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Human Resource Management With Cases(1st Edition)
Authors:
Mr. Joseph Uzochukwu Ezenwa
Cover Type:Hardcover
Condition:Used
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Book details
ISBN: 8866435166, 979-8866435166
Book publisher: Independently published (November 4, 2023)
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Book Summary: The book entitled Human Resource Management with Cases is crucial for organizations and individuals.The author wrote the module in slides as a teaching document earlier and now decided to develop it into a book. He was engaged by Skills Outside School Foundation(SOSF) –an NGO as a resource person to teach the module for their Lagos Programme which did not hold eventually. He is presently one of their partners. He had in the past taught the module at different fora. The book is a must read. It covers not only human resource management but also strategic human resource management. Human Resource represents an organization’s workforce. It is one of the resources (assets) of an organization. Other resources include money, machinery, equipment, materials, time, space etc .Human resource is physical while human capital is not. Human capital is your company’s competences, knowledge and personality attributes embodied in the ability to perform work so as to produce economic value. Competences include skills , capabilities , abilities ,knowledge etc of employees. Organizations essentially plan for their human resources –Manpower(Human Resource) planning like other resources(assets). Human Resource Management(HR) is the management of human resources or the workforce of an organization. Organizations are now more than ever before laying emphasis on management of their human resources because they are their internal customers .HR is responsible for the attraction , selection , training , assessment and rewarding of employees while also overseeing organizational leadership and culture. It will also ensure that there is compliance with employment and labour laws. In circumstances where employees’ desire are legally authorized to hold a collective bargaining agreement, HR will essentially also serve as the organization’s primary liaison with the employees’ representatives(Usually a labour Union).Essentially, Human resource management(HRM) is defined as a strategic and coherent approach to the management of an organization’s most valued assets – the people working there who individually and collectively contribute to the achievement of its objectives(Armstrong,2006). Strategic HRM is the process that results in the formulation of HR strategies.Strategic Human Resource Management focuses on actions that differentiate the firm from its competitors (Purcell, 1999). We further dwelt on HR practices. Some of the key HR practices include recruitment ,selection, placement, retention, manpower(Human Resource) planning, promotion, demotion, transfer , job enrichment, job enlargement etc.We discussed understanding personnel policies. Drucker(1984) posits that ‘’the management must gear its policies and objectives in such a manner that the employees perform their work and do their assigned tasks. It connotes a consideration of human beings as a vital resource’’ According to New world Dictionary , policy is a principle, plan or course of action as pursued by an organization. We dwelt on training and development. In any organization training and development are included amongst the essential tools is enhanced and increased. According to Filippo(2000), training is the act of increasing the knowledge and skill of an employee for doing a particular job.We further discussed measuring standards. Performance standards are measurable through objective means and compared to jointly established goals whenever possibly. We dwelt on Management Styles. Some well known management styles are Management by Objective(MBO),Management by Exception , Total Quality Management , Six Sigma and Lean. To manage human and material resources effectively an organization can adopt a particular management style or a combination of them.Other things we discussed are employee motivation and performance management system amongst others.
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