Human resources management had various meanings and definitions explain why?
470283
I believe that there are different meanings because of the various functions HR managers perform.  They're so many specialized areas that one can concentrate in, so HR can have different meanings.  For example payroll, hiring, dealing with benefits,and implementing training.
854310
human resources : the people who work for the company\nHuman resource department: ensure that there are enough people available to do the jobs. They also deal with training and record statistics, so that predictions can be made for staffing levels.  \n\nGOOD LUCK
926097
HR is related with making the human resource more productive.Therefore the aim of the org and the projects undertaken by the people have to be analyzed for the best results. New soft wares needed and smoother functioning of the org is focused for getting the optimum.
609649
HRM - human resource mgt - humans are not considered assets from an investor standpoint unless you are talking about intangibles. you might want to think about policies that would encourage employees to increase productivity which would then translate into more profitable revenues for the company. areas to look at would be processes that are inefficient, etc.
878822
Most HR managers haven't a clue what would make a good employee.  I would expect they view as essential qualities they are lacking in themselves - good customer focus, efficiency and a genuine desire to help people.
270006
Good companies have realized that its major assets are the competent human assets that it holds.\n\nA focussed and well defined HR Policy, covering from recruiting the right people, to training, development and reciprocating HR will ensure success for any company.\n\nWhat you have asked is a complete semester study program and is too vague to comment in such a short space but nevertheless, in a nut shell:\n\n1. Focussed, clear and objective job descriptions is a start.\n\n2. The advancement levels and pre-requisites for each job.\n\n3. Basic ingredients required by the successful candidate.\n\n4. Recruiting the right candidate.\n\n5. Providing adequate training and support.\n\n6. Provide opportunties for HR growth and polishing skills.\n\n7. A clear and healthy compensation plan.\n\n8. A clear and conducive serevence policy.\n\n9. A well-defined reward and accountability policy.\n\n10. Clearly understand, IT IS PEOPLE WHO MAKE COMPANIES BIG OR SMALL & IT IS PEOPLE WHO HELP COMPANIES ACHIEVE OBJECTIVES.\n\nThink of it this way: Your best friend is your body, if you look after it well, you can do what you want, if your body gives way then it is all a dream that remains. But for the body to function well, you should sharpen your mental skills, improve your health conditions, employ discipline etc.
670879
The role of a HR dept is critical to any business.  HR is more than just hiring people.  They are also responsible for keeping people by managing their payroll, training, compensation, benefits (lots of jobs here from administration to pension management), and the strategic direction of the company.  There are a lot of opportunities in HR as a career.  Talk to people, do some exploring and see if it is for you.  Good luck.
673957
It is generally used to refer to someone who appears on the outside (Velvet glove) to manage with a gentle manner. But on the inside (iron fist) they are truly a firm, perhaps even harsh, dictator.\n\nIn some instances, this can be a compliment. Sometimes it's desirable to find a manager who can really hold the line and be firm, but be a pretty nice guy about it.\n\nBut sometimes, it is used to describe hypocritical management/organizations that put on the good face, but then come down hard when things aren't done their way.
433947
scientific management theory is just a way to explain that there are many factors that can be traced back to a systematic process when discussing management styles.  Meaning that like training a dog to do a trick through positive re-inforcement...also Management can do the same.
1027538
The Human Resources Management (HRM) function includes a variety of activities, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. Usually small businesses (for-profit or nonprofit) have to carry out these activities themselves because they can't yet afford part- or full-time help. However, they should always ensure that employees have -- and are aware of -- personnel policies which conform to current regulations. These policies are often in the form of employee manuals, which all employees have.\n\nNote that some people distinguish a difference between between HRM (a major management activity) and HRD (Human Resource Development, a profession). Those people might include HRM in HRD, explaining that HRD includes the broader range of activities to develop personnel inside of organizations, including, eg, career development, training, organization development, etc.\n\nThere is a long-standing argument about where HR-related functions should be organized into large organizations, eg, "should HR be in the Organization Development department or the other way around?"\n\nThe HRM function and HRD profession have undergone tremendous change over the past 20-30 years. Many years ago, large organizations looked to the "Personnel Department," mostly to manage the paperwork around hiring and paying people. More recently, organizations consider the "HR Department" as playing a major role in staffing, training and helping to manage people so that people and the organization are performing at maximum capability in a highly fulfilling manner.\n\n(The publications, Field Guide to Leadership and Supervision for Business and Field Guide to Leadership and Supervision for Nonprofit Staff, include comprehensive guidelines about effectively managing human resources in organizations.)
