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First, people are a source of risk, e. Second, people are important in handling risk, e. Human resources include more than regular full-time employees.
They include all management and labor personnel, family and non-family members, full-time and part-time people, and seasonal and year-round employees. Human resources play important roles in farm businesses of all sizes.
Orientation and training matter as much for one employee as for 20 employees. No team of people is so small as to avoid the need for leadership or so large as to make leadership impossible.
Risk specialists have traditionally focused mostly on important causes of risk such as weather, disease and natural calamities, and ways to deal with the risk.
Risk management has paid little attention to human resources and human resource calamities such hrm master thesis on risk divorce, chronic illness, accidental death, or the impact of interpersonal relations on businesses and families.
Including human resources in risk management reflects the fact that people are fundamental to accomplishing farm goals.
Human resources affect most production, financial, and marketing decisions. People can help or get in the way of accomplishing what managers have planned. Smaller family businesses do not escape the impact of people. Overdependence on family members for management and labor negatively affects family business effectiveness and efficiency.
A family may have highly talented people in one management or labor area but fall short in another area. Confronting human resource risk may take the family business outside its usual boundaries to fill critical labor and management gaps.
Human resource paradigms are the eyeglasses through which managers see people and their ability to contribute to the business.
How the management team views and feels about human resources directly affects human resource management. Note the contrast between these two sets of paradigms: People are an unfortunate and unavoidable obstacle.
People are one of the keys to success in risk management. Employees are creative and an important source of new ideas. Appreciated people will respond with dedication and loyalty.
The management team, not employees or the rest of the family, determines the paradigms that shape the human resource environment. Managers choose their paradigms.
Managers can change their paradigms. The causation is from management to labor, not labor to management. Managers incorporate their paradigms into the business' culture. To illustrate, a paradigm that views employees as not caring about the business will cause management to be hesitant to ask for their opinions or delegate responsibility to them.
This leads to a culture in which employees are distrusted and isolated from management. A paradigm that views workers as caring and dedicated to the business will lead to managers trusting them and asking for their input on important decisions.
The result is a trusting culture and mutual respect. Human resource management is most effective when integrated with decision making throughout the business. This leads to recognition that each production, financial, and marketing decision has a human component or influence.
Which choice is made, how the decision is carried out, the follow-up and monitoring depend on people. Isolating management team and employee issues from production, financial, and marketing management frustrates people and creates unnecessary risk in a business enterprise.
To understand fully how human resource management and risk management are interrelated, one must understand human resource management. It is the staffing, training, development, motivation, and maintenance of employees to help accomplish organizational goals.
Effective human resource management also helps employees accomplish their career goals. Human resource management is a process that can be broken down into specific activities: Understanding these activities helps explain the relationship between human resources and risk.
Failure to successfully carry out these activities increases risk and penalizes the business by not taking advantage of what its people could be contributing. The first activity is job analysis and writing job descriptions.
Job analysis is determining the duties and skill requirements of a job and the kind of person to fill it.Creating a Master's thesis quickly; Purchasing a paper via the Internet; Getting academic writing help.
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