Why HR Management?

Pressemeddelelse december 6, 2013 Probana Education Mini MBA HR Management

The last few years have seen an increasing acceptance and understanding of the fact that knowledge and skills are of central importance to competitiveness. As a result of this development, pressure lies on the organisation's Human Relations initiativers to be more targeted, effective and business-related than ever.

Employees are of major strategic importance to the organisation's survival, which requires a focused, prioritised and professional management of the HR efforts - in the light of the increasing competition and globalisation, there is no time for hesitation.

The central point of the education programme is therefore not to discuss whether or not it is lucrative to focus on HR Management, but rather that HR Management is here to stay!

Before we can discuss strategic and business-related HR Management, it is essential to define what the term "HR Management" encompasses. The central point in this connection is that there as many opinions about the importance and content of HR Management, as there are individuals in the organisation.

As long as the public or private organisation has less than 15 employees, it is relatively simple to make all employees be heard, and hereby mutually define the role of each individual. If the workplace contains more than 15 employees, the situation is different, since the ability to reach internal agreement on the various work roles and functions is reduced, as the number of employees is increased. The above consideration may seem logical and simple, but it requires a great deal of energy to reach an agreement on the definition of these roles.

One place to start in the process of defining roles is in the HR department, where a prerequisite for becoming a business partner is to define the role that HR has or should have in the organisation, and why this role is necessary. In this context, it is essential to include the considerations from the chapters about organisational analysis, which are discussed later in this module. The HR department should not work isolated and must naturally keep an eye on the organisational and management-related tendencies that are dominant in the organisation, as well as focusing on the top management's strategic visions and objectives. This increases the possibility of coupling the HR department's work to the rest of the organisation's work, so that all employees are working towards the same objectives.

I you wish to improve your skills within the field of HR Management, now us your chance to sign up for PROBANA Business School's Mini MBA, starting in 2014. Aside from HR Management, the programme includes relevant business aspects, such as change management, business development and strategy, value-creating management, and more.

The Mini MBA programme can be completed 100% online from anywhere in the world that has internet access. You can read more about the Mini MBA in English here: http://www.probana.com/dip_newyork_december2013.asp

Emner

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Probana Education Mini MBA HR Management