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12 Apr 2018

Ilana Eda Eniyan

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Pipa Nipa

Kini Awọn Ohun elo Eda Eniyan?

Awọn Ero ẹkọ

  • Ṣafihan ipin ti HRM ni awọn ajo.
  • Ṣiṣẹ ati ki o ṣayẹwo apa kan ti awọn adaṣe HRM pataki.

Each association, huge or little, utilizes an assortment of funding to influence the owo to work. Capital incorporates money, assets, or products used to create pay for a business. For instance, a retail location utilizes registers and inventory, while a counseling firm may have restrictive programming or structures. Regardless of the business, all organizations make them thing in like manner: they should have individuals to make their capital work for them. This will be our concentration all through the content: age of income using relationship building abilities' and capacities.

Kini Kini HRM?

Isakoso Eda Eniyan (HRM) ni ọna lati lo awọn ẹni-kọọkan, ngbaradi wọn, ṣiṣe atunṣe wọn, ṣiṣe awọn imulo ti n ṣalaye pẹlu wọn, ati ṣiṣe awọn ilana lati mu wọn. Bi aaye kan, HRM has experienced numerous progressions throughout the most recent twenty years, giving it a considerably more critical part in the present organizations. Before, HRM implied handling finance, sending birthday presents to representatives, orchestrating organization trips, and ensuring shapes were rounded out accurately—at the end of the day, a greater amount of a managerial part as opposed to a vital part vital to the achievement of the association. Jack Welch, previous CEO of General Electric and management master, entireties up the new part of HRM: "Escape the gatherings and birthday events and enlistment frames.… Remember, HR is critical in great circumstances, HR is characterized in tough circumstances" (Frasch, et. al., 2010).

It's important to call attention to here, at the earliest reference point of this content, each director has some part identifying with human resource management. Because we don't have the title of HR director doesn't mean we won't play out all or if nothing else a portion of the HRM assignments. For instance, most supervisors manage remuneration, inspiration, and maintenance of workers—making these viewpoints part of HRM as well as a component of management. Thus, this book is similarly vital to somebody who needs to be a HR administrator and to somebody who will deal with a business.

 

Ipa ti HRM

Ranti pe awọn eroja afonifoji ti HRM jẹ iru iṣakoso miiran ti awọn olori ile-iṣẹ miiran ṣe, eyi ti o jẹ ohun ti o mu ki data yi ṣe pataki, laisi ọna ipe ti a gba. Ọpọlọpọ awọn ogbontarigi concur lori awọn ẹya akọkọ meje ti HRM ṣiṣẹ ni awọn ajọ. Awọn wọnyi ni a ṣe apejuwe ninu awọn ipele ti o tẹle.

rikurumenti

O nilo eniyan kọọkan lati ṣe iṣiro ati iṣẹ pipe ni ajọṣepọ. Nitootọ, paapaa pẹlu awọn ẹrọ igbalode julọ, awọn eniyan ni o nilo lọwọlọwọ. Pẹlú awọn ila wọnyi, ọkan ninu awọn ilọsiwaju pataki ni HRM jẹ iṣẹ-ṣiṣe. Awọn iṣẹ-ṣiṣe pẹlu gbogbo ilana igbasilẹ lati ṣe afihan iṣẹ kan lori ṣiṣe iṣeduro idiyele. Ninu agbara iyaṣiṣẹ, awọn ipinnu pataki mẹrin jẹ:

Imudarasi ti eto eto osise. Eto yii jẹ ki HRM ṣe akiyesi awọn nọmba ti awọn ẹni-kọọkan ti wọn yẹ ki o lo ni imọlẹ awọn irọwo owo-ori.

Imudarasi awọn eto imulo lati ṣe okunkun awọn aṣa pupọ ni iṣẹ. Aṣa aṣeyọri ni ile-iṣẹ jẹ opin si ilosiwaju pupọ, bi a ti ni ọpọlọpọ awọn eniyan diẹ sii lati oriṣiriṣi awọn ipilẹ ni apapọ iṣẹ-ṣiṣe.

Awọn akojọ. Eyi pẹlu awọn ti n ṣawari kọọkan lati kun awọn ipo ipo.

Ipinnu. Ni ipele yii, awọn ẹni-kọọkan yoo pade ati yan, ati pe o yẹ idasiwo ti o yẹ fun. Ilọsiwaju yii ni a ṣalaye nipasẹ ṣiṣedi, itọju, ati awokose.

Ilọsiwaju awọn Ilana Awujọ

Each association has policies to guarantee reasonableness and coherence inside the association. One of the occupations of HRM is to build up the verbiage encompassing these policies. In the advancement of policies, HRM, management, and officials are associated with the procedure. For instance, the HRM expert will probably perceive the requirement for a strategy or a difference in arrangement, look for feelings on the approach, compose the strategy, and after that convey that approach to workers. It is vital to note here that HR divisions don't and can't work alone. All that they do necessities to include every single other division in the association. A few cases of workplace policies may be the accompanying:

  • Kọ ilana ọna
  • Akoko akoko itọju
  • Atilẹṣọ aṣọ
  • Awọn iwa iṣesi
  • Ilo ọna lilo Ayelujara

Ipese iyasọtọ ati anfani

HRM experts need to confirm that remuneration is reasonable, meets industry gauges, and is sufficiently high to lure individuals to work for the association. Remuneration incorporates anything the worker gets for his or her work. Furthermore, HRM experts need to ensure the compensation is practically identical to what other individuals performing comparable occupations are being paid. This includes setting up pay frameworks that contemplate the quantity of years with the association, years of experience, instruction, and comparative perspectives. Cases of worker remuneration incorporate the accompanying:

