One of the advantages of HR in an organization is the assistance it provides in recruiting staff and in training employee.

The
HR department is mostly responsible to develop the systematic plan according to which they hire the staff, depending on the
financial of the organization and helping organization to build a professional work team. ii. HR system implements series of
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strategies in employment appointing which includes OFtraining
allocated CONTENT
sessions for employee develop test plans for employee,
to manage and analyze employee interviews and to create internship opportunities. iii. HR provides consultancy. HR is a
medium which provide all the consulting thatTABLE
an employee OFneedsCONTENTS
and also answer general queries. HR is very effective in an
organization to settle down any managerial disagreement or employee problem in a professional and proficient manner.

NO TITLE PAGES
1 Table of content 1

2 introduction 2

3 TABLE
Define human resource’s OF CONTENTS 3

4 Organization can gain a sustainable competitive advantages 4

5 Equal opportunity,affirmative action and diversity 5

6 HR management and management process 6

7 Importance for company today 7

8 Interview and HR manager 8

9 10 example showing how you did use human resource’s 9

10 conclusion 10

11 references 11
 INTRODUCTION

Human resource management will place our student at the forefront in understanding
how organizations can gain sustainable competitive advantage through people. The role of
HR managers is no longer limited to service functions such as recruiting and selecting
employees. Today, HR manager assume an active role in the strategic planning and decision
making at their organizations. Meeting challenges head –on and using human resource
effectively are critical to the success of any work organization.

In the first chapter, we begin by explaining the key challenges to HRM in developing the
flexible and skilled workforce needed to compete effectively. Side by side with the competitive
challenges, HRM must also address important employee concerns such as managing a
diverse workforce, recognizing employee rights, and adjusting to new work attitudes. The
chapter also discusses the important partnership with line managers and the competencies
required of HR management. Then we continue with the introduction, explanation, and
discussion of the individual practices and policies that make up HRM.

Although we focus on the HR role of managers, we do not exclude the impact and
importance of the HR department’s strategic role in developing, coordinating, and enforcing
policies and procedures relating to HR functions. Human resource management provides a
functional and practical understanding of HR programs to enable our students to see how HR
affects all employees, the organization, the community, and the larger society.

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 1. Define the term “human resources management”.

Human resources is a term used to describe the individuals who comprise the
workforce of an organization, although it is also applied in labor economics to, for example,
business sectors or even whole nations. Human resources is also the name of the function
within an organization charged with the overall responsibility for implementing strategies and
policies relating to the management of individuals (i.e the human resources). This function
title is often abbreviated to the initials.

2. Explain how organization can again a sustainable competitive advantage

through HRM.

Since the 90s of the 20th century, human resources are important resources of
competitive advantage continue to be widely accepted view. Enterprises to participate in
global competition increasingly depends on the ability of staff capabilities. Porter believes that
human resources can help organizations gain competitive advantage , or by reducing costs or
by making diversity of products or services, or both. must be from a strategic point of view the
management of human resources, human resources to be able to produce competitive
advantage.
The 21st century is the era of knowledge economy, knowledge is the basis of the
economy, competitive advantage, as a knowledge carrier to obtain a competitive advantage
are the most favorable resources. For business, knowledge management,Innovation and
knowledge for promoting enterprises to improve productivity, enhance and create a source of
sustainable competitive advantage. And as knowledge and skills "bearers" of human
resources, on behalf of the company have the expertise, skills and abilities of the sum of the
enterprise to create exclusive monopoly of knowledge and technical advantages of the
foundation. Strategy Human resources management is the strategic value of human
enterprises attach great importance to the values of human resources under the guidance. for
enterprises to win competitive advantage of human resources, and ultimately translate into a
competitive advantage of human resources management.

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 3. Explain the concept of equal employment opportunity, affirmative action
and diversity.

 Equal employment opportunity

Equal employment opportunity (EEO) refers to the fair and non biased treatment of
individuals in all aspect of employment regardless of age, gender, color, national origin and
race. This means practicing workplace rules, policies, practices and behaviors that do not
discriminate people.
• recruitment, selection and promotion,practices which are open, competitive and based
on merit.
• Merit assessed by clearly defined, job-related criteria ensures that the best applicant is
selected for the job

 Affirmative action

Affirmative action aims at eliminating the current effects of past discrimination by

hiring and promoting the minority group

Steps taken by employers are:

• Issue a written EEO policy and a statement indicating the employer’s commitment to
affirmative action
• Appoint a top official to direct and implement the program
 Diversity

Diversity management focuses on managing the difference within an organization’s

workforce, capitalizing on the benefits of diversity and minimizing on workplace challenges.

