Human Resource Development Theory And Practice Pdf

human resource development theory and practice pdf

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This module covers the HRD function in organizations from a wide variety of perspectives. At the outset, after the introduction to the module in the previous article, it is time to look at some theoretical perspectives about the HRD function.

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Sustainable Human Resource Management in theory and practice

Human resources theory is a general term for the strategies, tactics and objectives used by business owners and managers to administer policies and procedures related to employees. While the specific HR objectives will vary between organizations depending on their particular needs and composition of the workforce, there are several major, overarching objectives that are generally seen to be important.

One of the most important objectives of human resources theory, but perhaps one that is often overlooked, is the HR role in managing cost-effectiveness for the organization. While the finance and accounting function of a business is ultimately responsible for balancing the budget and controlling expenses, HR policies play a large role in managing the business's outgoing costs.

When hiring employees, a business should be cognizant that its pay rates are competitive in order to attract skilled workers, but that they are not excessive and therefore end up costing the company more than they should. Part of managing this process is working to minimize staff turnover, because the recruitment and hiring of employees takes valuable time and money away from the business.

The HR function can also measure the cost-effectiveness of employee benefit programs, the availability of training and the efficiency of the time employees take to complete their jobs.

All of these areas indirectly impact the company's bottom line. Part of the organization's focus on effectiveness and efficiency can be controlled through the second major objective of human resources theory: leveraging employee potential. HR managers and business owners should work to ensure that employees have an achievable workload. This is about balancing two competing priorities -- making sure that the employee isn't overwhelmed but also making sure that the employee has enough to do so that she isn't wasting company time.

As such, HR has to work to not over-stretch the staff and at the same time not under-utilize its most valuable resource: its people. Closely related to leveraging potential is HR's objective of matching the company's needs to the employees' skills and career objectives.

This is sometimes called "workforce planning," because the business works to put the right person in the right job at the right time. This can be challenging in smaller businesses where one person might be asked to take on a number of different roles.

However, effective recruitment to match the needs of the organization can normally work to solve this problem. If the company needs someone with skills in technology, customer service and accounting, then it must recruit such as person or otherwise be willing to train someone on those diverse areas. Indeed, training programs, both on- and off-site, can help to cover skills gaps and to educate employees on new trends and technologies.

A final objective for human resources theory is in maintaining good relationships between the organization's stakeholders.

Stakeholders are anyone who has a vested interest in the business's success, including the owner, managers, employees and customers. Open and positive communication must be the hallmark of maintaining good working relationships and this depends on timely responses to both successes and failures within the workplace.

Managers should be sensitive to employee needs and problems and in turn employees should be sensitive to customer wants and needs. All of this has to be balanced with a respect for labor laws and anti-discrimination policies which govern workplace relations. The HR function has an important role to play here as the repository of the legal and social regulations to which stakeholders must adhere.

Jeremy Bradley works in the fields of educational consultancy and business administration. He holds a Master of Business Administration degree. By Jeremy Bradley. Cost-Effectiveness One of the most important objectives of human resources theory, but perhaps one that is often overlooked, is the HR role in managing cost-effectiveness for the organization.

Leveraging Potential Part of the organization's focus on effectiveness and efficiency can be controlled through the second major objective of human resources theory: leveraging employee potential. Matching Needs Closely related to leveraging potential is HR's objective of matching the company's needs to the employees' skills and career objectives. Maintaining Good Relationships A final objective for human resources theory is in maintaining good relationships between the organization's stakeholders.

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Human Resource Development [John P. Wilson]

Human resources theory is a general term for the strategies, tactics and objectives used by business owners and managers to administer policies and procedures related to employees. While the specific HR objectives will vary between organizations depending on their particular needs and composition of the workforce, there are several major, overarching objectives that are generally seen to be important. One of the most important objectives of human resources theory, but perhaps one that is often overlooked, is the HR role in managing cost-effectiveness for the organization. While the finance and accounting function of a business is ultimately responsible for balancing the budget and controlling expenses, HR policies play a large role in managing the business's outgoing costs. When hiring employees, a business should be cognizant that its pay rates are competitive in order to attract skilled workers, but that they are not excessive and therefore end up costing the company more than they should. Part of managing this process is working to minimize staff turnover, because the recruitment and hiring of employees takes valuable time and money away from the business.

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Human Resource Management - Theory and Practice 5th edition.pdf

This fifth edition of our best-selling textbook has been written in response to changing global events, new HRM research and feedback from students and lecturers around the world, so you can be confident that it has been designed with your needs in mind. It provides an accessible but critical introduction to HRM that will equip you with a comprehensive knowledge and understanding of the latest relevant theories and practices of the subject. The text is structured in six parts, which are described in detail in the Preface. Each chapter follows a similar structure in order to help you navigate easily through the text. At the beginning of each chapter, the chapter outline and chapter objectives summarise the key concepts that will be covered and the knowledge you will gain.

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What Are the Major Objectives of Human Resources Theory?

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PDF | On Jul 3, , Omotayo Adewale Osibanjo and others published Human Resource Management: Theory and Practice | Find, read and.

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Human resource management is a process which involves around four basic functions- acquisition, development, motivation and maintenance of human resources.

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