asset: its people.

Any organization should have a goal to increase efficiency, and efficiency is extremely related to how the HR department manages to organize, train, and manage the workforce.

Usually, the importance of the HR department can be overlooked; and unless a big problem happens and disturbs the rhythm and flow of work, one can go years without noticing the impact that an efficient HR can have in a company’s life.

As a company grows, it is faced with the necessity to bring in more people from different backgrounds and with different work ethics. It is the responsibility of the HR department to find the best fit for the company and place them in the right departments. It is also necessary to manage and supervise their work and progress inside the company.

These tasks by themselves can be extremely time consuming and when added to another important HR functions such as, payroll supervision and staff training, it can consume require great amount of time and manpower—what will increase the costs of operation of a company.

Gladly, the software industry has developed solutions to maximize the efficiency of HR departments. Human Resources Management Systems or HRIS (Human Resource Information Systems) are the answers to an organization need to reduce the workload and increase efficiency in their HR departments.

Here are some of the benefits a company can have for implementing a Human Resource Management System

1. Give easy access to employee records – From a simple dashboard; the HRIS lets you see recent employees added, monitor their work, check reports created. You can even get alerts on special dates such as birthdays and anniversaries.

2. Can relief paperwork headaches – Things such as managing employee leave, time off requests, and vacations can be easily monitored and recorded without the hassle of using endless spreadsheets.

3. Reduce employee management costs – One simple solution is the payroll process. The HRIS ensures that your payroll functions will be completed on time and without errors.

4. Greater visibility and better time management – Most HRIS have a feature that allows employee to access the information they need. They can also fire requests from virtually anywhere, view time off balances, better understand their benefits, and anything else you decide to share with them. By helping themselves, they free time for managers and HR personnel to focus on other matters.

SOURCE:
http://www.helium.com/items/1832196-benefits-to-using-hrms-software

How Accurate Human Resource Management Information Determines Company Success Read more: http://www.articlesnatch.com/Article/How-Accurate-Human-Reso

One of the most important aspects of any company is proper human resource management information. The information should cover workplace policies and procedures and be compliant with current laws and regulations regarding the workplace. Furthermore, this information should be made clear to the employees. Many companies make the mistake of providing employees with misinformation. This can be disasterous for some companies today. It is more important than ever for any business to keep on top of human resource management information as well as implement the right workplace policies and procedures in the workplace.
Employees often have questions regarding human resource management information and need to acquire this information daily. This often includes not only workplace policies and procedures, but also other information as well that relates to their employment. Relying on an HR director to keep current with the changing regulations that affect businesses can mean problems for some businesses. There are constant changes regarding health care, holiday pay, compensation and other issues that affect employees. In addition, there are laws that often regulate workplace policies and procedures regarding safety issues, even in small offices. It is in the best interest of any company to be as up to date as possible when it comes to this information and be able to provide their employees clear answers to any questions that they have that are also current and accurate.
If you are just starting out in business, you need to be current on everything regarding human resource management information that you can acquire from online HR tools. You also need to be well informed of the many rules and regulations that govern workplace policies and procedures. You need to know how to set up proper compensation for your employees as well as make sure that you give them accurate information that satisfies their questions. Employees have a better sense of comfort when they know that the business for which they work is up to date on all of the latest policies.
Regardless of the size of your business, you need to be aware of the human resource management information that affects you as well as that of your employees. You still have to be compliant when it comes to workplace policies and procedures with regard to safety issues and compensation as well as proper forms that need to be completed no matter how many people you have working for you. If you are just starting a small business, it pays to use an online service to provide you with human resource management information over an HR specialist that is on your staff.
There are several ways that you can get help for your company online regarding workplace policies and procedures as well as HR issues. You can hire a virtual HR specialist that will cost you a fraction of what you would have to pay someone who worked full time in your company or you can use tools to get you the information that you need in order to properly run your company. Either way, you can be sure that you are getting the most up to date information when you use an online service and are maintaining full compliance with any laws regulating workplace policies and procedures that relate to your company.
You should take a look at obtaining human resource management information online as well as the possibility of using an online service as opposed to the cost of hiring a full time employee to do this job. Not only can you save money by hiring an online service, but you can also eliminate the potential for human error when keeping up with the latest regulations regarding workplace policies and procedures when you decide to use an online service.

