In short hrm is the management of employees from

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to maintain their commitment toward the organization. In short, HRM is the management of employees from recruitment to retirement. 4.2 Key Roles and Responsibilities of Human Resource Function: According toBhattacharyya (2017), there are some main kind of key roles and responsibilities of HR function: Recruitment and selection: is the process of hiring the best and most qualified candidate for a job opening, in a timely and cost-effective manner. It can also be defined as the “process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization” Training and Development: is the attempt to improve the employer s performance by motivating their ability through educating their knowledge about the subject. Compensation and Benefits refers to the compensation/salary and other monetary and non-monetary benefits passed on by a firm to its employees. It helps employees try their best at workplace to reach the highest benefits in their ability. Policy & Procedure Management: make sure the equality, safety, and consistency in the workplace. Forecasting Workforce Requirements: is the process of estimating the future quantity and quality of people required. The basis of the forecast must be the annual budget and long- term corporate plan, translated into activity levels for each function and department.
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4.3 The ‘Best Fit’ approach vs ‘Best Practice’: Almost HRM department in company will set the management decisions and actions determine the long-term performance of a company. Especially, most organizations use the „Best Practice is not enough to reach to the target, so also the „Best Fit policies. The „Best Practice policies aim the employees to the international standard; whereas, „Best Fit refers to policies that an organization chooses to manage its company because historic factors, culture, and industry trends (Mondy & Martocchio, 2016). An example of „Best Practice : If employees achieve the target from the owner, their salary will be increased An example of „Best Fit : In Vietnam, a lot of companies want their candidate got a Bachelor 4.4 Hard and Soft models of HRM In real businesses, an HR department or manager would be likely to adopt elements of both soft and hard HR, and in many cases would not be interested in the slightest in the distinction. Hard model treats employees simply as a resource of the business (like machinery & buildings). Whereas, in soft model, employees play an important role in the business and they are treated like source of competitive advantage. An example of hard model: In teamwork, employees must work under the boss controls An example of soft model: In teamwork, employees can share their ideas 4.5 Workforce plan(WFP): In almost organization, workforce planning is the process which HRM want to practice and implement in the future. Base on the WFP, owner can easier to develop and invest on HR department to reach the organization target. However, the principle of workforce planning is to
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“put the right people in the right place, at the right time to accomplish the mission of the agency” (Wu and Issa, 2014 , p. ? ).
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