  • ekunwo
  • Awọn anfani ilera
  • 401 (k) (awọn aṣa ifẹhinti)
  • Awọn ọja iṣowo ra ọja
  • Aago asan-kuro
  • Pa jade kuro
  • ere
  • Awọn ẹkọ ẹkọ iyipada

Since this isn't a comprehensive rundown, pay is examined assist in Chapter 6 "Remuneration and Benefits".

itọju

Itọju pẹlu fifi pa ati ṣiṣe awọn oluṣiṣẹ lati wa pẹlu ajọṣepọ. Iyipada owo jẹ imọran pataki ni itọju aṣoju, ṣugbọn awọn idi miiran tun wa. 90% ti awọn osise fi iṣẹ kan silẹ fun awọn idi ti o tẹle:

  • Awọn nkan ni ayika iṣẹ ti wọn n ṣiṣẹ
  • Awọn isoro pẹlu olori wọn
  • Ko dara pẹlu aṣa aṣa
  • Ko dara ipo ipo

Regardless of this, 90 percent of administrators think representatives leave because of pay (Rivenbark, 2010). Subsequently, chiefs frequently attempt to change their pay bundles to shield individuals from leaving, when remuneration isn't the reason they are leaving by any means. Part 7 "Maintenance and Motivation" and Chapter 11 "Worker Assessment" examine a few techniques to hold the best representatives in light of these four components.

Eko ati Idagbasoke

Nigba ti a ba ti fi agbara si ipese lati yan awọn aṣoju tuntun, a nilo lati rii daju pe wọn ti ṣetan lati ṣe iṣẹ naa ati lati tẹsiwaju lati se agbekale ati ki o dagba awọn aapọ titun ninu iṣẹ wọn. Awọn abajade yii ni ṣiṣe ti o ga julọ fun isopọ naa. Ngbaradi jẹ afikun ohun ti a jẹ apa fifẹ ni Osise awokose. Awọn aṣoju ti wọn lero pe wọn n ṣe agbero awọn ohun elo wọn ni ifarahan lati ni igbadun diẹ ninu awọn iṣẹ wọn, eyi ti o mu nipa ṣiṣe itọju ti o pọju. Awọn igba ti n ṣe ipese awọn iṣẹ le ṣafikun awọn ti o tẹle:

  • Awọn aptitudes iṣẹ ti ngbaradi, fun apẹẹrẹ, bi o ṣe le ṣiṣe eto PC kan pato
  • Ngbaradi lori lẹta
  • Awọn adaṣe ile awọn ẹgbẹ
  • Ilana ati iṣeduro iṣeduro, fun apẹẹrẹ, iwa aiṣedeede ti ngbaradi ati awọn iwa iṣeto

Ṣiṣakoso awọn ofin ti o ni ipa si iṣẹ

Awọn olúkúlùkù eniyan dukia gbọdọ mọ nipa gbogbo awọn ofin ti o ni ipa lori iṣẹ. Oniwadi HRM le ṣiṣẹ pẹlu awọn ofin wọnyi:

  • Awọn ofin ipinya
  • Awọn iṣẹ iṣedan ti iṣedan
  • Pa awọn ibeere pataki, fun apẹẹrẹ, awọn owo ti o sanwo julọ ti ofin gba laaye
  • Awọn aabo aabo iṣẹ
  • Awọn ofin iṣẹ

Ipo ti o ni ẹtọ ti HRM jẹ nigbagbogbo n yipada, nitorina HRM yẹ ki o mọ nipa awọn iyipada ti o n waye ati lẹhin eyi ti o fihan irufẹsiwaju si gbogbo igbimọ isakoso naa. Bi o ṣe lodi si didafihan apakan kan ti o wa ni ayika awọn ofin HRM, a yoo koju awọn ofin wọnyi ni apakan kọọkan pataki.

Ibaramu

Miiran ju awọn ẹya gidi wọnyi, awọn ipa-ifarapọ nla ati iyatọ iṣakoso ti o ni iyatọ si awọn iṣakoso ti awọn eniyan ati awọn iṣakoso ti o pọju.

Imọmọ pẹlu Awọn Okunfa Itajade

Lai ṣe akiyesi awọn nkan ti inu, olutọju HR nilo lati wo awọn agbara ita ti o wa ni ita ti o le ni ipa lori ajọṣepọ. Awọn agbara ode, tabi awọn iyipada ode, awọn nkan ti ajo naa ko ni iṣakoso lẹsẹkẹsẹ; ni eyikeyi idiyele, wọn le jẹ awọn ohun ti o le ni okunfa tabi ti o ni ipa lori awọn ẹda eniyan. Awọn oniyipada ti ita le ṣafikun awọn ti o tẹle:

  • Iṣowo agbaye ati ipasẹ
  • Iyipada si ofin iṣowo
  • Awọn oogun iṣẹ iṣẹ oogun
  • Asoju aṣoju
  • Diẹ orisirisi ti awọn nọmba oṣiṣẹ
  • Iyipada awọn aje-aje ti apapọ nọmba oṣiṣẹ
  • Ohun gbogbo ni oṣiṣẹ ti o ni imọran diẹ sii
  • Awọn ifipajẹ ati fifun pada pada
  • Innovation lo, fun apẹẹrẹ, awọn ipamọ data HR
  • Fikun iṣeduro ti iṣeduro ibaraẹnisọrọ ti o gun gun lati pin awọn data si awọn oṣiṣẹ

 

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