Medication competency: This is the  gained knowledge during my studies and improved greatly working with others and management supports through training on medication competency. HR is a vast field. The holistic social work understanding of the person in their psychosocial context further enhances social work leaders' and managers' abilities to support employees and volunteers, enhance staff morale and deal with complex behavioural and emotional issues. , 2008. Communication is defined as the passing along of information and understanding from one person to another person or group, and this requires good listening which can sometimes be difficult as people intend to do the talking and to be a good listener, there is a need to look at the person face and body language. (i) Efficient and effective use of human resources helps in usage natural, physical and financial resources in a better way. In the area where the nursing home fails to provide a good atmosphere, poor working conditions and working long hours; this comes under the law of health and safety act 1974; this act is provision for securing the safety and welfare of the person at work and to protect individual against risk to health. (iii) Utilising maximum resources in an effective manner and paying the employee a reasonable compensation in proportion to the contribution that has been made by him. The human resource management helps to maintain organizational structure by providing required information timely and accurately. Effective organisation Communication. Also,aptitude testing can be done by assessing skills of the applicant such as numeracy skill and cognitive skills and other skills that job demands. In the present business environment, there is not only intense competition for customers but for human resources too. The HRM helps in selecting right employees for the right job in any organization. (iv) It develops right attitude toward the job and organization. It allowed to reflect on my strengths and areas of weaknesses that needs support from the management. Remuneration of employees to ensure that employees must be given sufficient wages and fringe benefits to achieve higher standard of living and to motivate them to show higher productivity. It includes staffing, basic workplace policies, compensation and benefits, retention, training and developing employees, and regulatory issues. 5. Human resources management (HRM) is a management function concerned with hiring, motivating and maintaining people in an organization. According to French Wendell, “Human resource management is the recruitment, selection, development, utilisation, compensation and motivation of human resources of the organisation.”. Effective human resource management aids to improve the organization’s image in the minds of various stakeholders such as customers, shareholders, employees etc. In other words, human resource management is concerned with the employees engaged at all levels of an organisation. The two main factors are cost and time.The HR should plan the budget, in to how much money they have to spend in terms of managing the needs of the home and how to cut down on spending.The use of strategies by manager requires time planning for recruiting staff, as it takes time to arrange interviews and training, therefore planning time is important for the organisation as different aspects can be covered in a short period of time if planned correctly. An employer should create a way to encourage employee by providing learning aid and training to promote development (Armstrong and Baron, 1998). (v) Securing willing cooperation of employees through motivation, participation, griev­ance, handling, etc. Ensuring Integration 13. Policy formulation is the basic aims and objective of the Human Resource Management. (ii) Maintaining the dignity of personnel at the work place. ... businesses and managers are appreciating the crucial role that professional people managers play in the construction of a robust organisation. Published in Great Britain 1994. He must be … Human resource management is important for the following reasons: The HR department conducts series of tests and interviews before employing any individual for the organization. (ii) Making effective use of effectively the available human resources that are available. The focus is directed instead to utilizing it to the maximum. iii. It helps in maintaining human dignity in the following ways: i. (vi) Increase productivity and profitability. Importance of Management. They deal with the feelings and attitudes of employees in conjunction with the principles and policies of organisations ensuring an overall in­crease in the goodwill or the image of the organisation. To strengthen and appreciate the human assets continuously by providing training and development programs. Such a company is able to turn out superior performance consistently. Reduced Discontent 11. Copyright 10. 2. The top management along with the team of employees should participative take the initiative for HRM, formulate necessary plans and strategies and create an empowering climate in the organization and support for its implementation. The importance of human resource management can be discussed from three standpoints, viz., social, professional and individual enterprise. This definition reveals that personnel management deals with planning, organising, directing and controlling the personnel functions so as to help the top management in attaining the objectives of individuals, organisations and society. (c) Development of knowledge of employees and research activities relating to human resource. HRM attracts the best quality people to join the organization and retains the achievers, performers by offering excellent pay packages, perquisites, challenging jobs, higher responsibilities, effective career planning and development. (iv) Utilising the capabilities of human resource and matching rewards for contributions made by the workers. Additional outcomes include recruitment plans, position postings, advertisements, and performance development planning within an organisation’s performance management system (management concepts, 2014).Job Description entails roles, responsibilities, duties, reporting and structuring and Job Specification are skills, experience, qualification, salary, full time or part time. Human resource management in its simplest meaning is the management of human resources. To secure the integration of individual or groups within the organization by co­ordination of the individual and group goals with those of the