Human Resource (Employees) Is the Most Important Asset of an Organization.
Question : “Human Resource (employees) is the most important asset of an organization.”
Introduction
Traditionally, human resource focused mainly on administrative functions and process personnel management. However, due to technology advancement, administrative tasks have reduced. The role of human resource has shifted and seems to be taking up more responsibility in company strategic planning and development. This theory has been supported in the work of Noe et al (2010, p.719)
Durai (2010, p.109) stated, “Employees are the precious asset of an organization”. In view of this statement, human resource planning plays an important role to optimize the utilization of its asset in term of cost and productivity. Involvement with company’s strategic planning will allow human resource department to have a broader view of employees’ skill requirement and deployment. Ineffective planning will cause a hindrance to employee satisfactory and organization success.
In this paper, we will study how the theory of compensation management, job rotation, recognition and training will motivate employees. Correspondence to these theories, organization will gain in productivity and profit once the employees are appeased with the working environment.
Employee engagement with the organization
Employees’ talent and efforts have tangible effects on an organization’s productivity and stability. And such efforts are often been neglected and fail to satisfy employees’ needs. When employees’ efforts are not recognized, there will be a lack of commitment to the organization. Thus, employees will not be motivated and will be less creative.
Effectiveness of Compensation Management
In order to facilitate the achievement of an organization’s goals and key values, compensation management plays an important role in human resource management function. Employees should be managed properly and motivated by providing the best compensation system based on the job done and its result. A
Introduction
Traditionally, human resource focused mainly on administrative functions and process personnel management. However, due to technology advancement, administrative tasks have reduced. The role of human resource has shifted and seems to be taking up more responsibility in company strategic planning and development. This theory has been supported in the work of Noe et al (2010, p.719)
Durai (2010, p.109) stated, “Employees are the precious asset of an organization”. In view of this statement, human resource planning plays an important role to optimize the utilization of its asset in term of cost and productivity. Involvement with company’s strategic planning will allow human resource department to have a broader view of employees’ skill requirement and deployment. Ineffective planning will cause a hindrance to employee satisfactory and organization success.
In this paper, we will study how the theory of compensation management, job rotation, recognition and training will motivate employees. Correspondence to these theories, organization will gain in productivity and profit once the employees are appeased with the working environment.
Employee engagement with the organization
Employees’ talent and efforts have tangible effects on an organization’s productivity and stability. And such efforts are often been neglected and fail to satisfy employees’ needs. When employees’ efforts are not recognized, there will be a lack of commitment to the organization. Thus, employees will not be motivated and will be less creative.
Effectiveness of Compensation Management
In order to facilitate the achievement of an organization’s goals and key values, compensation management plays an important role in human resource management function. Employees should be managed properly and motivated by providing the best compensation system based on the job done and its result. A