Human resources Management vs Marketing Management- Begin Your Success Story!

Human resources Management vs Marketing Management is integral for the growth of any organization. Both of these management subjects plays vital role in the success of any organization.
Human resources management is the key player in the current curriculum. The huge and wide demand of the course makes the subject very demanding among the students. The field of management is extremely wide and highly demanding. The objectives of human resources management together with marketing management are very necessary for running the organization smoothly and effectively.

Since, in any organization it is the human resource that plays a vital role in running the entire organization in a profitable manner. The regular assessment of the workers working in an organization is more than necessary. It is the Human Resource Management which is necessary for effective designing and putting up of the various policies, procedures and assorted programs. Here, various skills like knowledge, creativity, aptitude and talent are used to the maximum extent.

Besides, human resources management, marketing management is also a integral part of the management program. This field of management comprises of making the various plans for promoting the assorted brands and products in the market. Today, marketing plays a main role in taking any brand to a new height and making it a popular name in the market among the several potential buyers.

With development in technology, it has become easy to get high results in the given subject with advantage of internet providing online assignment and home work help. With arrival of online marketing management help and assignment help students around the world can easily get their doubts and assignment completed and solved on time. Here, the presence of the experienced and highly qualified teachers makes it possible for the students to get answers to their queries within short duration.

Both human resources management and Marketing Management and assignment help gives high end information to the students and also the competent professionals. So, those seeking online support and can easily get quality and experienced teachers just a click away through online assignment and homework help.

Extra support is also given during the examination time and at the time of homework. Students can seek help from the experienced teachers 24 X 7 and throughout the day. Human resources management is not only associated with using of the human intelligence. It also deals with the management of the physical and most importantly the emotional capital of the employees.

Both marketing and human resource management assignment and homework help gives strength and knowledge to the students sitting in their homes at quite affordable rates.

The Goal of HR management

In my time in the HR profession, I have had the pleasure of working with some leaders that taught me the importance of solid HR and how that looks in the day-to-day running of the business. Supporting leadership, managers, and employees is the primary goal for me as a human resource professional, though the “how” of that support can vary greatly by situation.

The most basic goal my performance is rated on? Helping the organization solve its problems through better people practices.

The other day I wrote about HR bringing solutions vs problems. I had some good feedback on the topic, so I wanted to offer a few examples of how to put some of the ideas into action. Here’s a refresh:

It’s time to be proactive. Start looking for ways you can cut costs, streamline your functions, save time for managers, etc. Look for some solutions to age-old problems, not just new ones. Not sure where to start? Ask some of your managers what their biggest pain points are with regard to the HR or recruiting processes. Ask your senior leaders what their biggest concerns are at a corporate level. Then take that information and use it.

Want to know the fastest, easiest way to prove the value of the HR department? Solve a problem that plagues the Hr management team. Yes, it seems simple, but it is often overlooked because HR tends to exist in its own little “bubble” and never takes the time to actually find out what the business needs are from the HR function.

Let’s look at a few ways to find these underlying issues and consider ways to solve them.

Problem 1

Situation: The manager comes to you complaining that the length of the recruiting process is forcing her to be less productive and is straining her team. She wants to have more candidates to pick from and she wants them hired faster to reduce the amount of pressure placed on her and her staff while they are shorthanded.

Potential Solutions:

Look at the recruiting process. Where do the longest wait times take place? Is it when the job is posted? Is it when you are waiting on the manager to schedule interviews? Figure it out and work to reduce the time needed for those specific steps.
Coach the hiring manager (and the hiring team) on how to be better interviewers. Better selection means less chance of turnover and having to go through the interview process all over again.
Define the ballpark cost of a bad hire for your organization. Then share that information with the hiring manager as a solid reason not to rush through the process.

Problem 2

Situation: one of the senior leadership team approaches you with the idea that you should stop using the current paper-based performance management process due to the burden it places on managers and staff and the lack of clear return on the time invested in the process. He thinks you should be able to talk normally and not have to sign a piece of paper to make it “official.”

