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Concepts of HRM – a brief overview

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Concepts of HRM – a brief overview

Human resource management includes a variety of responsibilities aligned towards the betterment of the employees of the organization. It not only helps to promote the goodwill of the company among the employees but also provides them with a better working environment. There are a few essential concepts of human resource management that are applied in the organizations for better results. Two of the most widely used concepts of HRM are discussed below.

Performance management and appraisal

The employees act as the skeletal systems for the various processes of a business. Their performance is directly linked to the performance of the firm, their service/production quality, volume, and place in the market. Managing their performance is thus a crucial responsibility of the HR manager. It is often the case that a specific employee is failing to provide the desired output due to certain factors. The HR manager must come forward to solve the issue and help the employee to improve his performance (Selden & Sowa, 2011). Effective communication is an essential step for performance management as it helps the manager to understand the issue that is affecting the performance of the employee.

The appraisal is another crucial concept within an organization that keeps up the motivation among the employees. It is directly linked with the performance they put forward throughout the year and is reflected during the appraisal sessions. The appraisal, being a necessary process, demands the HR manager and the employees have clear communication so that none of the parties are deprived of anything (Fletcher, 2001).

Training and development

It is common that new employees would join an organization, and it might be the case that they lack prior knowledge or relevant experience to their current job role. Under such circumstances, it is the duty of the human resource management unit to organize training sessions for the employee and arranges development programs for them. It enables the new recruits to cope up with the workflow of the organization by understanding the various processes and systems. However, training and development are not limited to the cases of new employees only. It is also the case when a new innovation is being introduced and implemented within the organization (Nda & Fard, 2013).

The employees must be trained and developed to be able to handle the innovation responsibly. The HR team should look into the context of training the employees to help them develop the necessary skills and be ready to handle the innovation as expected. It also helps to align the employees with the organizational objectives. There are a variety of training methods that may be implemented within an organization for employee development depending upon the availability of resources, training facilities available, and various other factors. The training and development session also helps the employees to develop a more definite conception about their career management for the future.

Conclusion

If the employees are not trained, it can impact their performance, and thus, the performance of the organization as well. It is thus the responsibility and duty of the human resource management to look after these elements so that the organizational performance is not hindered in any way.

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