Human Resource Essay

1228 Words Nov 24th, 2011 5 Pages
Human Resource Management and virtual teams

Gary Becker: Concept of human capital, return on invests.
1,6% des salariés dans une Enterprise doivent se consacrer à l’investissement formation.
Ces dépenses obligatoires ne doivent pas être perçues comme du gaspillage mais comme de véritables investissement et normalement il y aura un « return on invest ». On obtient alors une hausse de la productivité ou une amélioration de la qualité de la production.
D’autres types de formation, la formation comportementale, pour un vendeur par exemple.
Formations managériales qui forment les cadres et détermine les moyens de manager des employés.
Pour toutes ces formations, on doit avoir un retour sur investissement qui correspondra à l’« added
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The HS SC helps to measure the effectiveness of HR activities.
Staffing: heaven is when a manager can hire his team. The best is when a manager can manage an existing team. Hell is when the manager is managed by his team.
Managing a team: Drawing an organizational chart, define the tasks, hire people, and train the existing people. The best is to understand the skills of one’s team members. Make an organizational chart to exploit these skills and get HR to try to help people to improve.
VMB: Behavior is what is shown at first; Motivation is what drives the behavior in any circumstance and values is what results of the motivation.

Defining recruitment and selection: recruitment is concerned with identifying and attracting suitable candidates, selection with choosing the most suitable. However, the two are independent and partly overlapping. In today’s business environment, recruiting and selecting the right people is very important. Successful RS represents considerable human and financial advantages for the company. All managers will to some extent be involved in RS. RS critical in successful change management.

Job market: Number of people in possession of the competences responding to the needs of the company.
Competence needs: quantity and quality of the competences which the company will need in the future.
Important: rank the criteria according to whether they are indispensable/important/desired.
The rarity of the profile in the job market has a

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