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The management of Human Resources is not merely positioning the work force in such a way that every area of production which needs particular skill/s is filled up with people who have the necessary competence to do the job; it is also about establishing practices that enhance people and creating programs that will help the company attain its objectives, as well as expand and improve its business outcomes.

Included, therefore, within HR planning are the identification of the current and upcoming needs, and the formulation of commensurate strategies that will meet those needs.The need to enhance or train its work force is always called for in an organization. Some of the reasons for this are 1) training new workers to meet growth demand, 2) improving the skills of the present work force, and 3) retraining for new skills whenever a more modern technology is introduced in the company. Staffing activities certainly will always be affected by training activities.

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It will definitely cope with the adjustments that were created by enhancement programs of the organization such as the absence of the worker or the delays in work as a result of hands on training. Nevertheless, the view in mind is not the short term inconvenience that trainings are inflicting the company but the long term positive outcomes that will be ensured for the company (Sison, 1991).Another activity that considerably affects HR is the company’s compensation policy. Lessons were learned through years of battle and negotiations between labor unions and companies that adhered to paternalistic concept (i.e. “Papa employer knows what’s best”). At the end of these decades of struggle, at last, policies were forged to the advantages of both sides.

Today, there are several welfare programs which are otherwise known as “fringe benefits” catered to meet the demands of the work force. Actually, these benefits as most people realize, are not just to satisfy the demands of laborers. Benefits and compensation programs for employees are in turn yielding positive outcomes for organizations and companies. This explains the reason why there is/are in almost every company benefit programs. Compensation programs are seen as good and effective incentive to improve employees’ work quality.

They perform better and have a better working relationship with the management when there are benefit programs that meet their extra needs (Ibid).Reference:Sison, Perfecto. 1991 Personnel And Human Resources Management, Published by Rex Book Store, C.M. Recto Avenue, Manila Philippines.

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