SOURCE:http://www.articlesnatch.com/Article/How-Accurate-Human-Resource-Management-Information-Determines-Company-Success/1292048

Cost-effective Human Resource Management

PEOs offer cost-effective human resource management for client companies
. These organizations help businesses reduce overall operational costs, as maintaining a HR department or utilizing the workforce to manage HR in-house could drain the income. Moreover, small companies may not have the required number of employees to maintain a HR department.

Comprehensive HR services

Since federal and state regulation makes HR management mandatory, outsourcing HR responsibilities to PEOs could solve the issue of balancing resources. A PEO offers services related to managing employees, administering employee benefits, payroll processing and delivery, managing employer risks, motivating staff, ensuring workplace safety, processing workers’ compensation claims, terminating employees, and more.

The human resource management
services offered by PEOs generally include:

• Online HR software solutions
• Placement advertising
• Recruiting, screening and placement
• W-4 and I-9 forms
• Employee self service
• Employee screening
• Employee performance reviews
• Benefits administration for employees
• Health and safety programs (OSHA compliance)
• Unemployment claims management services
• Immigration compliance
• Conflict resolution
• Termination assistance

Cost-effective and Flexible Services

All services offered by PEOs are meant to be cost-effective, making them really useful for companies that wish to streamline their business processes. Whatever be the size or nature of the business, PEO services are adaptable to the specific needs as well as the short term and long term objectives of the company. This flexibility makes cost-effective human resource management a solution that is sure to be successful, as has been proved already in businesses in North America and Europe.

SOURCE:
http://www.articlesbase.com/human-resources-articles/costeffective-human-resource-management-748391.html

Human Resources Management Schools Prepare HR Professionals

Human Resources Management Schools, colleges, and universities provide programs of study in diverse areas of human resources management. Responsibilities can vary widely for human resources management departments.

Human Resources Management Schools prepare students for HR departments in large corporations that are responsible for developing and managing programs and policies, and for directing, coordinating, and managing company operations. Human Resources Management Schools also prepare students for supervising activities of employment, job analysis, position classifications, training and development, employee relations, as well as compensation, benefits, and pensions. Students might also be prepared for smaller companies with HR departments that expect human resources management to be limited to activities of employment and placement, hiring and separation, and supervision of workers.

Bachelor of Science in Human Resource Management (BSM) prepares students with theory and practical knowledge for business administration and human resources and midlevel management. Bachelor level students in Human Resources Management Schools will study recruitment, selection, team dynamics, compensation, benefits, records management, etc. Human resources management bachelor degree programs will concentrate on developing a broad understanding of relationships between human resources and productivity. Students may choose to specialize in areas of recruiting, training, relations, employee benefits, and others.

Master of Science (MS) and MBA/HRM programs provide classes in management theory, techniques, and business practices. Programs for specializations in human resource management schools aim to develop expertise for strategic planning and that strengthens skills for defining and assessing problems, as well as concepts and skills for managerial and supervisory tools applicable to public and private sectors of businesses and non-profits.

Post graduate certificates and PhD degrees in human resources management specializations are also possible.

If you are interested in learning more about Human Resources Management Schools, please search our site for more information and resources
.

SOURCE:http://ezinearticles.com/?Human-Resources-Management-Schools-Prepare-HR-Professionals&id=265403

Getting Human Resource Management Information Online

The most important feature of your company is human resources. Without employees who understand their job as well as HR policies and procedures, a company cannot hope to run well. Employees must be kept informed of human resource management information that is current in order to understand the rules of the company and how they apply to them. This information does not have to come from an employee of the company but can now be obtained online through a service or a variety of tools that can keep a company up to date with all of the latest information they need in order to make their company run smoothly.

Mistakes in human resource management information provided to employees can be costly to any company, therefore, it makes the most sense that this information regarding HR policies and procedures is as current as possible. A mistake when it comes to providing inaccurate information to any employee can lead to a lawsuit against the company if any state or federal laws are violated when it comes to legislation rules. There are a variety of differnet rules regulating human resource management for companies that vary, depending upon the size of the company. Maintaining compliance with these laws is crucial for any company.

