Workforce Management

Workforce Management

Workforce Management

Human Resource Management

The human resource management (HRM) is a set of practices of management aimed at mobilizing and developing human resources for greater performance of the organization. This activity should aim to improve cross-communication, while upholding the organization of the company (The East-West Win-Win Business Experience 1999, 50). The human resource management can be divided arbitrarily into two main activities:

On one hand, the administration of human resources (payroll, labor law, employment contract etc).

And other human resource development (career management, competency management (GPEC), recruitment, training etc.

The management of human resources is finally co-head of production and quality management.

The process of human resource management encompasses all active members of the company that include general management and control tasks, employees with the negotiation of a contract and staff representatives (Welch 1999, 43).

Functions of Human Resource Management

The human resource management can manage many areas involved at all stages of "life" of employees:

recruitment

career management

training

payroll and compensation

evaluation of performance

conflict management

social relations and union

motivation and involvement of staff

communication

working conditions

administration staff

To develop the skills, the motivation, the information and the organization, it is possible to give adequate attention to certain management tools:

The recruitment --- In assessing the skills and motivation in the recruitment, we make sure to have adequate staff in number and qualification.

The training and coaching --- To improve the skill level of employees, but also to improve motivation (training can be a rewarding and it is often more rewarding to do work that we know how).

Positive motivation (reward: congratulation, premium, promotion, training) and negative (penalties: reprimand, reduction or elimination of a premium, demotion or dismissal). These incentives are intended to convey to the employee that his interest is to do the best job possible. Positive motivation and negative motivation have their effectiveness. The penalty can be demotivating for the individual. But we must put this fear, because it uses the principle of responsibility and exemplary. It also refers the individual to the group. The human resources management must also include in its administrative practice, the notion of group or team.

Communication and transparency --- It is essential that the employee has the information necessary to accomplish its task, and have a clear idea of evolution and goals of the company itself and its environment. Nowadays, the abundance of information has necessitated the establishment of systems of information management, systems such as knowledge management.

Planning and controlling the progress of tasks ---The optimization of the organization, that is to say, task scheduling and assignment to the best people available, improves the efficiency of execution.

The administration staff --- It is customary to say that good management of human resources is reflected first by a reliable administration staff. In this case, it is to secure its workforce by ensuring a strict pay salaries and bonuses, following the management of attendance and absences, overtime, planning vacations annual organizing replacements, ...