Brief Notes on Human Resources Management HR

Dr.  S.  Maurer,  
MBA Professor

Success of businesses may dëpend on the capabilities of a good human resource management.  Recruiting good leaders that want to take advantage of the knowledge,  experience,  and thoughtfulness of talented employees is important.

The amount of paper the average worker must deal with is overwhelming.  Computerization seems to have made things even worse.  Here are some suggestions for better document management.  

As the study indicates,  the benefits for Feds’ wallets are staggering, said Stephen W.T.  O’Keeffe,  executive director,  Telework Exchange.  Teleworking just three days a week translates to a 60% reduction in commuting costs - saving the average Federal employee nearly $6,000 annually.  In fact,  the Federal government telework deficit is equivalent to the gross domestic product of Jamaica.  To offset the amount of CO2 emissions Feds disperse in the environment by commuting,  we would need to plant 32 million trees a year.  Let’s get these people off the roadways



Selection is an immediate process that starts after recruitment,  where the qualified personnel can be chosen from applications; in short,  it is the process of choosing the most likely candidate from those individuals who can perform the project task successfully.

If you were promoted,  what type of educational training,  job-related experience or other abilities would your replacement need?

Humans are the workforce,  the workforce that activates other resources into existence of any project.  human workforces are neither a commodity nor a resource like mechanical tools; neither their potency can be defined nor it can be accurately measured by any material apparatus.  The potency of human workforces must be treasured as the capital,  and its creativity should be highly privileged.

Recruiting is the process of identifying the sources of potential employees and encouraging them to apply for the jobs.  The goal is to recruit enough qualified candidates so that the desired people are selected; in short,  the recruiting process is discovering potential candidates with the ability and attitude for actual or anticipated project vacancies.

Interviews are awkward for everyone,  and it is easy to over-empathize with a nervous candidate.  it is also common to throw softball questions at someone whom you like or who makes you feel comfortable.  You're better off asking everyone the same set of challenging questions   -   you might be surprised what they reveal.  Often a Nervous Nellie will spring to life when given the chance to solve a problem or elaborate on a past success.

You may want to subdivide these into short and long-term objectives or professional and personal objectives since most of us now juggle both.  Estimate time lines in order to establish priorities more effectively.

This study provides compelling evidence of the importance of workplace depression screening,  outreach,  and enhanced treatment.  it is in the interest of workers' health and the enterprise's bottom line to ensure depressed employees are effectively treated.

In the very narrow context of corporate human resources,  there is a contrasting pull to reflect and require workplace diversity that echoes the diversity of a global customer base.

You may also need to resist the urge to always do the things that come easy to you first.  You may need to practice a little self-discipline.  Some people don't take action out of fear of failure.  If this happens to you then do your best to visualize yourself successfully completing the task.  You need to believe in yourself and your abilities.

Contemplation.  Individuals in the contemplation stage acknowledge that they need to change,  and they are seriously considering change.  Movement to this stage is critical for change to occur.  

Too often we've seen Bachelor's degree required written on a job description,  and just as often a bachelor's degree is not necessary to do the job.  However,  three years' experience in the particular position may indeed be necessary.  Even then we suggest that the specification be listed as 3-5 years experience required.

Then I began to examine my own work with leaders.  Over the last 20 years I have worked with hundreds of leaders as a coach and advisor.  What did the best of those leaders all have in common? I find there is a pattern among the best of the leaders I have worked with.  Granted,  they all have a basic set of management skills like goal setting,  planning,  coaching,  teambuilding,  communication,  recognition,  decisiveness,  and giving feedback.  But the very best among them have more than that.  In my experience,  the best leaders have three qualities that separate them from all others.