• Provide Strong Leadership

• Assess the Situation
• Provide Diversity Training and Education to Employees
• Change Culture and Management Systems.
• Evaluate the Diversity Management Program
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Section A

1) Explain what HR management is and how it relates to the management

process

There are five basic functions that all managers perform: planning, organizing, staffing,
leading, and controlling. HR management involves the policies and practices needed to carry
out the staffing (or people) function of management. HR management helps the management
process avoid mistakes and to get results.
Planning: Define goals, establish strategies and develop plans to implement the strategies
and achieve the goals

Organizing: Determine the tasks, who does them, how they are done, and responsibilities for
decisions and follow-up

Leading: Motivate employees, direct the activities of others, select the most effective
communication channels, or resolve conflicts among group members

Controlling: Monitor and compare performance with goals and address performance
shortfalls.

HR management

Human Resource management is all about the people needs of the business and the
personal needs of the employees. To object is to place the people with the necessary
qualifications and abilities in the appropriate positions within the organization to maximize
their usefulness to the enterprise while also considering the employees needs and their
career path.

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 2) Why is it important for companies today to make their human resources
into a competitive advantage?explain how HR can contribute to doing this.

Building and maintaining a competitive advantage is what allows a company to be

successful, and to remain profitable and in business. HR can make a critical contribution to
the competitive advantage of a company by building the organizational climate and structure
that allows the company to tap its special skills or core competencies and rapidly respond to
customers' needs and competitors' moves.

One of the advantages of HR in an organization is the assistance it provides in

recruiting staff and in training employee. The HR department is mostly responsible to develop
the systematic plan according to which they hire the staff, depending on the financial of the
organization and helping organization to build a professional work team.HR system
implements series of strategies in employment appointing which includes allocated training
sessions for employee develop test plans for employee, to manage and analyze employee
interviews and to create internship opportunities.

HR provides consultancy. HR is a medium which provide all the consulting that an

employee needs and also answer general queries. HR is very effective in an organization to
settle down any managerial disagreement or employee problem in a professional and
proficient manner. On more advantage of HR is that these departments actively participate in
business and marketing decision. The HR system comprises of highly dedicated
professionals who have the ability to develop new plan and implement marketing strategies
that would bring more business and capital to the organization.

HR also deals with the long-term management of the business. This department
evaluates the future scope of the business and devises strategies which would be profitable
to the organization in the longer run and bring in stability to the business and provide it an
established medium to stand on in the future.

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Section B

1) working individually, interview an HR manager. Based on that interview,

write a short presentation regarding HR's role today in building a more
competitive organization.

HRM professionals or departments can create real value within their respective
organizations when they focus on developing the competencies and positive values of their
employees. These are but fundamentals in building a competitive human resource –there is
more.

Competitive human performance, not machine and systems performance as some

would suggest, is the core of business performance. When organizations are able to harness
effectively the talent, energy, and motivation of their employees, they will have an ideal
competitive business edge. The competencies of these people, when sharpened and
harnessed to their full potential, will greatly enhance the overall value and competitiveness of
the organization. Thus, there lies the real value contribution of the HRM professional –building
the framework and environment for continuous competency development.

Staff managers assist and advise line managers in accomplishing these basic goals.
They do, however, need to work in partnership with each other to be successful. Some
examples of the HR responsibilities of staff managers include assistance in hiring, training,
evaluating, rewarding, counseling, promoting, and firing of employees, and the administering
of various benefits programs.

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 2) Based on your personal experiences,list 10 examples showing how you
did use human resources management techniques at work or school.

HR management concepts and techniques can help all managers to ensure that they
get results--through others. These concepts and techniques also help you to avoid common
personnel mistakes such as: hiring the wrong person; experiencing high turnover; finding your
people not doing their best; wasting time with useless interviews; having your company taken
to court because of discriminatory actions; having your company cited under federal
occupational safety laws for unsafe practices; have some employees think their salaries are
unfair and inequitable relative to others in the organization; allow a lack of training to
undermine your department’s effectiveness, and commit any unfair labor practices.

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 CONCLUSION

This chapter briefly outline the introduction about HR and the problems faced by
research organizations for recruitment new staff. The specific objectives and scope of the
project are well defined in this chapter. The chapter ends by concluding the targeted users for
the project and project schedule or framework. This research is direct application of system
dynamics into the HRM issue of recruiting researchers in research organizations. The System
Dynamics model is developed to analyze the supply and demand scenario of HR in research
organizations. The model result will be compared with the actual values and validate the
efficacy and relevance of simulation model to represent the reality. The future scenario an
employment researchers based on project will be generated while running the simulation.
This simulation modelling can help in formulating research strategies by designing various
policies or assumptions and analyzing long-term effects.

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 REFERENCE

• Http://Wikipedia/wiki/Human_resources

• Human resources management book by Maimunah Aminuddin

• www.exploreHR.org

• HR power point slide

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