Payroll is one of the solutions that can easily be administered through human resource management information online. There is software available that can make payroll much easier and avoid human error when it comes to not only paying employees the proper amount in wages, but also taking out the proper amount for taxes and benefits. HR policies and procedures usually go over payroll rules with employees. It is necessary that any company comply with the most current laws that regulate wages as well as taxes for their employees. Getting the latest software that pertains to payroll can help a company not only save money, but also avoid human error that can end up costing the company money.

Confidentiality agreements are another form of human resource management information that is crucial to any company. Confidentiality of the employee must be maintained as well as that of the company. Confidentiality clauses are usually covered in HR policies and procedures but must be clearly explained to employees. There are also many laws regulating confidentiality regarding references for employees who are no longer with the company. When a company has the right human resource management information, they can make certain that their employees as well as the integrity of the company are protected with regard to confidentiality in a legal way.

Companies that hire union employees have to comply with union regulations. Those companies that have to lay off employees also have to comply with state and federal guidelines that can vary from state to state with regard to state laws, depending upon the hiring laws for the state. It is necessary that any company keep abreast of the human resource management information regarding layoffs as well as the state laws regarding the dismissal of employees. For example, if the company is located in a hire at will state, then they have more leeway when it comes to layoffs. Union information for union employees as well as other employees regarding layoffs and job terminations should be spelled out in HR policies and procedures at the beginning of the tenure for any employee.

In order for a company to operate effectively, they need to have the most up to date human resource management information available that complies with state and federal guidelines. Having HR policies and procedures that are distributed to employees in advance is the best way for a company to remain in compliance and avoid any legal entanglements that can arise when it comes to not only disgruntled employees but also when it comes to layoffs or terminations.

SOURCE:
http://www.articlesnatch.com/Article/Getting-Human-Resource-Management-Information-Online-/1295074

Recruitment As The Most Important Aspect Of Human Resource Management

Human Resource Management theories focus on methods of recruitment and selection and highlight the advantages of interviews, general assessment and psychometric testing as employee selection processes. The recruitment process could be internal or external or could also be online and involves the stages of recruitment policies, advertising, job description, job application process, interviews, assessment, decision making, legislation selection and training (Korsten 2003, Jones et al, 2006). Examples of recruitment policies within healthcare sector and business or industrial sectors could provide insights on how recruitment policies are set and managerial objectives are defined. Successful recruitment methods include a thorough analysis of the job and the labor market conditions and interviews as well as psychometric tests to determine the potentialities of applicants. Small and medium sized enterprises (SMEs) also focus on interviews and assessment with emphasis on job analysis, emotional intelligence in new or inexperienced applicants and corporate social responsibility (CSR). Other techniques of selection that have been described include various types of interviews, in tray exercise, role play, group activity, etc.

Recruitment is almost central to any management process and failure in recruitment can create difficulties for any company including an adverse effect on its profitability and inappropriate levels of staffing or skills. Inadequate recruitment can lead to labor shortages, or problems in management decision making and the recruitment process could itself be improved by following management theories. The recruitment process could be improved in sophistication with Rodgers seven point plan, Munro-Frasers five-fold grading system, psychological tests, personal interviews, etc. Recommendations for specific and differentiated selection systems for different professions and specializations have been given. A new national selection system for psychiatrists, anesthetists and dental surgeons has been proposed within the UK health sector.

Recruitment is however not just a simple selection process and requires management decision making and extensive planning to employ the most suitable manpower. Competition among business organisations for recruiting the best potential has increased focus on innovation, and management decision making and the selectors aim to recruit only the best candidates who would suit the corporate culture, ethics and climate specific to the organisation (Terpstra, 1994). This would mean that the management would specifically look for potential candidates capable of team work as being a team player would be crucial in any junior management position. Human Management resource approaches within any business organisation are focused on meeting corporate objectives and realization of strategic plans through training of personnel to ultimately improve company performance and profits (Korsten, 2003). The process of recruitment does not however end with application and selection of the right people but involves maintaining and retaining the employees chosen. Despite a well drawn plan on recruitment and selection and involvement of qualified management team, recruitment processes followed by companies can face significant obstacles in implementation. Theories of HRM may provide insights on the best approaches to recruitment although companies will have to use their in house management skills to apply generic theories within specific organizational contexts.