organization. (c) This eliminates the wastage of human resources through conservation of physical and mental health. Companies that pay and treat people well always race ahead of others and deliver excellent results. One of the disadvantages of these systems is their cost set up cost is very high. They must emphasise on advantages and disadvantages that will help  them meet their goals.Supervision can be seen when individuals assess their own personal effectiveness and line managers are closely involved in decision-making enabling them to have a clear target.Reflective is seen when a staff is able to reflect on its own thought; it the best way to develop the area that was not met. 2. HRM is more involved with the development of individual potential and capabilities rather than emphasizing on the development thrust from outside (that is provided by conventional routine training programme). (ii) Developing the necessary skill and right attitude among the employees through training, development, performance appraisal, etc. Whereas this civilisation has led to material prosperity of the world, it has not paid adequate attention to human values. Human resource management is that branch of management which is concerned with the recruitment, selection, development and the optimum use of the employees. (c) This helps in getting a good co-operation among the employees through proper motivation, participation etc. (v) It promotes loyalty and commitment through appropriate reward schemes. (iii) It promotes team work arid team spirit. This HRM plays an important role in developing the nation. Human resource management is that branch of management which is concerned with the recruitment, selection, development and the optimum use of the employees. It can help the organisation in accomplishing its goals by adopting the following measures: (i) Making right attitude among the employees through effective motivation. An effective HRM system can ensure reduced absenteeism, and turnover of employees. His/her personality, ambi­tions and aspirations, attitudes and perceptions affect his/her working because all personnel in the organisation are concerned about their status, roles, personal and family needs, security, and relations with their fellow workers. When a worker enters the factory, it is not only the two hands and a few heat units of energy that he/she carries with him/her but also a live personality throbbing with aspirations and anxieties. Human resource management ensures that every employee makes his maximum contribution to the achievement of business goals. c. It allows people to work with diligence and commitment. These dimensions establish a set of core competencies that distinguishes an organization from its competitors. The importance of human resource management lies in developing competencies (various skills) in employees. .. Assessing individual training and development is an event that provides a learning and practice in order to prepare the workforce to motivate to jobs that will benefit the employees and employers. Kolb, D, A., 1984. (vii) Change in the jobs and skills required for long-term manpower planning. While management gives due consideration towards the development of technical skills required for human factor to achieve higher production, it should not be forgotten that man possesses other attri­butes as well. At the enterprise level, good human resource practices help attract and retain the best people in the organization. These reasons are very critical and top level management cannot afford to ignore them. And in the ideas itself, gives definitive reasons and basis on the importance of strategic human resource management. Social Significance of HRM lies in the need satisfaction of the personnel in the organisation. HRM contributes to development of a nation in the following ways: i. (i) Maintaining a balance between the jobs available and the jobseekers, according to the qualifications and needs; (ii) Providing suitable and most productive employment, which might bring them psychological satisfaction; (iii) Making maximum utilization of the resource in an effective manner and paying the employee a reasonable compensation in proportion to the contribution made by him; (iv) Eliminating waste or improper use of human resource, through conservation of their normal energy and health; and. An organization’s success depends on three dimensions of employees viz. Human resource department has to collect detail information regarding personnel from all the departments making it a time consuming process. The competent employees are given fair chance of promotions. In other words, human resource management is concerned with the employees engaged at all levels of an organisation. Many scholars in the field of management studies have since come up with different definitions and ideas of strategic human resource management. To create and utilize an able and motivated workforce to accomplish the basic organizational goals. 8. (iii) Human resource management can help an organization in achieving its goals more efficiently and effectively. 9. Check your syntax! Provision of Opportunities for Career Advancement, 8. Our title is protected in UK law. Ensuring maximum opportunities for personal development of each and every employee. Winning the willing cooperation of employees through grievance handling, suggestion systems, motivational programmes and effective implementation of wellbeing measures. They feel that the management is meant for HR development. (d) The available human resources can be utilized effectively. It substantially contributes to professional growth in the following ways: i. (i) It improves employment opportunities. This is too simple a statement and fails to capture the essence of human resource management. This is done by taking the following steps: (i) Forming the dignity of the employees as a ‘human-being’. Effective use of human re­sources helps in exploitation of natural, physical and financial resources in a better way. By providing a healthy working environment it promotes team work in the employees. It is because of this that it is said that HRM belongs to all organisations. Thus, an HR manager has to be very dynamic and needs to be well-equipped in the field of subjects such as psychology, management, sociology, economics and philosophy besides possessing other relevant qualities. It speeds up the process of economic growth leading to higher standards of living & employment opportunities. The second approach elaborates this further by stating that HRM is distinct to previous