Management of resources

Organizations want to manage their resources as efficiently as possible.

It is necessary to have the whole process in a synchronized way.

When an organization wants to start a new establishment like a factory, they want to open a factory near the old establishment.

It saves them a lot on costs and resources.

An organization looking forward to acquiring a warehouse wants the warehouse to be near their showroom as it reduces the transportation cost and helps fulfill the demand quickly.

Availability of resources is another aspect in determining the purchase of raw material.

The organization needs to identify their requirement, as for the organization dependent upon technology, they need to have skillful labor.

Whereas the organizations depend upon more labor-driven, work needs to have unskillful personnel.

The organization needs to have the cost element in its mind as per the requirement. The cost of resources mainly changes with the change in availability and nature of the task.

Management of resources is the first and foremost responsibility of a manager. Managers make things done through these resources.

Human resource is one of the most quality resources a manager can have.

They try their best to align individual goals with the organizational goals to get the best out of their skills.

Managers are also keen to develop more and update their skills.

A competent manager knows how to utilize human, non-human resources to achieve these goals.

For managing all these things, managers need a process to handle these resources.

The human resource function helps the manager to provide that pathway.

 Information

Managers require information regarding employees to make decisions regarding employment.

An HR specialist provides services like information about market research and personal availability.

Consultancy

A happy employee is one of the assets of any organization.

Managers face problems will evaluating employees. These problems could be due to a lack of motivation, incentives, workload management, etc. Managers take advice from HR specialists to arrive at a resolution.

A specialist plays the role of a consultant to the manager.

To have a proper examination.

HR Specialists act as an examiner of the activities happening in the organization to ensure the proper functioning of the organization.

Specialists evaluate the whole process to give necessary feedback.

Operative Functions:

The operative function of human resource management is the amalgamation of many activities such as employment, development, compensation, and employees relation.

A few of the main components of operative functions are Job Analysis, Recruitment, and Selection.

Job Analysis

An organization can have the most skillful personnel with a ton of knowledge, but all this is not useful if they do not comprehend the requirements.

How to do the job analysis?

The process of job analysis is the preparation of:

Job description

Job specification

job requirements

Employee specification

Guides and Plans

Recruitment

Recruitment is the most significant step for any organization. They are hiring the future generation of the organization. The margin of ever should be close to zero.

Managers find different sources of applications. It could be newspapers, magazines, or other ways to announce that we are hiring.

The organization decides on a recruitment procedure on the lines of company goals.

Selection:

Selection is the process of identifying the appropriate candidate as per organizational goals.

Selection plays a significant role.

There is a whole process attached to it.

Selection Process:

Examination of application forms

Interview the applicants

Salary and Benefits of the Employees

Medical Examination

Informing the candidates about the result

Hire the selected candidate

Evaluation benefits

• It improves the overall functionality of the organization. It acts as a source of assessment.
• Improves the efficiency
• A better understanding of the project for future aspects.
• It is a feedback system to analyze the strengths and weaknesses of the project.
• Emphasis and increased knowledge
• help organizations implement changes.

Assessment 

Performance assesment is the process for the evaluation of the performance of an employee. It helps the organization to reward them for that performance.

An organization’s performance evaluation is dependent on the performance of individual employees. It is critical to evaluate the performance individually. The goals of the individual are dependent on the goals of the organization.

It is crucial to have a proper evaluation mechanism to have a proper assesment scheme in the organization.

Whenever an organization hires its employees, they have a set of objectives that they want its employees to perform. These objectives resonate with the goals of the organization.

• It helps to optimize employee performance 
• It helps to identify an area of development
• It helps in the decision-making process to evaluate employees for the reward.
•  It helps in setting up goals and objectives of individual employees per the goals and objectives of the organization.