Hrm Behavior

    HRM activities

HR management is the central of the organization and contributing in to success their objects, it is the Key to enhancing organizational performance and ensuring that human resources activities support organizational efforts focusing on productivity, the service, and quality.

In addition HR is controlling and monitoring the Productivity which its measured by the amount of output per employee, so continuous improvement of productivity has become even more important as global competition is always increasing, therefore the productivity of the human resources in an organization is affected significantly by management efforts, programs, and systems, which it should be professional and solid.

HR is take caring of quality of products and services delivered significantly affects organizational success over the long term, If an organization gains a reputation for providing poor-quality products and services, it reduces its organizational growth and performance, so an emphasis on quality requires continuous changes aimed at improving work processes, and  that need to open the doors for re-engineering the organization work done by people, also customer value received and satisfaction become the bases for judging success, along with more traditional HR measures of performance and efficiency.

The HR activities for which a brief overview follows are:

HR Planning and Analysis

HR planning and analysis activities have several facets, through HR planning, managers attempt to anticipate forces that will influence the future supply of and demand for employees, therefore having adequate human resource information systems (HRIS) to provide accurate and timely information for HR planning is crucial.

Equal Employment Opportunity

approving the equal employment opportunity (EEO) laws and regulations affects all other HR activities and is integral to HR management, for instance, strategic HR plans must ensure sufficient availability of a diversity of individuals to meet affirmative action requirements, In addition, when recruiting, selecting, and training individuals, all managers must be aware of EEO requirements.

Staffing

The aim of staffing is to provide an adequate supply of qualified individuals to fill the jobs in an organization, so by studying what workers do, job analysis is the foundation for the staffing function, therefore, the job descriptions and job specifications can be prepared to recruit applicants for job openings, which it will support the selection process which it is concerning with choosing the most qualified individuals to fill jobs in the organization.

HR Development

orientation is the right beginning for the new employees, HR training and development also includes job-skill training, as jobs evolve and change, which ongoing training is necessary to accommodate technological changes, so they should encouraging development of all employees, including supervisors and managers, is essential to prepare organizations for any future challenges, on addition, career planning identifies paths and activities for individual employees as they develop within the organization, so the evaluation of how employees performing their jobs is the focus of performance management.

Compensation and Benefits

Compensation rewards people for performing organizational work through pay, incentives, and benefits ,so employers must develop and refine their basic wage and salary systems, also incentive programs such as gainsharing and productivity rewards are growing in usage, so the rapid increase in the costs of benefits, especially health-care benefits, will continue to be a major issue, and these two  important points that need to focus on from the HR and delivering it to the managers, take care of their health issues and giving employees what they deserve base on their qualifications and rewarding them depend on their innovation and creativity is supporting them to work harder and then increasing the organizational performance.