(1). Introduction
organizational effectiveness depends on having the right people in the right jobs at the right time to meet the changing needs regulatory quickly. The right people can get the performance of the role of human resources (HR) function. The following is an outline and explanation of how to assess the human resources functions of the organization by using the human resources activities in the architectural firm as an example. Human Resources Management (HRM), as defined by Bratton, J. & Gold, J. (03), is
"a strategic approach to the management of labor relations which emphasizes that take advantage of people's capabilities is critical to achieve sustainable competitive advantage, and this is achieved through a distinctive set of employment and integrated programs and practices policies. "
According to this definition, we can see that human resources management should not just deal with hiring, pay, and discharge, but also should make the most of human resources of the Organization in a more strategic level of benefit. To describe what HRM is not in the organization, Ulrich, D. & Brocklebank, W. (05) identified some of the roles of human resources management such as call employees, human capital developer, functional expert, strategic partner and leader of human resources, etc.
an important aspect of the commercial focus of the organization and the trend towards achieving high levels of efficiency and competitiveness will depend heavily on human resource management practices to contribute effectively towards the profitability and quality, and other targets in line with the mission and vision of the company.
recruitment, training, compensation and performance management are fundamentally important tools in human resources that make up the Organization's role in meeting the needs of its stakeholders practices. Interest of the Organization of the owners and comprises mainly of shareholders who want to earn on their investments, customers who met the wants and desires of the products or services of high quality, and employees who want their jobs in the organization to be interesting with reasonable compensation and the system of reward and finally the society in which you want the company to contribute to and participate in the activities and projects related to environmental issues. You must abide by the rules and procedures of the common human resources management by the organization that make up the basic guidelines in their practices. You must create teamwork between lower levels of staff, management and maintenance to help at different angles that will deem necessary to eliminate communication breakdowns and promote better relations between the workers. Management must emphasize good corporate culture for staff development and create a positive and favorable working environment
performance assessment (PA) is one of the important elements in a rational process The methodology for the management of human resources. Information obtained through the performance evaluation and provide the foundations for the selection and hiring of new employees, and training and development of existing staff, and to stimulate and maintain a high-quality work force by adequately and properly reward their performance. Without reliable performance evaluation system, and human resources management system collapse, resulting in a total waste of human origins worthless company.
There are two main goals of performance evaluation: evaluation and development. The purpose of this evaluation is intended to make people aware of the performance of professional standing. Often performance data collected to reward high performance and penalize poor performance used. The purpose of this development, and aims to identify problems in the performance of the staff and the task assigned. The use of performance data collected to provide the necessary training or professional development skills.
2. Affirmative action has helped many minority members in the creation of equal opportunities in education and employment. Who can object to help these minorities, who have suffered years of discrimination in access to equal opportunities they deserve? The problem is, affirmative action promotes racial preferences and quotas that cause mixed feelings. One-time supporters of affirmative action are now calling the "reverse discrimination." If we want a stronger support for affirmative action, we need to get rid of preferential treatment.
backbone of affirmative action began with the ratification of the Thirteenth Amendment. The abolition of slavery and any amendment of forced labor, showed there was a call for equal opportunities for all citizens of South Africa.
a comprehensive strategy for human resources play a vital role in achieving the overall strategic goals of the institution and shows clearly that the human resources function fully understands and supports the direction that moves the organization. A comprehensive human resources strategy also support other strategic objectives defined by the marketing, financial, operational and technology departments.
In essence, should the human resources strategy aims to capture the "people element" of what the organization hopes to achieve in the medium and long term, and ensure that: -
You will have the right people in place
it will have the right mix of skills
Q staff display the correct attitudes and behaviors, and
Q is staff development in the right way.
If, as is sometimes the case, has developed strategies and plans of the organization without any contribution of human resources, and justification for the human resources strategy may be more about the teasing of the factors people implied that are inherent in the plans, rather than just outright them to summarize "the people" content.
human resources strategy will add value to the organization if:
Q speaks more clearly some of the common threads that underlie the achievement of plans and other strategies, which have not been identified fully before; and
o determine the basic fundamental issues that must be addressed by any organization or work if people can be motivated and committed to working effectively.
The first of these areas will involve a careful study of existing or develop plans and strategies to identify and draw attention to issues of common effects, that are not explicit before.
must be a second area on the identification of any of these plans and strategies indispensable that there must be clear plans to address them before the organization can achieve any of its objectives. It is likely to include:
planning issues Q workforce
Q succession planning
o skills of the workforce plans
Q equality plans in employment
Q black economic empowerment initiatives
o fair treatment issues
levels Q wage aims to recruit motivated and Walahtvaz out and motivate people
Q coordinate the approach to pay and grading throughout the organization to create consensus and claims of possible wage asymmetrical
organic farming grades and wage system, which is the exhibition and give appropriate shareholder reward
Q broader employment issues that affect the recruitment and retention of staff, motivation etc.
the framework of performance management steady organic farming that have been designed to meet the needs of all segments of the Organization, including its people
o professional development that looks at the development within the organization in the frameworks provide employees with "work" so that they can deal with the frequent changes increasingly in work patterns and employment
o the necessary policies and frameworks to ensure that addresses the development of people systematically issues: competency frameworks and self-managed learning etc.
The human resources strategy will need to show that careful planning issues will facilitate people to a large extent for the organization to achieve wider strategic and operational objectives.
In addition, the human resources strategy can add value by ensuring that, in all other plans, the organization bear in mind and plans to make changes in the wider environment, which are likely to have a significant impact on the organization, such as:
changes Q in the general labor market - demographic levels or reward
Q cultural changes that will affect their work patterns in the future
o changes in employee relations climate
o changes in the surrounding legal framework
o human resources and work practice being developed in other organizations, such as the new flexible working practices.
find the right opportunity to make a case for the development of the human resources strategy it is critical to ensure that there will be support for this initiative, which will be recognized as the initial value by the organization.
give a practical point of view of the strong proposed strategy may help gain acceptance for the idea, such as the focus on the practice of good governance. It is also important to build "at an early time or quick wins" in any new strategy.
other opportunities may represent the perfect moment to encourage the development of human resources strategy: -
agriculture major organic new internal initiative that could provide the right opportunity to press for the facilities and human resources strategy, such as the restructuring process, the acquisition process companies, joint ventures or mergers practice.
oa new externally generated initiative could generate the right climate Similarly to the development of new human resources strategy - for example, the black economic empowerment initiatives.
o, in some cases, even negative news may provide "the right moment," for example, was the last work stoppage or employee dissatisfaction through climate study.
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