Human Resource Management: All about Human Resource Programs
In the past few years there has been an increasing consciousness that human resource functions were as an island up to itself with common people centered functions far away from the difficult world of true business environment. In order to identify its own presence human resource attributes had to be seen as more confidentially connected with the organization strategy and regular running of the organization side of the business. Many writers in 1980s started struggling for a more business strategic approach to people management than the standard programs of traditional HR management. HR management concentrates on human resource programs or practices with long-term goals. Instead of concentrating on internal HR problems, the concentrate is on solving and addressing issues that affect employee management programs globally.
Forasmuch the primary objective of human resources is to boost people productivity by concentrating on business issues that fall outside of HR. The primary goals of a human resource manager are to justify key human resource functions where business strategies can be implemented to boost the overall people productivity and motivation. Communication between human resource and organization top management of is essential as without active assistance no mutual effort is possible.
The key features of Human resources management are:
* There’s a conspicuous linkage between human resource practices and policy and overall business strategic objectives and the organizational environment.
* There are some organizing strategy linking individual human resource interruptions so that they’re reciprocally supportive.
* Much of the amenability for the human resources management is devolved-down the line.
Human Resource Management professionals are continually faced with the problems of people participation, performance management, reward systems, high commitment work systems and human resource flow in the concern of globalization. Older human resource programs and solutions that worked in a local theme don’t work globally. Cross-cultural concerns play a vital role here. These are some of the big concerns that organization top management and human resource professionals involved in HR management are catching within the 21st century:
* Globalization of market interflow
* Intense technological change
* Increased competition through free market considerations
* New notion of general management
* Incessantly resultant corporate climates and changing ownership
* Cross cultural concerns
Source: Free Articles from ArticlesFactory.com
ABOUT THE AUTHOR
Human resource programs reflect some of the main synchronous challenges faced by HR: Aligning human resource education with core organization strategy, and the labor market and demographic flows on employment, integrating soft talents in Human resource department and ultimately Knowledge Management.