SOURCE:
http://www.isnare.com/?aid=65871&ca=Business+Management

Human resources management explained

Human Resource management is the field of management that deals with managing people, ie the employees. This field of management has been around for some time, but has only been recognized as a field of management recently. There is now also qulaifications (certificates, degrees and diplomas), which can be done through any tertiary institution.

The role of the Human Resource Manger used to be taken on by other managers in the past as just one of their many duties, but today many companies have recognized the need to employ dedicated staff to deal with this aspect of management. The Human Resource Manger is in charge of all the staff of the organization and often has a very difficult task in having to manage the staff by keeping them happy and motivated, but at the same time striving for effectivness and efficiency in the organization.

The duties of the Human Resource Manager includes recruitment and selection of the right candidates, orientation and induction of new staff memebers, taking charge of employee grievances, Occupational health responsiblity, participation in employee apprasials and also managing the overall pschology of the workforce, so that the organizational needs are met, through employees giving off their best for the company.

Every company has an oragnaizational culture, and it is up to the Human Resource manger to install this culture into employees. Human resouce Mangement is al very difficult management field as the job deals solely with people and keeping them happy in the work environment. This can be accomplished in thoery, but practically in the work set-up this is quite a difficlut task.

Big oranizations do not have soley one Human Resouce Manger, but generally have a team that with work under the Human Resouce Manager. The team is made up of Human Resouce Officiers who carry out the tasks set up by the mangers or Human Resouce Consultants. The Human Resource officer will see to it that other areas of management and employees are carrying out the company rules and policies. The Officier will generally have a diploma or certificate in Management. The Human Resource Manager sets out tasks on paper, and hands in out to the Officier to carry out. The Manger will have had a degree in Mangement. People with a good couple of years of experience in Human Resources can also become Human Resource Consultants. This is a very stressful and high profile job,which only the best candidates can apply for.

SOURCE:
http://www.helium.com/items/1296185-human-resources-management-explained

The Responsibilities and Objectives of Human Resource Management Read more at Suite101: The Responsibilities and Objectives of Human Resource Managem

n the course of managing people, all managers must be concerned to some degree with the following six activities: attraction, selection, retention, development, assessment, and adjustment.

* Attraction comprises the activities of identifying the job requirements within an organisation, determining the numbers of people and skills mix necessary to do these jobs, and providing equal opportunity for qualified candidates to apply for jobs.
* Selection is the process of choosing the people who are best qualified to perform the jobs.
* Retention comprises the activities of rewarding employees for performing their jobs effectively and maintaining a safe, healthy work environment.
* Development is a function whose activities are aimed at preserving and enhancing employee’s competence in their jobs through improving their knowledge, skills, abilities, and other characteristics; human resource specialists use the abbreviation KSAOs to refer to these items.
* Assessment involves the observation and evaluation of behaviors and attitudes relevant to jobs and to job performance.
* Adjustmentcomprises activities intended to maintain compliance with the organisations human resource policies.

Needless to say, these activities can be carried out at the individual, group, or larger organizational unit level. Sometimes they are initiated by the organization, and sometimes they are initiated by the individual or group. Whatever the case, the responsibilities for carrying out these activities are highly interrelated. Together they comprise the human resource management system.

As noted above, the activities of attraction, selection, retention, development, assessment, and adjustment are the special responsibilities of the human resource department. These responsibilities also lie within the core of every manager’s job throughout any organization-and because line manager have authority, they have considerable impact on the ways that workers are actually utilized.
The Role and Mission of the HR Department

There is a perception among some people that small department, with no revenue or profit and loss responsibility, somehow manages the human resources of the corporation. This is not true, for all managers, regardless of their functional specialty, are responsible not only for managing capital and equipment, but also for managing people. Another common perception is, in effect, that “Employees should be view as costs, not as assets.”

This is also not true, for as Bruce Ellig, Pfizer’s top HR executive, noted: “You cut costs; you develop assets. The renaming of the personnel function to Human Resources in most organisations is at least an outward indication of that” The HR department does not have the sole responsibility for managing people, and people are seen as assets, not just as costs.

