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Human Resource Management : procurement, development, utilization and maintenance

by smartstudynotes
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Loksewa Second Paper Notes PSC

Human Resource Management (HRM) is the strategic approach to managing an organization’s workforce to achieve its goals effectively and efficiently. It encompasses various processes, including:

  • Procurement: This involves finding, attracting, and hiring the best employees for the organization.
  • Development: This involves training and developing employees to ensure they have the skills and knowledge they need to do their jobs effectively.
  • Utilization: This involves ensuring that employees are used in the most effective way possible, such as by assigning them to the right jobs and providing them with the resources they need to be successful.
  • Maintenance: This involves keeping employees happy and motivated, such as by providing them with competitive salaries and benefits, and creating a positive work environment.

HRM is essential for any organization that wants to be successful. By effectively managing its workforce, an organization can achieve its goals more effectively and efficiently.

Human Resource Management Process

  1. Procurement: 

Procurement in HRM refers to the process of attracting and selecting suitable candidates to fill job vacancies within an organization. This process involves:

  • Workforce Planning: Assessing the organization’s current and future workforce needs to determine the number and types of employees required.
  • Recruitment: Attracting potential candidates through various channels, such as job postings, referrals, recruitment agencies, and online platforms.
  • Selection: Evaluating candidates through interviews, tests, and assessments to determine the best fit for the organization.
  • Onboarding: Welcoming and integrating new employees into the organization, providing orientation and necessary training.
  1. Human resource development focuses on enhancing the skills, knowledge, and abilities of employees to improve their performance and contribute effectively to the organization. This process includes:
    • Training and Development: Identifying skill gaps and providing training programs to develop employees’ competencies and keep them updated on industry trends.
    • Performance Management: Setting clear performance expectations, conducting regular evaluations, and providing feedback to enhance employee performance.
    • Career Development: Offering opportunities for growth and advancement within the organization to retain and motivate employees.
  2. Utilization:

Utilization of human resources involves deploying employees effectively to maximize their potential and contribute to organizational success. This includes:

Job Design: Structuring job roles and responsibilities to ensure they align with the organization’s goals and match employees’ skills and capabilities.

Workforce Deployment: Assigning employees to tasks and projects based on their expertise and the organization’s needs.

Workforce Diversity: Ensuring diversity and inclusivity in the workforce to foster creativity, innovation, and a variety of perspectives.

  1. Maintenance:

HRM also focuses on employee satisfaction and well-being to maintain a positive work environment and retain talented employees. Maintenance activities include:

  • Employee Engagement: Engaging employees through various initiatives, such as employee recognition programs, feedback mechanisms, and team-building activities.
  • Compensation and Benefits: Designing competitive salary packages and benefits to attract and retain skilled employees.
  • Employee Relations: Managing workplace relationships, resolving conflicts, and ensuring a harmonious work atmosphere.
  • Employee Health and Safety: Prioritizing employee health and safety to promote a safe working environment.

Effective human resource management is crucial for organizational success as it ensures that the right people with the right skills are in the right roles, continuously developing their capabilities, and working in a supportive and conducive environment. This, in turn, leads to improved employee performance, higher productivity, and the achievement of organizational objectives.

Here are some of the benefits of effective human resource management:

  • Improved employee performance: When employees are in the right roles and have the necessary skills and development, they are more likely to perform well in their jobs.
  • Higher productivity: When employees are productive, they are able to get more done in a shorter amount of time. This can lead to increased profits and a competitive advantage for the organization.
  • Achievement of organizational objectives: When employees are aligned with the organization’s goals and objectives, they are more likely to work towards achieving them. This can lead to success for the organization.

Effective human resource management is essential for organizational success. It can help to improve employee performance, increase productivity, and achieve organizational objectives.

Human Resource Management (HRM) is a crucial aspect of any organization. It is the process of planning, organizing, directing, and controlling the operative functions of procurement, development, compensation, integration, and maintenance of human resources of an organization for the purpose of contributing towards the organization’s objectives 1.