forms of personnel administration in … HRM promotes the quality of working life of the employees through introduction / implementation of policies, procedures for satisfaction of physiological and psychological needs of the employees. Professional Level 3. HRM helps the corporate enterprises to accomplish the following: i. With the help of HRM the number of employees needed can be clearly specified but when some employees are removed then it may develop a fear in other employees. As the modern industrial structure is gradu­ally getting complex, human problems in industry are also assuming new forms. (Lectures in Class). The introduced policies and practices will be explained with respect to the organisation related to employment that will aim to maintain the well being of the employee and good relationship between the staff and the management. This has led to an increase in human resource management (HRM) jobs both in the UK and abroad. It includes collecting as much data as possible to put together a quality job description, which is the frequent outcome of the job analysis. In the area of handover, with good communication and cooperation, full details of all that happens in the shift must be discussed to the next person in charge to avoid risk to health. iv. With this practice, staff is able to gain new skill and knowledge that they can be applied in their day-to-day work.An observation is where note will be taken into what has happened to the tasks that were given, whether it is going on the right direction or according to plan, in the case where the plan has not achieved the goals, there should be a feedback to strengthen the standard practice in place in order to enable self reflection and open dialogue between employee and management. Training and development of employees to ensure their efficient performance and growth. The salary structure designed for organisation ensures not only the internal parity but at the same time maintains external parity with other competitive organisations as well. HRM has a great significance for society. Thus, the importance of HRM, which aims at seeking willing and effective cooperation of human factor towards the accomplishment of the objectives of an organisation, hardly needs any elaboration. They seek out those with higher qualifications with experience in the profession. Because of this feature of doing business, more and more organizations are strengthening their human resource management. Oxford University Press 2014; Overview: behavioural observation scale, Torrington .D. (iii) Tying willing cooperation of the employees for achieving goals of the enterprise and fulfilling their own social and other psychological needs of recognition, love, affection, belongingness, esteem and self-actualisation. 1. An effective human resource manage­ment program ensures successful procurement which results not only in the organisation’s acceptance of the person, but also in the person’s acceptance and satisfaction with the job and the com­pany. The importance of HRM is discussed below: Proper management of personnel’s enhances their dignity by satisfying their social needs. Employees express satisfaction over performance appraisal system. It is important to manage effective teams work in St Patrick’s Nursing home as staff members were often blamed for not communicating important messages to one another whilst on shift and also not handing over effectively at the end of their shift, and coming to work “just to do their shift and go home”.Building a team requires effort, knowledge, skills and it is an ongoing cyclical process. Account Disable 12. For the company to grow in leaps and bounds and attain the objectives of … To attain an effective utilization of human resources in the achievement of organiza­tional goals. Travers, A. W., 1998. The commitment of social work to critical reflection enables leaders and managers to 2. The HR department is responsible for maintaining harmonious relationship between the management and employees. 5. Social worker 1. Fostering effective methods of goal setting, communication and empowerment through responsibility builds employee ownership of the organization. (iv) By developing a requisite skills and correct attitude amongst the employees through the proper training of employee, development, performance appraisal and other schemes. In the last stage which is the performing, this is where the team in St Patrick’s home could put in place as they will need to use strategic awareness, because at this stage they know clearly what to do as to improve in the area of working performance. Edwin B. Flippo (1984) has defined human resource management in terms of personnel management. 7. It promotes team work and team spirit among employees. All these factors have been causing a change in the role of the HR manager during the recent past. Most of the forward-looking organizations are making efforts to develop distinctive competence through their human resources as these resources are the prime mover of physical and financial resources. These competencies are developed by human resource management. Human Resources (HR) is a field that has developed to promote strong teamwork between individuals, and maximize these strengths to add value and efficacy to an organization. The department is also responsible for taking disciplinary actions in case of any unacceptable behaviour. 11. When there is match between a position and the position holder, physical and financial resources are used efficiently because the position holder knows well how these resources may be utilized in the most efficient way. Motivation of workforce by providing financial and non-financial incentives and opportunity of promotion. It contributes to professional growth in the following ways: (a) This provides good opportunities to the employees to develop in the organization. Human resource management ensures that every employee makes his maximum contribution to the achievement of business goals. Managers should also emphasize on open communication and integration of goals of the organization with the needs and aspirations of the employees. Some of the modern writers on management have considered both the management and HR admin­istration as one and the same thing. Dynamic and growth-oriented organisation do require effective management of people in a fast-changing environment. According to Lawrence Appleby, “Management is the development of people, not the direction of things. It results in reduced number of voluntary as well as involuntary layoffs in the organisation by listening to the employee’s grievances and handling them at priority basis. He/she is a combination of perplexing forces. The organization should develop and nurture a culture in which prime importance is given on the harmonious boss-subordinate relations, teamwork, and collaboration among different groups of individuals including the customers of the organization. (ii) Utilizing human capabilities effectively and efficiently. To maintain high employees morale and sound human relations by sustaining and improving the various conditions and facilities. Human resources must, therefore, be dealt with as both a technical factor and a human being. Content Filtration 6. recruitment, selection and placement of personnel. It contributes to professional growth in the following ways: (a) Providing maximum opportunities for personal development of each employee. 