lakshitha MBA22 Esoft

Leadership Development in Successful Companies T he previous articles have discussed how the HRM function is now seen as a critical and crucial component of the organizational support functions. In particular, we have analyzed how effective people management goes a long way in ensuring better economic performance. Among the components of people, management that the HRM function does is the aspect related to leadership development. Research into the HRM practices of successful companies has shown that these companies significantly outperform their peers in terms of economic profitability by following the leadership development practices discussed in this article. By successful companies, we mean those companies on the Fortune 100 list that have managed to retain their position in the firms for over a decade. To put this in perspective, it needs to be remembered that many companies that were on the Fortune 100 list for a few years failed to retain their positions in subsequent y

The Typical Functions of an HR Manager Until now, we have discussed how the HRM function in organizations works and the role of the function in organizational processes. We have also discussed the changing nature of the HRM function in recent years and how with the introduction of enterprise software, an entirely new dimension has been added to these functions. First, the HR manager has to juggle hiring, training, appraisals, and payroll among other things. This means that a typical function of the HR manager would encompass the end to end management of the employee people lifecycle which means that the HR manager would have to take care of everything that is concerned with the people aspect right from the time the employee enters the organization till the time the employee quits or retires from the organization. Hence, the lifecycle of an employee’s time in an organization has to be managed and this means that the HR manager is responsible for the hiring, training, appraisals, pay

Scope of Human Resource Management Human resources are without a doubt the most important resources in any firm, as well as the easiest and most challenging to manage! HRM's goals include everything from determining manpower requirements to managing and retaining that workforce.  Human resource management is in charge of the successful creation and execution of numerous policies, processes, and programs in this regard. It is all about,  Acquiring,  Managing information,  Skills,   Creativity,   Aptitude,    Talent,  Utilizing the best. Human Resource Management encompasses more than just managing and maximizing human intelligence. It also focuses on managing employees' physical and emotional capital. The scope of HRM is expanding with each passing day, owing to the complexities involved. HR planning, hiring (recruitment and selection), training and development, payroll administration, rewards and recognitions, industrial relations, grievance handling, legal processes, and so on

  Why Human Resources Management Is Important For Every Organization   Human resources management is a very important function in every organization. Without human resources management, companies would not be able to effectively recruit and retain employees, improve and enhance the organization, and they wouldn’t be able to maintain a healthy, accepting workplace culture and environment. Human resources management is so important to organizations that many call this department the heart and soul of a business. The Evolving Business Paradigm The nature of businesses in today's business world is one of the reasons why they pay so much attention to their employees. Given the increasing shift toward a service-based economy, it is critical for service companies to retain their staff motivated and productive. Even in industrial and conventional industries, the necessity to stay competitive has led to the implementation of techniques that make efficient use of resources. This

  Are All Managers Considered L eaders ? Figure 1  Leader vs. Manage r   Consider the following question:   Are all managers leaders? Some will respond with a loud 'yes,' as if the two are equal. Others will recall some of their managers and rate them as either a leader or not. Many of you may quickly answer "no" to this question since you've heard of the management vs. leadership debate before and are well alert that the two are totally different. Whatever the immediate reaction to this question, this lesson will give arguments that divide a manager and a leader into two different types, each with its own set of distinguishing features. This isn't to suggest that managers and leaders are not really similar; rather. The focus of this lesson is to show that not all managers are leaders.   Who Is a Manager ? Figure 2 Role of manager        A manager is a person in charge of carrying out the four management duties of, ·            Planning, ·

           HUMAN RESOURCE MANAGEMENT. The formal processes developed to manage people in a company are referred to as human resource management.   We will examine the short   history of human resource management, as well as the roles that human resource management plays in businesses and a model for organizing the functional areas of human resource management  Human Resource Management History §   Since its inception around the year 1900 , what is today known as human resource management has progressed significantly. §   Personnel departments, which began to develop as a distinct discipline in the 1920s (at least in the United States), were primarily concerned with technical functions. §   With the social laws of the 1960s , what began as a purely clerical activity in bigger corporations concerned with payroll and personnel records began to transform. §   HRM arose in the late 1970s as a result of deregulation and rapid technical progress, which resulted in a rise in comp