Essays on HR Functions

HR and Information Technology (HRIS)

Introduction Business undertaking involves various pitfalls such as poor organizational traditions, the big squeeze, identity crisis, and organizational failure. These pitfalls continue to be inevitable in an organization until effective HR is adopted. Research has established that the creation of consistent and sustained competitive advantage is achievable through effective HR (Pouransari, Al-Karaghouli, & Dey, 2016). Human resources must be managed well for the success of an organization. Every individual working in an organization plays a contributory role in its management. Tarawneh (2012) argued that since human resources are needed in all aspects of business operations ranging from production to marketing, ...

The firm is medium-sized and it has over 600 employees.

The state of HR was not stable enough from start but it experienced expansion as the CEO of the firm wanted to build strong HR functions and organized department. The starting budget of the firm was $1.0 million and then it was increased to $1.40 million. Only twenty-five percent can be spent for the first quarter but the budget cannot be exceeded in 4th, 8th and 12th quarter. The related expenses such as hiring of employees, wages and benefits, trainings and HR program decisions are charged against the budget. There were 5 different job levels required to be staffed. ...

It is plausible to denote that sustainability is a cross-functional issue and can be defined as the balance of the social, environmental and economic for the short-term and long-term performance. Human resources (HR) is viewed by many outfits as primary factor in the ability of maintenance and sustenance of competitive advantage. Many empirical and theoretical frameworks focus on environmental sustainable goals, the functions and relationship of HR roles in sustainability has not been broadly studied.

Objectives of the study

It can be highlighted that the study intends to achieve the objectives as inscribed below: Research Questions The study will attempt to answer the ...

Internal and external Recruitment

Recruitment is the process of filling vacancies in an organization with candidates who satisfy the requirements of a job description. It is one of the most important functions of the Human Resource management. Recruitment consists mainly of two types (1) Internal Recruitment (2) External Recruitment Internal recruitment – Internal recruitment is the process of filling the vacancies from within the organization, through promotions or transfers. The HR managers are informed about the vacancy and they go through the personal portfolios of all potential candidates including their performance appraisal reports to short list candidates fulfilling the description. These candidates may be ...

The Human Resource function has undergone a massive change since its recognition as a separate function in organizations. Originally conceptualized as an area which dealt with selection, recruitment, promotions, retirements, and Wage and salary administration, it gradually added organizational behavior components like leadership, teamwork, motivation, performance etc. in its portfolio. With globalization of business operations, certain issues like diversity management, ethics and social responsibility were added into its framework. After the introduction of IT, the HR functions became more complex, though accessibility became easier with internet enabled platforms. With the demands of the function, HR professionals had to equip ...