1. Also, documentation was made effective as a means to remind staff of their responsibilities and to create awareness of the need to communicate effectively. The importance of human resource management is as follows: Various organizational positions, created in an organization through organizing process are filled by performing relevant human resource management functions. Scarce talents are put to best use. It is thus, through the combined efforts of people that economic and material resource are utilised for the achievement of organisational objectives. Plagiarism Prevention 5. Click here to ask a question about this article. There are wide differences in developing between countries with similar resources due to differences in the quality of their people. They can act as morale boosters. performance that can be monitored individual in the health and social care, can be managing team rate and performance of employees by meeting and improved target or goal that can meet in the area of team management, staff performance and individual care. (iv) Enhancing the employee’s working skill and capacity. Thus, through efficient and effective procurement, development, compensation, integration and maintenance of human resource in an organisation, an HR manager creates and retains an effective workforce which, in turn, creates services and goods. It is important as a group to lookout for things that could stop the members not to achieve their goals, for example, lack of clear goals can effect the team performance in the case where staff members fail to pass an important message to one another, this could cause problem in the case if an individual medication was changed during the shift and the staff was told to pass it on to the next person in charge, the ignorance to pass an important  message can put an individual health at risk.The interpersonal conflict and distrust can cause lack of trust, oppressiveness and communication and it can also slowdown day-to-day activities. Human resources are the source of developing competitive advantage because through these resources, other resources are put into operations. (iv) Utilising effectively the available human resources. These employees see HR staff as gatekeepers, people who hold little interest in employee concerns. In considering the factors when planning a recruitment of individual who works in the health care setting,the HR Director has to increase staff retention in order to reduce future training, and whether the organisations need an improvement in the future and also identify if staff needs training in health and social care setting (Reward,2014).The director has to focus on recruitment cost such as external and internal recruitment, time, experiences, numbers of employees, location, organisational structure, flexibility, quality and quantity of the job, the legislation, policies of the home, retention, roles and responsibilities. Employers and supervisors have to understand the responsibility and must ensure that the workforce provides equal opportunity for different races, genders and religion.The Equal Act 2010 is suitable for the health and social care settings which cover Equal Pay Act 1970, Sex Discrimination Act 1975, Race Relation Act 1976, Disability Discrimination Act 1995, Employment Equality (religion or belief) regulation 2003, Employment Equality (age) regulation 2006, Equality Act 2006, Equality Act (sexual orientation) regulation 2007.In the case where St Patrick’s nursing home have a low pay facility, equal pay act 1970 can be considered; this act is an effective legal framework for preventing discrimination against low pay. Specialized Knowledge - A profession must have a systematic body of knowledge that can be used for development of professionals. Human resource management performs a num­ber of management and operative functions. 3. According to Winstanley and Stuart-Smith (1996), HRM is an activity that looks to ‘people-interest’ in the organization, and is based on the four principles –. In health and social care setting, staff care about their clients and they still have to work home searching about illness or new information which they have come across or they phone their colleagues doing the same job communicating with them whether they knew this new information or they have heard about it. (ii) Giving the organisation suitable and the most productive employment, which might bring to them psychological satisfaction. In such an invigorating atmosphere, people can put their creative energies to best use. (v) Change in governments legislations related to workers and work places. Organisational Level. 10. (ii) Providing most productive employment from which socio-psychological satisfaction can be derived. An HR manager is the greatest friend of workers. Reflective account empowered me to reflect on how effective my job role means and how to meet up with the work expectations. To establish and maintain sound organizational structure and desirable working relationships among all the members of the organization. (i) It offers excellent growth opportunities to people who have the potential and attitude. Further, good HR practices result in the following: (i) Attract and retain best talent with less attrition. HRM helps the organization to know details of HR profile, excess / shortage of personnel, category / skill wise requirement, quality, strengths and weaknesses of people. To identify and satisfy individual and group needs by providing adequate and equitable wages, incentives, employee benefits and social security and measures for challenging work, prestige, recognition, security, status. Cummins, T, G., and Worley, C, G., 2003. 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