CEOs see HRM as one of the most important corporate functions-one to which they look for help in forging a competitive edge for the business.

SOURCE:
http://human-resources-management.suite101.com/article.cfm/the-responsibilities-and-objectives-of-human-resource-management

Human Resource Management-true Perspective Supported by UN

Ever since the inception of organization there has been an undeniable interplay of the human functions and “The Organization”. History bears evidence to organizational activity indicating knowledge of many ideas later expressed as “scientific management”. Archaeology has unearthed extensive accumulations of relics from past civilizations that reflect elaborate organizational achievements. The mammoth walls of ancient Babylon, the Pyramids of the Pharons , Temples of Aztecs , and most Mughal Architecture rival the accomplishments of the modern industrial technology. Hannibal’s Crossing of the Alps in 218 B.C with troops and equipment was a remarkable organizational feat.

19th century industrial revolution gave birth to the intentional and deliberate organization. Having reached inertia in the initial speedy production the managers soon found out that it was the absence of deliberate man management that was marring the progress. They set about managing the human resources , in order to get the best out of them. It was here that a firm and unbreakable link was discovered between the person and the organization. It was superior organization with its deep consideration of the human resource
that has given a clear edge to the western countries.

Recent Global Trends in HRM

The term human resource is variously defined in political economy and economics, where it was traditionally called labor, one of three factors of production. Its use within corporations continues to define common conceptions of the term.

Modern analysis emphasizes that human beings are not predictable commodity “resources” with definitions totally controlled by contract, but are creative and social beings that make contributions beyond “labor” to a society and to civilization. The broad term human capital has evolved to contain the complexity of this term, and in macroeconomics the term “firm-specific human capital” has evolved to represent the original meaning of term “human resources”.

Advocating the central role of “human resources” or human capital in enterprises and societies has been a traditional role of socialist parties, who claim that value is primarily created by their activity, and accordingly justifies a larger claim of profits or relief from these enterprises or societies. Critics say this is just a bargaining tactic, which grew out of various practices of medieval European guilds into the contemporary trade union and collective bargaining unit.

A contrary view, common to capitalist parties, is that it is the infrastructure capital and (what they call) intellectual capital owned and fused by “management” that provides most value in financial capital terms. This likewise justifies a bargaining position and a general view that “human resources” are interchangeable.

A significant sign of consensus on this latter point is the ISO 9000
series of standards, which requires a “job description” of every participant in a productive enterprise. In general, heavily unionized nations such as France and Germany have adopted and encouraged such descriptions especially within trade unions. One view of this trend is that a strong social consensus on political economy and a good social welfare system facilitates labor mobility and tends to make the entire economy more productive, as labor can move from one enterprise to another with little controversy or difficulty in adapting.

HRM and Organization – An Inter relationship

In its most primitive sense, organization is a body of human beings, certain instruments and tools put together for attainment of shared goals.

[1] Weber’s organization goes a step further to say “The main components of an organizing effort also include detailed procedures and rules, a clearly outlined organizational hierarchy, and mainly impersonal relationship between organization members”. Its fundamentals are the same as recognized by the early organization theorists. . Four fundamental ingredients are the qualifying organs of any organization. The modern organizations may have hundreds of sub factors but they will always be founded on these original ones. It is therefore established that without the deliberate and planned participation of humans, an organization doesn’t exist.

Over a period of time various types and categories of organizations have come up to suit the requirements of organizers and planners, but essentially all of these belong to three basic categories.

United Nations Stance on HRM

Over time the United Nations have come to more generally support the developing nations’ point of view, and have requested significant offsetting “foreign aid” contributions so that a developing nation losing human capital does not lose the capacity to continue to train new people in trades, professions, and the arts including all sectors of professional advancement.

The debate regarding “human resources” versus human capital thus in many ways echoes the debate regarding natural resources versus natural capital. An extreme version of this view is that historical inequities such as African slavery must be compensated by current developed nations, which benefited from stolen “human resources” as they were developing. This is an extremely controversial view, but it echoes the general theme of converting human capital to “human resources” and thus greatly diminishing its value to the host society, i.e. “Africa”, as it is put to narrow imitative use as “labor” in the using society.

