Human Resource Management, Purpose, and the Concepts involved Human Resource Management is a term that is used for the description of systems that are formal that are devised for the people’s management in an organization (Westley, 2015). Human resource manager has several responsibilities that are categorized into three major parts. The areas are; staffing process, compensation and benefits of an employee, and work of defining or designing. The primary purpose of Human Resource Management is to have a maximization of the production process regarding the output of an organization by having optimization of the employees' effectiveness (Cummings & Worley, 2014). The primary mission of human resources will always be reflected in the basis of
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The process of orienting an employee has two major significances. First, the objective is for the new worker to understand the policies of a company and have a learning of how their specific position fits into the picture that is big. The orientation of an employee has an involvement in the filling out of paperwork of that specific worker (Cummings & Worley, 2014). The objectives are to have a reduction of costs of start-up, anxiety reduction, employee turnover reduction, to have a saving of time for the coworkers and supervisor, and setting of attitudes and …show more content…
On the matter of improving the organization's performance management and culture, the senior management should override the situation that faces many employers of not getting most out of their workers. The senior management committee should consider itself in the process of having the right people, setting of expectations of employees, coaching employees, and having an ultimate dismissing of the performers that are poor or any employee that do not have a fitting into the position awarded in the organization. Dismissing of poor performers stand to be a negativity of the performance management, but the utility of it can never have a denial (Cummings & Worley, 2014). The process of effectively terminating employees that are poor sends a warning to other workers to meet the expectations or suffer a
The process of orienting an employee has two major significances. First, the objective is for the new worker to understand the policies of a company and have a learning of how their specific position fits into the picture that is big. The orientation of an employee has an involvement in the filling out of paperwork of that specific worker (Cummings & Worley, 2014). The objectives are to have a reduction of costs of start-up, anxiety reduction, employee turnover reduction, to have a saving of time for the coworkers and supervisor, and setting of attitudes and …show more content…
On the matter of improving the organization's performance management and culture, the senior management should override the situation that faces many employers of not getting most out of their workers. The senior management committee should consider itself in the process of having the right people, setting of expectations of employees, coaching employees, and having an ultimate dismissing of the performers that are poor or any employee that do not have a fitting into the position awarded in the organization. Dismissing of poor performers stand to be a negativity of the performance management, but the utility of it can never have a denial (Cummings & Worley, 2014). The process of effectively terminating employees that are poor sends a warning to other workers to meet the expectations or suffer a