Answer 1
Question 1
Human resource management in an organization is a process of managing individuals in a systematic and organized manner. It consists of different components. Some of the components that constitute Human Resource Management include.
Employee management
They help to store and retrieve different data that is related to the employee’s information. It can entail the basic profile, performance, and even the employee’s history. It helps the organization workers perform to their best to achieve the set goals and objectives.
Organizational management
Organizational management often builds an organization structure accurately and also predefines the organization’s relevant templates.
Benefits management
It entails different plans that assorted options to manage and auto-define the benefits of an organization. It helps in ensuring that the desired benefits are specified in an organization.
Application management
This is a holistic module that is meant to monitor and track the applicant across the job board. Individuals in this stage streamline the hiring process (Markoulli et al., 2017).
There are different concepts in the field of human resource management. Some include qualifications, employee experience, HR report, and employee turnover. These concepts facilitate the process of selecting effective workers who have the appropriate behavior. Employee experience and qualification determine the nature in which the worker delivers and conducts his responsibility.
Question two
After evaluating the given table, I have selected the training and development dimension. Training and development is a crucial component for the success and progress of an organization. Training and development are preferred since for the success of an organization, training the employees must be considered for effective progress and running of an organization. In addition, for the organization that I have visited, the training and development have been an essential sector in describing the organization’s achievement to achieve the long-term goal. In general, this dimension is the key to the success and effective operation within an organization. In addition, this dimension ensures that the intended behavior is well taught and monitored. It has a considerable role in the behavior part, and it facilitates effective operation within an organization.
Question 3
Selecting talents in an organization is an essential aspect. Different factors are considered when a leader is selecting a talent. The leaders often identify the interview team, develop a role expectation, ask an open-ended question in case of an interview, and even note the consistency when selecting a talent (Bratton & Gold, 2017). The team leaders often ensure the candidates are at their fight fit before selecting a talent. Evaluation of the current employees and performance is also essential in the selection of talent. There are different selection tools used in selecting talent in human resource management (Mathew, 2015). Some of the tools used include preliminary screening, telephone interview, hiring manager interview, background check, and even skill assessment.
References
Bratton, J., & Gold, J. (2017). Human resource management: theory and practice. Palgrave.
Markoulli, M. P., Lee, C. I., Byington, E., & Felps, W. A. (2017). Mapping Human Resource Management: Reviewing the field and charting future directions. Human Resource Management Review, 27(3), 367-396.
Mathew, A. (2015). Talent management practices in select organizations in India. Global Business Review, 16(1), 137-150.
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Answer 2
HRM-Human Resource Management is a sector inside an organization that manages, hires, and seeks expertise in a company. HRM methods assist in creating working circumstances in which employees are dedicated to organizational aims. It is thus a strategic strategy to successfully manage employees inside an organization to assist the business to achieve a competitive edge. This article discusses the components of HRM, the dimension of performance in groups, an element in HRM, and the best talent.
1. There are a number of important principles in HRM, including recruiting, induction, work environment, and Staff relationships and development. Recruitment is the recruitment of the appropriate individual with the necessary knowledge and abilities. Selecting the appropriate person improves performance on the basis of a wide range of knowledge and abilities provided by team members (Braga et al., 2021). Induction includes guiding a company’s new employees. It enhances the team’s performance by letting a new member know about the team as well as the expectations. The working environment seems to be in the surrounding area. It is an element that enables workers to be happy and active while working in a team. Staff relationships include the links between an organization’s workers. A well-connected member of the team improves individual member productivity via a good working attitude. The four principles assist to enhance the performance of a team.
2. The chosen dimension is rewarded. It is a token to appreciate the excellent performance. Because when the best team or person is recognized, motivation in the workplace leads to employees doing their best to increase the performance of an organization (Zhang, 2021). Reward shows that workers are doing a good job, which motivates them to continue to work and to strive harder to achieve their best. I got personal experience in business management since I developed a new method of managing inventories by utilizing a mobile application, making it simpler to store checks at a warehouse.
3. Leaders choose their finest talent by generating leads from current talent. Some team members may know that a strong applicant is searching for a better chance (Zhang, 2021). Some of the techniques utilized include interviews, evaluation of abilities, and background testing. Interviews include a discussion with the employee and include questions and responses. Assessing skills needs an employee to test his or her skills. The background check is to evaluate the employee’s past job and education experience.
References
Braga, B. M., de Camargo Oliva, E., de Miranda Kubo, E. K., McKenna, S., Richardson, J., & Wales, T. (2021). An institutional approach to ethical human resource management practice: Comparing Brazil, Colombia and the UK. Journal of Business Ethics, 169(1), 57–76. https://doi.org/10.1007/s10551-019-04257-x
Zhang, A. (2021). Influence of data mining technology in information analysis of human resource management on macroscopic economic management. PLoS ONE, 16(5), 1–12. https://doi.org/10.1371/journal.pone.0251483
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