Chartered Institute of Personnel and Development

(www.cipd.co.uk)

Mission statement:
To advance continuously the management and development of people to the benefit of individuals, employers and the community at large. To be the professional body for those specializing in advancing the management and the development of people, recognized as the leading authority and influence in this field.

Definition of Human Resource Management/ Personnel Management:

Personnel management can be defined as obtaining, using and maintaining a satisfied workforce. This incorporates the planning, organizing, compensation, integration and maintenance of people for the purpose of shaping thinking, leading practice and building capability within the profession in organization.

Why are people seen as important to the success of business?

CIPD places significant importance on people management as FLM (front line management) and employee attitudes such as commitment, motivation and job satisfaction are closely related. Organizational success is dependent on having the right mix of HR policies in place which includes recruiting people with the right ability, motivating them and providing them with the opportunities to use their skills in well-designed jobs. An organization will embrace its expected success as a result of the perfect execution of HR managers and employees roles. Tasks like managing operational costs, providing technical expertise, planning work allocation, monitoring work process, checking quality, dealing with customer/clients and measuring operational management are required to be done properly by HR professionals to achieve the organizational goal.

What kinds of activity are seen as part of HRM?

This company CIPD undertakes following professional activities regarding the practice of HRM in the organization

 Strategy insights and solutions:

understanding the external context in which the organization operates the levers that drive change change on the horizon and their potential impact on the business Promoting the leadership team to define a response.

Leading and managing the human resource functions: HR capability building HR team activity planning and execution HR Organization design:

job design structure design

Organization development:

culture development Organization change.

Resourcing and talent planning:

resourcing planning and activities; succession planning induction Redundancy execution.

Learning and talent development: learning and development activity coaching career development proposition and execution Performance and reward:

ex-patriation management performance culture Systems and processes.

Employee engagement:

employer brand employer satisfaction values Culture definition.

Employee relations:

trade union grievance and disciplinary health and safety

Service delivery and information: Ensures the delivery of HR Service Proper management of human resource data.

Society for Human Resource Management

(www.shrm.org)

Mission Statement:
SHRM is the global HR professional organization that exists to: Build and sustain partnerships with human resource professionals, media, governments, non-governmental organizations, businesses and academic institutions to address people management challenges that influence the effectiveness and sustainability of their organizations and communities. Provide a community for human resource professionals, media, governments, nongovernmental organizations, businesses and academic institutions to share expertise and create innovative solutions on people management issues. Proactively provide thought leadership, education and research to human resource professionals, media, governments, non-governmental organizations, businesses and academic institutions. Serve as an advocate to ensure that policy makers, law makers and regulators are aware of key people concerns facing organizations and the human resource profession.

Definition of Human Resource Management/Personnel Management

The formal structure within an organization responsible for all the decisions, strategies, factors, principles, operations, practices, functions, activities and methods related to the management of people.

Why are people seen as important to the success of business?

People are seen as important resources because they are the ones who support all business activities both currently and in the future. If an organization has all the raw material and

equipments and all required supplies for a particular business, but no human resource, the business will fall before it can even start. There will be no one to implement the strategies and achieve the goals. It is the people who physically and mentally work, implement the strategies, reach the goals and make the business successful.

What kinds of activity are seen as part of HRM?

The kinds of activities seen as part of HRM are Staffing management, labor relations, employee relations, compensation, benefits, safety and security, organizational and employee development, ethics and sustainability, consulting, business leadership. Staffing management includes important aspects like identifying, recruiting, retaining employees, developing, implementing and evaluating programs, also focuses on career, communication, legal and regulatory issues, etc. Compensation planning is important because it is what employers use to attract, recognize and retain employees. It includes designing and administering compensation system including base pay, differential and incentive pay and overtime. Employee relations includes process of developing, implementing, administering and analysing employer-employee relationship, performing ongoing evaluation, managing employee performance and many other. Ethics and sustainability deals with organizational and personal values and their expression in business decision making and behaviour. It emphasizes organizational code of ethics and relevant legal requirements.

Japanese Society for Human Resource Management

(www.jshrm.org)

Mission Statement:
The establishment of professionalism in HRM in Japan

Definition of Human Resource Management/ Personnel Management:

Human Recourse Management is defined as management of people within the company and they are considered as an essential partner in developing and executing organizational strategy.

Why are people seen as important to the success of business?

People are seen important to the success of the business because they are the ones who can actually understand about all the company resources available to them. And with interaction and exchange of information, people are the only beings who can develop and execute organizational strategy with maximum utilization of company resources.

What kind of activities is seen as part of HRM?

Activities that are seen as part of HRM mainly are wage and compensation management, training and development, staffing, appraisal, promotion and advancement, career counselling and career development, management and labour relations, organization management and practice and employee health and safety.

Bangladesh Society for Human Resource management

(www.bshrm.net)

Mission Statement:
To develop human resources management capabilities in respect to gender equality. To provide interactive network among the members to share best practices and experiences both professionally and socially. To uplift professional skill in human resources management through training, development, research and publication.

 To establish standards in the field of human resources management. To promote fair employment rights and practices and advocate for gender friendly working environment and strive for legislative changes to incorporate these values

Definitions of Human Resource Management / Personnel Management:

Personnel management is often considered an independent function of an organization. Human resource management, on the other hand, tends to be an integral part of overall company function. Personnel management typically and solely deals with the responsibility of an organization's personnel department. As far as personnel management is concerned, it typically seeks to motivate employees with compensation benefits like bonuses, rewards, and placing the overview of their work responsibilities. Employee satisfaction provides the motivation necessary to improve job performance. Exactly the opposite is seen for human resources but some what inter-linked through the whole procedure as management holds that improved performance of all employee satisfaction that enhances growth of working in groups, effective strategies for meeting challenges, and job creativity which caters to be the primary motivational factors.

When a difference between personnel management and human resources is recognized, human resources are described as much broader in scope than personnel management. Human resources is said to incorporate and develop personnel management tasks, while seeking to create and develop teams of workers for the benefit of the organization. A primary goal of human resources is to enable employees to work to a maximum level of efficiency.

Why are people seen as important to the success of business?

Human Resources are the fundamental resources for any organisation, as well as the country. People design and produce goods and services, control quality, market the products, allocate financial resources, and set overall strategy/goods for the organization. Their management holds the key to development and success. Thus valuing people as individuals within organizations and professionally secures these individuals to reach their full potential for business growth. These would also influence a person as leaders and catalysts for changing working environments which ensures fair treatment of people, in line with social, business and economic trends in the workplace. Opportunity of providing professional development also promotes organizational and individual achievement and advancement in the provision.

What kinds of activity are seen as part of HRM?

To uplift professional skill in human resources management through training, development, research and publication that would encourage the organization to promote fair and equitable treatment for all employees. The Society intends to provide leadership through education, networking, shared knowledge and transfer of best practices across all the sectors. Furthermore, the society also arranges national level round table discussions on relevant topics and periodic get together with its members to promote their articulation abilities. For more development of the work force it also publishes a quarterly newsletter for its members and relevant audiences. It looks forward to introduce new avenues of learning in future.