Potential Solutions:

If you have previous lawsuits that utilized the performance management process as a piece of evidence, pull that information together. Oftentimes when managers go through the motions (giving everyone a “meets expectations” rating even when they don’t, for instance), that blows up in their face when it’s time to go to court. Show how that could have been used to defend the company’s point of view if handled correctly.
Find some of the statistics on organizational success as it ties to flowing goals from the corporate level to an individual level. I’ve talked about this previously. For instance, one of our corporate goals is “Deliver On Time, Every Time.” In my own role, that could be responding to employee requests within 48 hours, getting all reporting (EEO-1, VETS-100, etc.) turned in 2-3 weeks early, or something else entirely. I’ve seen statistics that show companies who do this sort of flow-down process are more likely to be successful/profitable, but I couldn’t find the link again when I was writing this post.
A good middle ground solution would be keeping the process, but making it leaner and more flexible. What if you reduce a two-page form to only a page while keeping the critical elements intact? What if you find a performance management system that saves your staff time and effort and eliminates the need for paper forms?

Problem 3

Situation: You are seeing a steady climb in the turnover of staff with less than 6 months of experience on the job. With at least a general idea of the amount of money the turnover is costing the organization, you decide that you need to research the issue and come up with a few potential ideas to solve the problem, then brief your Hr management team to get some guidance. In your research, you find out that some of the policies that were highlighted in the orientation session are not being followed by some managers.

Potential Solutions:

You take the information about managers skipping orientation sessions back to the leadership team with the suggestion to sit and explain the issue and the cost of the turnover with the managers who are not following the rules.
Furthermore, you find out that some of the managers are not even completing an orientation for their staff due to the time constraints. You decide that it’s time for a short training session for all managers on the cost of a good orientation session versus the decreased time to full productivity when someone has the full picture to work from.
You learn that even though the rest of the managers are providing an orientation session, they are not deviating from the “script” on a corporate level, which means they are not adequately preparing the employee for what to expect. You make the call to work with a few of those managers to develop department-wide orientation conversation topics to help customize the sessions for what people really need to know–where to go for help, what the team culture is like, how people communicate, what they dynamics are among the teammates, etc.
These kinds of problem solving activities are fairly common for me now, but I can remember when they were groundbreaking pieces of information. This is just an insight into how my mind works when I learn of something that needs solving within my own organization.

And these examples are easier because they are closely tied to HR functions. What if you heard about a problem with product quality or external customer service? How would you use people practices to influence those areas? It’s a big task, but Hr management (if done well) is an exciting and innovative field to be in!

WHAT IS MANAGEMENT CONSULTING?

Management Consulting is the practice of offering business executives third party advice, expertise, and support with the aim of enhancing the business's performance resulting in an overall increase in the value of the business for its shareholders - and other stakeholders.  

Management Consulting got its start in the late 1880's when Frederick W. Taylor began to perform studies of the time required to complete processes in manufacturing.  The practice developed over time and eventually, James O. McKinsey formed McKinsey & Company with Tom Kearney -in the mist of the great depression, when companies needed consultancies most.  McKinsey's group set out to help troubled businesses grow and recover from economic crisis.  Shortly after that, Management Consulting grew as a field  and other firms began to take shape.

Today, there are many management-consulting firms.  Boston Consulting Group, McKinsey & Company, and Bain & Company are all firms with which you may be familiar.  Organisations typically hire management consultants for their problem-solving abilities, specialised industrial expertise and commercial acumen.

 

 

What Does Management Consulting Entail?

 Good management consultants possess both strong creative problem solving ability and excellent people skills.  

Skilled consultants possess the ability to provide a careful analysis of a problem and suggest creative methods to find solutions to the problem. Management consulting also requires excellent people skills.  Successful consultants can tune into their clients' needs and focus on keeping their clients happy. Consultants often will spend much of their time at a client's site observing and performing research to find the best strategies to assist their client company in meeting goals and solving problems. 