The four main functions of HRM are procurement, development, utilization, and maintenance. Procurement refers to the process of identifying and hiring the right people for the job. Development involves training and developing employees to improve their skills and knowledge. Utilization is the process of ensuring that employees are effectively deployed in the organization to achieve its objectives. Maintenance involves ensuring that employees are motivated, satisfied, and committed to the organization 1.

Procurement is the first step in the HRM process. It involves identifying the job requirements, sourcing candidates, screening them, and selecting the best fit for the job. The recruitment process can be internal or external, depending on the organization’s needs. Once the right candidate is selected, the organization must provide them with a job offer, which includes the terms and conditions of employment 1.

Development is the second step in the HRM process. It involves training and developing employees to improve their skills and knowledge. This can be done through various methods such as on-the-job training, mentoring, coaching, and classroom training. The objective of development is to ensure that employees have the necessary skills and knowledge to perform their job effectively 1.

Utilization is the third step in the HRM process. It involves ensuring that employees are effectively deployed in the organization to achieve its objectives. This can be done by aligning employee goals with organizational goals, providing employees with clear job descriptions, and ensuring that employees have the necessary resources to perform their job effectively 1.

Maintenance is the final step in the HRM process. It involves ensuring that employees are motivated, satisfied, and committed to the organization. This can be done by providing employees with a safe and healthy work environment, offering competitive compensation and benefits, recognizing and rewarding employee performance, and providing opportunities for career growth and development 1.

HRM is a critical function of any organization. It involves the procurement, development, utilization, and maintenance of human resources to achieve organizational objectives. By following these four steps, organizations can ensure that they have the right people in the right jobs, with the necessary skills and knowledge to perform their job effectively, and are motivated, satisfied, and committed to the organization 1.

HRM is a complex process that involves various challenges. These challenges can be broadly categorized into three types: environmental, organizational, and individual 1.

Environmental challenges are related to external forces that exist outside the organization and can influence its performance. These challenges include rapid changes in technology, workforce diversity, globalization, legislation, job and family roles, and lack of skills 12.

Organizational challenges are related to the internal functioning of the organization. These challenges include competitive position and flexibility, organizational restructuring and issues of downsizing, the exercise of self-managed teams, and development of suitable organizational culture 2.

Individual challenges are related to the employees themselves. These challenges include employee motivation, job satisfaction, work-life balance, and employee retention 13.

One of the biggest challenges of HRM is to manage the diverse workforce effectively. With globalization, organizations are becoming more diverse, and it is essential to manage this diversity effectively to achieve organizational goals 2. Another challenge is to ensure that employees are motivated, satisfied, and committed to the organization. This can be done by providing employees with a safe and healthy work environment, offering competitive compensation and benefits, recognizing and rewarding employee performance, and providing opportunities for career growth and development 1.

HRM is a critical function of any organization, and it involves various challenges. By understanding these challenges and taking appropriate measures to address them, organizations can ensure that they have the right people in the right jobs, with the necessary skills and knowledge to perform their job effectively, and are motivated, satisfied, and committed to the organization 123.

The Human Resource Management (HRM) team plays a crucial role in employee retention. When an employee resigns, it is the responsibility of the HR to intervene immediately and find out the reasons that prompted the employee to resign 1. The HR team must probe into the reasons for resignation, which can be conflict with superiors, lesser salary, lack of growth, negative ambience, and so on 1. The HR should not focus on conducting exit interviews, rather more emphasis should be laid on retaining the employees 1. The HR must provide a solution to the employee’s problem and try to retain valuable employees who are loyal and work hard with full dedication to achieve the organization’s objective 1.

The HR department must conduct motivational activities at the workplace, organize various internal as well as external trainings which help the employees to learn something extra apart from their routine work 12. The HR must ensure that they are recruiting the right employee who actually fits into the role, and every individual has been assigned responsibilities according to his specialization and interest 1. The HR must quote a justified salary acceptable to the other person and not compel anyone to join at a lesser salary 1. The hike should be on the present salary and must match the market trends and the expectations of the individual 1.

In conclusion, HRM plays a vital role in employee retention. By focusing on employee satisfaction and engagement, HRMs can create an environment in which employees are more likely to stay with the company 2. By improving communication and providing opportunities for career development, HRMs can help employees feel valued and supported, leading to increased employee retention 2.

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