In the very narrow context of corporate “human resources”, there is a contrasting pull to reflect and require workplace diversity that echoes the diversity of a global customer base. Foreign language and culture skills, ingenuity, humor, and careful listening, are examples of traits that such programs typically require. It would appear that these evidence a general shift to the human capital point of view, and an acknowledgement that human beings do contribute much more to a productive enterprise than “work”: they bring their character, their ethics, their creativity, their social connections, and in some cases even their pets and children, and alter the character of a workplace. The term corporate culture is used to characterize such processes.

An important controversy regarding labor mobility illustrates the broader philosophical issue with usage of the phrase “human resources”: governments of developing nations often regard developed nations that encourage immigration or “guest workers” as appropriating human capital that is rightfully part of the developing nation and required to further its growth as a civilization. They argue that this appropriation is similar to colonial commodity fiat wherein a colonizing European power would define an arbitrary price for natural resources, extracting which diminished national natural capital.

SOURCE:http://www.articlesbase.com/human-resources-articles/human-resource-managementtrue-perspective-supported-by-un-644481.html

Career In Human Resource Management

Many folks are people-people and they prefer a job working with people, a career in human resources might be just up their alley, First of all, more than likely you will need to know what type of education is required of you if you want to get involved in the human resources and recruiting field. Human Resources professionals perform a wide variety of tasks and have varying degrees of responsibility depending on the industry in which they work, the size of their employer and many other factors. It is almost a myth that only graduates of the Faculty of Education could become good scooters. Counter-argument: many HR professionals have completed economic studies, foreign languages, or even technical faculties. If you are as busy as most Human Resources managers are, it's easy to forget to spend some time managing your career.

At the very least, B2B human resources can be considered as the correspondence between one organization and another regardless of the purpose or subject matter of the communication. The second tool is your personal network. Most recruiters will tell you that networking will deliver more job interviews to you than any other method. Learning about the requirements for a career in human management becomes considerably easier searching the Internet. While process and production technology change has been profound, information management systems and related technology have evolved at a more rapid pace and have had a more profound impact on job design and skill requirements. HR workers are an integral part of any place of business. Just as a high school guidance counselor helps steer students toward scholarship opportunities and career and college information.

Human resource managers try to limit job turnover and increase productivity. Human resource managers need to have integrity, be personable, and be fair. Large companies often have several departments that handle different HR functions such as compensation, benefits, retirement, and employee relations. At the graduate level, many schools offer an mba or a human resource management masters degree. These programs are designed for those who will be in upper level or leadership roles within the HR department. There are many skills and attributes that you must have in order to perform successfully as an HR generalist. Most important. Hence it is considered as resources. With the passage of time and the growth of the society human resources are being considered as one of the pillars of every nation.

Next, you will be adding a paragraph that will give a general overview of your qualifications and what you are looking to achieve in the Human Resource field. The title of Human Resource Manager can be applied to a wide variety of specialists, all of who are responsible for one or more aspects of employee hiring, training, treatment, and satisfaction. However, for those who wish to develop a career in the human resources department, one must hold a bachelor's degree that entails a fair set of courses in general business. Now people who are interested in Hr employment in New Jersey should keep some very important things in mind before contacting any of the above given Career sites.

SOURCE:
http://www.articlesnatch.com/Article/Career-In-Human-Resource-Management/1317886

Knowledge Management for Human Resource Managers

n a seminal article entitled Knowledge Management as a Theory of Everything, knowledge management was introduced as a powerful tool to manage all types of tasks, and here it is aimed to introduce this opportunity for human resource management. It is commonly believed that human resource plays a key role in the success of every organization. However, it is not an easy task due to the lack of a solid framework.

