http://www.grabi.org Grab Info on Tech Updates, Health, Web, How To Sun, 05 Feb 2012 04:17:33 +0000 en hourly 1 http://www.grabi.org/human-resource-accounting/ http://www.grabi.org/human-resource-accounting/#comments Tue, 25 Aug 2009 11:19:58 +0000 Grabi http://grabi.org/?p=48 For any organization we can say that employees are the most important assets. But they never considered in reflections of balance sheets of organization. Human assets may not be considered as own unlike physical assets. Therefore human resources were not considered amendable to financial reports. Human resource accounting may be referred to as a process of identifying measuring and communicating information about human assets in financial terms to aid human resource planning and control. Human resources always subject to improvement of quality and most of the organizations spend a lot of time, efforts and money to maintain that. They does this by means of training, development, performance appraisal, counseling, career planning and various employee benefits. The most human resource investments used to made based on faith, philosophy or compulsion earlier. But later cost conscious started spreading to human resource function too. Now human resource systems are changed and are also able to rate the performance of the employee. Changes in the human resource values indicate the changes in trends of employee turnover. Such changes prompt organization to relook at cost of hiring, pay and benefit programs and leadership styles. ]]> http://www.grabi.org/human-resource-accounting/feed/ 0 http://www.grabi.org/what-is-human-resource-management/ http://www.grabi.org/what-is-human-resource-management/#comments Mon, 27 Jul 2009 04:39:46 +0000 Grabi http://grabi.org/2009/07/26/what-is-human-resource-management/ Human resource management is concerned with the people dimension in management. Every organization is made up of people and thus acquiring their services, developing their skills, motivating them to high levels of performance, and ensuring that they continue to maintain their commitment to the organization are essential to achieving organizational objectives. This is applicable regardless of the type of organization-government, business, education, health, recreation, or social action. Hiring and retaining good people is vital to the success of every organization ,Whether profit or non profit, public or private. Those organizations that are able to acquire, develop, stimulate, and retain outstanding workers will be both effective and efficient. Those organizations which are ineffective or inefficient risk the hazards of stagnating or going out of business. Survival of an organization requires competent managers and workers coordinating their efforts towards a common goal. While successful coordination cannot guarantee success, organizations which are unsuccessful in getting such coordination from managers and workers will ultimately fail. To look at HRM more specifically, it is a process consisting of four functions-acquisition, development, motivation and maintenance-of human resources. These functions can be getting people, preparing them, activating them, and retaining them. The acquisition function begins with planning. Relative to human resource requirements, the organization needs to know where it is going and how it is going to get there. This includes the estimation of demands and supplies of labour. Acquisition also includes the recruitment, selection, and socialization of employees. The development function can be viewed along three dimensions. The first is employee training, which emphasizes skill development and the change in attitudes among workers. The second is management development, which concerns itself primarily with knowledge acquisition and the enhancement of an executive’s conceptual abilities. The third is career development , which is continual effort to match long term individual and organizational needs. The motivation function begins with the recognition that individuals are unique and that motivation techniques must reflect the needs of each individual. Within the motivation function, alienation, job satisfaction, performance appraisal, behavioral and structural techniques for stimulating worker performance, the importance of linking rewards to performance, compensation and benefits administration, and how to handle problem employees are reviewed. The final function is maintenance. In contrast to the motivation function, which attempts to stimulate performance, the maintenance function is concerned with providing those working conditions that employees believe are important in order to maintain their to the organization. Within the confines of the four functions- acquisition, development, motivation and maintenance-many changes have occurred over the years. What once was merely an activity to find a warm body to fill a vacancy has become a sophisticated process of finding , developing and retaining the best –qualified person for the job .But this metamorphosis did not occur overnight . It is the result of many changes in management thought, society, and the workers themselves. ]]> http://www.grabi.org/what-is-human-resource-management/feed/ 0