Human Resource Management

Résumé du document

By going through the numerous sources we could find on the internet and in books, we came to the conclusion that it's really difficult to find a unique definition concerning Human Resource Management. This is why with the help of our research we will try to set up one definition on our own understanding. In fact Kenneth M. York, in Applied Human Resource Management of strategic issues and practical exercises, says that 'the purpose of HRM is to manage the people who run the organization.' Just as the organization must manage its physical, capital, and information resources, it must also manage its human resources. HRM could be 'simply' materialized by the purpose of managing people, financial and material aspects within an organization. In this way the organization has to select, recruit and keep people who are qualified for achieving the tasks and objectives. But this purpose has to be split up into functions and practices so as to respect its complexity. The retention of the qualified human resources must be done through specific functions such as Recruitment and selection of a qualified staff, the development of the employee capacity, the motivation so as to keep them in the organization's team, and the employee and labor relation within the organization. But then, within these four functions of HRM one has to have strategic issues and practices so as to implement them.

Extraits

[...] All people invited for the meeting have to accept it or can cancel it and the sender can see the answers. References Recruitment and selection Human Resource Management, Graham Harold Thomas/Bennet Roger, Great Britain Personnel Selection, Adding Value Through People, Cook, Mark, England Recruitment: Science and practice. Breaugh, J. Boston Personnel Selection, A Theoretical Approach, Schmitt, Neal/Chan, David, United States of America Personnel Selection: Method: Assessment Center, URL: http://www.hr- guide.com/data/G318.htm, Effective Development of employee capacity Skills, Trainings and Human Resource Development, Grugulis, I. (2007). [...]

[...] In this way it might become an economic key success factor when motivation is used to keep the employees. Definition of motivation Motivation in this use is the willingness of an individual to act in favor of the enterprises values and goals. Models to explain motivation 3 Maslow's Hierarchy of Needs The most popular model which tries, among others, to explain motivation is “Maslow's Hierarchy of Needs” by Abraham Maslow. It states that needs are fulfilled by individuals in the consecutive order of the five steps: physiological needs, safety needs, social needs, esteem and self actualization. [...]

[...] We use her experience for our case study beginning with the overall aspect of the company onto the specific projects in the HRM, for example the one called QV 45+. Our sources are of course also from the homepages from Novartis and Sandoz. A. Culture and mission of SANDOZ Sandoz is a pharmaceutical industry placed in Kundl. The mother company is Novartis and is present worldwide. Sandoz is a global generic leader. In one of the company in Tyrol they employ about 2800 people in many different departments. [...]

[...] Another important reason is the loss of knowhow. With the help of informal development tools, generate knowledge of the staff can be within the company and remains so even when an employee resigns. The special program of Sandoz Plus” aims primarily to maintaining employability of older workers. The slogan of Sandoz is: take lifelong learning seriously”. Sandoz provides all types of formal and informal employees' development programs, including different traditional trainings as well as online-learning and job-rotation programs. In the year 2007 more than 1200 employees visited 60 different courses[26]. [...]

[...] A strict and organized way of applying rules has to be overviewed and managed by the HRM. Otherwise it leads to lack of faith for the organization and for the supervisors from the employees. In this situation their only way of getting out of it is joining unions so as to get a fair and equitable treatment. c. Inappropriate pay and benefits HRM has to be careful to giving to their employees more responsibilities, more duties, more work but WITH the raise and pay levels which have to come with. [...]