The use of strategic human resource management in the management of knowledge can provide organisations with a significant competitive advantage. Strategic human resource management refers to the process of incorporating human resource management systems and processes into the strategic management of an organisation (Wright, Dunford, & Snell, 2001). It is through the use of such strategies that organisations can foster innovation and competitive advantage (Kazmi & Ahmad, 2001). However in order to harness the capabilities of organisational knowledge, it is necessary to strategically manage that knowledge. More »
Every organizations that run HRMS understand the fact that how crucial it can be for reforming human resource department functions. When the functioning of HRMS system had not started, managing human resources on a large scale was a complex task and was marked by inefficiency and a paper trace that made file cabinet manufacturers quite happy. International businesses often had no central HR management system because the sharing of information, employee records, banking and payroll were included only during first quarter tax assessment of the company. Moreover, some U.S. businesses which had many offices ran completely separate HR departments and reconciliation of company expenditures related personnel never came to a final result. Fortunately, HRMS have eliminated all these hassles of the past and has brought in new ways. More »
What is human resource management? It’s the social discipline of developing employees and personnel to create a value to the organization. Human resource management or HRMS includes: Performing job analysis, Planning personnel needs and recruitment, Selecting right people for the right job, Orientation and employee training, Management of wages and salaries, providing incentives and benefits, doing a performance appraisals, resolving disputes and communication with all employees at all levels. It is also called as personnel management. More »
