英语论文网

vid Guest's (1989) proposed six key elements of dimensions of human resource management, those are:

HRM strategy

HRM practise

HRM outcomes

Behavioural outcomes

Performance outcomes

Financial outcomes

I think guest has given almost same idea as of Harvard model. Guest also has introduced the strategic behaviour of HR that addresses situational factors as well. HR practices are then same as HR polices because HR practices will govern rules and regulations based on certain criteria and polices corresponds to practice. Behavioural outcomes are the relationship between HR and workforce that leads to performance measurement and then financial outcomes that should be cost effective.

HR Planning and Development Approached
Planning in terms of HR is assessing future requirements to meet objectives, assurance of human resource availability to meet current and future needs and monitoring of system and amending as required. The ultimate goal of human resource planning is to determine the human resource required by the organisation to achieve its strategic goals (Michael, 2006:p365). Change in business trends, increasing adoption of information technology and diverse workforce demands are the key drivers that force organisations to learn and develop and, organisational growth is all about people working in that organisation learn and develop skills to achieve business objectives.

Skill shortage, informational technology, complex business strategies, market competition, globalization and diverse customer needs all put pressure on human resource manage to plan the development of skills and professionalism in people of an organisation in timely and cost effective fashion.

Human resource planning takes place within the context on organisation. Planning depends on forecasting future workforce requirement and implementing plans to satisfy those requirements. The planning approach is also affected by the degree to which it is possible to make precise future forecast. The organisation where future forecast is difficult because of business nature, organisations rely on ad hoc and short and short term measures to recruit and keep people.

Objective of human Resource Planning
The aim of human resource planning in any organisation depends largely in its environment but some typical aims might be:

Attract and retain the number of people required with the appropriate with appropriate skills, expertise and competencies

Anticipate the problems of potential deficiencies of workforce

Develop a well trained and flexible workforce, contributing the organisation's ability to adapt to an uncertain and changing environment.

Reduce the dependency on external recruitment by formulating retention and employee development skills

Improve the utilization of people by developing their skills and introducing more flexible systems of work.

Michael (2006, P527) defines human resource development as 'Concerned with the provision of learning, development and training opportunities in order to improve individual, team and organisational performance'.

Coaching and Counselling
Coaching and training of employees from top to bottom is a significant factor in any organisation's development. Coaching enhan