Human resource management is indeed a collection of critical decisions, which are not normally based on solid data. When judging about human and his performance, it is hard to transform the available data into purely mathematical (statistical) data. As a result, human resource management is actually mixed with personal views, and consequently, numerous mistakes.
Difficulty of Human Resource Management

Two type of results are normally possible for a game: win-lose or lose-win (not considering the games with possibility of equivalency). Thus, one has 50% chance to win the game by beating the other party. However, the case is different for a human resource manager (HRM), as there are four types of possible results:

* win-lose: HRM does not hire an incapable applicant
* lose-win: HRM hires an incapable applicant
* lose-lose: HRM does not hire a capable applicant
* win-win: HRM hires a capable applicant

HRM is rewarded for 25% of success, i.e. win-win case; since, the first case is considered as a normal process for most of applications. However, the case 1 is very important, because fear of a mistake in this case results in loses of the cases 2 & 3. In a normal game, one needs to stop the adversary from winning; but in HRM the competitor should win for a mutual win.
Knowledge Management for Hiring

In a classical standpoint, past experiences guarantee future success; thus, hiring procedure is mainly based on the review of past experiences and qualifications of the applicant, because this is the most solid framework to judge about the capability of one person for a relevant position. However, a talented HRM must see what others cannot see. Definitely, this increases the risk of decision, but as a matter of fact, risk is the essence of human resource management.

HR deals with two types of knowledge (data) about the applicant: proved and unproved. From knowledge management point of view, proved data are not useful for a creative management (as they are evident); but, they should be used to prove the unproved data.

Proved data are past qualifications and experiences as reflected in the applicant resume. A talented HRM should explore the potential capability of the applicant for the future careers (even if s/he is not aware of her/his own abilities). Most of people study and work based on available chances in their life, and this does not necessarily reflect their potential abilities.

A HRM normally grants a position to someone with a relevant academic degree and experiences, as all agree with this decision; but a creative HRM will give the position to someone with potential ability for the future career (whether with the relevant degree and experience or not), and takes the responsibility of his/her creative decision. It is like the famous quotation “no pain, no gain”.

This creative decision is based on the essence of knowledge management claiming ‘science is prior to knowledge’. Someone with past qualifications and experiences have the relevant knowledge, but not necessarily the science to handle such knowledge. Definitely, it is about knowledge-based position not skill-based job like a handyman.

Many people are graduated from leading universities and have earned almost the same knowledge during their study, but what makes some of them different from others is their ability to manage such knowledge. If concentrating the knowledge one remembers from his/her academic study and also work experiences, it is just a little variety, which can be earned within months. In work experience, the valuable part is earning the ability for problem-solving in critical situation, which is not normally reflected in resume.

Author’s Note: It is just a preliminary article to introduce a new way of thinking for human resource management, and practical techniques of knowledge management can be applied to human resource management with this strategy.

SOURCE:
http://human-resources-management.suite101.com/article.cfm/knowledge_management_for_human_resource_managers

Human Resource Management Careers

When it comes to companies, you should know that they rely on employees that are hard working and dependable to keep their business going. Do you know who is responsible to seeing if those right individuals are hired? The Human Resources manager is the one that does the hiring for the company. If you are not familiar with Human Resources then that is what we are here for. Within this article, we are going to be telling you about Human Resource Management careers.



When it comes to those jobs that are open within an organization, it is the human resource manager’s job to make sure they recruit the best candidate to fill the job position. The human resource department is not only responsible for hiring the right employees but they are also responsible for trying to keep the employees in the business. If you would like a job where you get the opportunity to hire new individuals for a company, then you should look into the human resource department.



The human resource manager not only gets to hire employees but they also have to fire an employee when something goes wrong. We believe firing an employee is the downside to the human resource job, but you have to do what you have to do. When an individual is fired or departs from the company, the human resource department will have a lot of paperwork to fill out. Today, you will find the human resource managers are also involved in the upper management and help plan changes and come up with strategies that will put a good affect on the workforce.



Human resource managers are known for trying to limit job turnover and also increase productivity. If you are looking into a job with of being a human resource manager then you will need to have integrity, be fair and be personable. Human recourse managers are called into many different situations within the workplace. For example, if someone has a job related accident, employee problems or mishaps then they would go to the human resource manager. Human resource managers are also there to resolve conflicts that are going on within the workforce.



If you are looking to become a human resource manager you will also need a work ethic that is very strong, along with organizational skills that are excellent. Human resource managers will also have to be proficient when it comes to computers and they should be able to clearly communicate and fully understand basic principle when it comes to business. In order to become a human resources assistant, you will be required to at least have a bachelor’s degree. Throughout your career of being a human resource manager, you will more than likely be asked to attend different seminars and certification classes. The annual salaries of human resource managers’ range anywhere between $40,000 and $80,000!!!