14823
In the corporate world knowledge management is the organized collection of documents, procedures, policies, instructions, etc of "knowledge".\n\nFor example, in an Operations organization, the knowledge management may include documents related to how to troubleshoot various computer/server issues, documentation on how a certain feature or product works, escalations for different areas, etc.\n\nIt's basically a brain dump of everyone organized electronically. If someone who is a new hire who knows nothing about the organization looks through the documents...he/she should be able to understand how things work and what to do when things break.
1082662
HR in American business is like the Worker's Union in Communist Russia.\n\nThey are there to pretend to be on the employee's side, but are really there to control employees and punish them if they get out of line.
588305
Management can be loosely defined as the methodologies and myriad of systems used to "manage" or "control" a business, organisation or a project/task.\n\nThere are many differing styles and philosophies of management, some of which can be contradictory. For example, many businesses/companies use a traditional "hierarchical" style of management that focuses on managing the business "from the top down" without giving much power over decision-making and direction to employees lower in the company. There are other businesses/companies that take a more open or "democratic" approach to management that tends to value input from lower levels of the company and often incorporates such input when making important decisions about company direction or strategy. Creative businesses such as games developers or design companies often adopt the latter style of management.\n\nManagement covers a very wide range of issues/factors that are relevant in achieving "good" management and include areas such as Ethics & Leadership, Human Resource Management, Finance & Accounting, Marketing & Public and/or Internal Relations, Operations Management, etc.\n\nAs you can see, Accounting is just one part of Management and deals with the recording and reporting of financial data in relation to the business, organisation or project. Accounting is important because it is needed for tax purposes and for other legal obligations but also because it is through good accounting that the managers of an entity can see and understand where their business is currently at and where it might be headed. Accounting is one of the more "objective" methods of evaluating or analysing a business and its weak and strong points and depending on how good or bad the accounting is, can be an important factor (but certainly not the only factor) in the success or failure of a company or project.
1182382
Management is the function of planning , organising, staffing, leading and controlling of an organization resources. Resources mainly consists of Money , Man and Material and the last one is impotant being the part of resources. Material management bring s efficiency and effectiveness and thus is important in todays globalisation , It reduces your cost and increase ultimately your profit and having so meand prosperity in business.
190184
management is to make dicissions and administrate the work.\nadministrator arrange things, but never have absulute authority to take dicission.\nadministrator is lower rank than manager.and then come the supervisor.
25370
HR usually handles hiring, and all the paperwork associated with hiring, like health insurance and benefits. They also handle employee complaints, and paperwork when you quit or are fired.
632931
here are some for you...\n\n1) Staff challenges\n2) Compensation\n3) Staff development\n4) Turnover of staff\n5) Governance with respect to lawsuits\n\n1) managers will have people issues, someone won't want to do their job correctly or will want to do it there way?  How is a manager supposed to deal with that?  HR should be there to help coach a manager through this.\n\n2) Compensation is usually handled in HR.  Let's face it...if people aren't getting paid they aren't going to be too happy so HR needs to not only make sure they're getting paid, but that the pay is equitable among all employyes\n\n3) Staff development - Why do people work?  Most work to pay bills, but often they work to grow and learn new things.  Become better at what they do which leads to better pay down the road.  HR should help lay out a development plan for employees through performance reviews, training, etc.\n\n4) Turnover is something HR needs to deal with.  What this means is figuring out why people leave their jobs?  How do they keep this under control.  Maybe they need to talk with a manager is keeps losing their employees.\n\n5) Lawsuits are inevitably going to happen.  What happens when someone is let go and they decide it was due to "wrongful termination"?  They'll typically hire a lawyer to sue the company.  The companies HR department will typically have to deal with this while working with the internal Legal department.\n\nHTH...