SOURCE:
http://www.articlesbase.com/human-resources-articles/human-resource-management-careers-584542.html

What is Strategic Human Resource Management?

In Human Resource (HR) and management circles nowadays there is much talk about Strategic Human Resource Management and many expensive books can be seen on the shelves of bookshops. But what exactly is SHRM (Strategic Human Resource Development), what are its key features and how does it differ from traditional human resource management?

SHRM or Strategic human resource management is a branch of Human resource management or HRM. It is a fairly new field, which has emerged out of the parent discipline of human resource management. Much of the early or so called traditional HRM literature treated the notion of strategy superficially, rather as a purely operational matter, the results of which cascade down throughout the organisation. There was a kind of unsaid division of territory between people-centred values of HR and harder business values where corporate strategies really belonged. HR practitioners felt uncomfortable in the war cabinet like atmosphere where corporate strategies were formulated.

Definition of SHRM

Strategic human resource management can be defined as the linking of human resources with strategic goals and objectives in order to improve business performance and develop organizational culture that foster innovation, flexibility and competitive advantage. In an organisation SHRM means accepting and involving the HR function as a strategic partner in the formulation and implementation of the company's strategies through HR activities such as recruiting, selecting, training and rewarding personnel.

How SHRM differs from HRM

In the last two decades there has been an increasing awareness that HR functions were like an island unto itself with softer people-centred values far away from the hard world of real business. In order to justify its own existence HR functions had to be seen as more intimately connected with the strategy and day to day running of the business side of the enterprise. Many writers in the late 1980s, started clamoring for a more strategic approach to the management of people than the standard practices of traditional management of people or industrial relations models. Strategic human resource management focuses on human resource programs with long-term objectives. Instead of focusing on internal human resource issues, the focus is on addressing and solving problems that effect people management programs in the long run and often globally. Therefore the primary goal of strategic human resources is to increase employee productivity by focusing on business obstacles that occur outside of human resources. The primary actions of a strategic human resource manager are to identify key HR areas where strategies can be implemented in the long run to improve the overall employee motivation and productivity. Communication between HR and top management of the company is vital as without active participation no cooperation is possible.

Key Features of Strategic Human Resource Management

The key features of SHRM are

* There is an explicit linkage between HR policy and practices and overall organizational strategic aims and the organizational environment
* There is some organizing schema linking individual HR interventions so that they are mutually supportive
* Much of the responsibility for the management of human resources is devolved down the line


Trends in Strategic Human Resource Management

Human Resource Management professionals are increasingly faced with the issues of employee participation, human resource flow, performance management, reward systems and high commitment work systems in the context of globalization. Older solutions and recipes that worked in a local context do not work in an international context. Cross-cultural issues play a major role here. These are some of the major issues that HR professionals and top management involved in SHRM are grappling with in the first decade of the 21st century:

* Internationalization of market integration.
* Increased competition, which may not be local or even national through free market ideology
* Rapid technological change.
* New concepts of line and general management.
* Constantly changing ownership and resultant corporate climates.
* Cross-cultural issues
* The economic gravity shifting from 'developed' to 'developing' countries

SHRM also reflects some of the main contemporary challenges faced by Human Resource Management: Aligning HR with core business strategy, demographic trends on employment and the labour market, integrating soft skills in HRD and finally Knowledge Management.

References

1. Armstrong, M (ed.) 192a) Strategies for Human Resource Management: A Total Business Approach. London:Kogan Page
2. Beer, M and Spector,B (eds) (1985) Readings in Human Resource Management. New York: Free Press
3. Boxall, P (1992) 'Strategic Human Resource Management: Beginnings of a New Theoretical Sophistication?' Human Resource Management Journal, Vol.2 No.3 Spring.
4. Fombrun, C.J., Tichy, N,M, and Devanna, M.A. (1984) Strategic Human Resource Management. New York:Wiley
5. Mintzberg, H, Quinn, J B, Ghoshal, S (198) The Strategy Process, Prentice Hall.
6. Truss, C and Gratton, L (1994) 'Strategic Human Resource Management: A Conceptual Approach', International Journal of Human Resource Management,


SOURCE:
http://ezinearticles.com/?What-is-Strategic-Human-Resource-Management?&id=549585