Finally, the work hours that a management consultant puts in may be long.  Be aware that you may be putting in far more work than those who work at the company - sometimes as much as ninety hours a week.  Management consultants are hard working self-starters who don't mind going the extra mile in the name of keeping their clients pleased.

 

What Are the Entry Routes for Management Consulting?

 Management consulting is one of those fields where you find people from various academic and professional backgrounds sharing one single attribute - a passion for solving business problems and driving business performance. While not every management consultant has a Masters in Business Administration (MBA), many do hold this degree title.  Most consultants have backgrounds in business, economics, mathematics, engineering, or other scientific oriented disciplines, though it is not unheard of for an English major or philosophy major with business experience to hold such a position.  

As well as grad hires and MBA hires, there is also an route to entry for experienced hires you have a strong industry-specific expertise. These opportunities are usually advertised on the consulting websites or sourced through executive search firms.  

 

What Are the Typical Activities of Management Consultants?

 It is very difficult to generalise the typical activities of a mangement consultant,  as each project is unique and requires a tailorised approach and skill set. However, the following characteristics are common amongst most project-types:

• Scoping client problems and conducting hypothesis of possible solutions
• Researching and collecting data to investigate and solve specific client problems
• Synthesising analyses outputs to build an overall diagnosis 
• Running workshops to facilitate discussions for performance improvement
• Managing client stakeholders to create "buy-in" to a change initiative
• Constructing and delivering business presentations, and interim progress reports

Because the face of business is always changing, companies are always looking for better ways to do things.  This means that as long as companies want to be better, bigger, wealthier, and more productive, management consultants will find they have much work.

Should You Try HR Outsourcing?

Human resources is an integral part of any business, but you still shudder at the thought of HR outsourcing.

From benefits to payroll and company culture, it’s important that you have this department in place for the health of your business. However, some companies are going without due to lack of funds or time; though it may seem like an easy way around the problem, it’s not the smartest business move.

Your company is required to abide by a number of rules, not to mention staying on top of employee benefits and overall office environment. So, before tossing the idea of Hr outsourcing the wayside, find out why you might need it and why it will in fact benefit you in the end.

Your Business Is Growing

Sure, with four employees, you could easily get away without an HR department in place – but as you grow, hire new employees, and fall under new brackets of legal processes, it’s important you have someone handling it all – giving you one, or a few, less things to worry about.

You Need To Save Money

Right now, many flourishing small businesses are still on a very tight budget. While you can get away with going DIY in finances, using your basic accounting knowledge, an HR department is one of the things you should not do yourself, if you can help it. While hiring a new employee – making space for them and getting their workspace set up with the right equipment – is expensive, HR outsourcing can make all the difference in your budget.

Try it: Though there are a variety of options including PEO and and BPO, try a web-based service, and pay per employee. When you compare this with the average cost of an HR department you’ll find you’re saving an extravagant amount.

Your HR Resources Are Minimal

The HR department takes care of important issues that may not be common knowledge for the average business owner. Often times, the small business laws are enough to make your head spin. So, if no one else in the office has the right resources or knowledge to take on this role, HR outsourcing will be a smart way to fill the gap.

Try it: You are likely not knowledgeable on federal and state employment rules and regulations and an HR service would take care of this for you. It’s better to have a professional handling these important aspects of your business before your business is found liable for something you could have avoided.
HR outsourcing is a great way to get an important role within your business filled. Whether you’re growing quickly, on a budget or just need a professional, there is no excuse for not having an HR representative in place – not only could it be damaging for your company, but your employees as well.

How To Maximize HR Outsourcing Investments

Outsourcing is the preferred method of doing businesses nowadays, especially for business owners that want to reduce operational expenses and boost returns. However, companies looking towards this direction need to assess their needs and capabilities in-house before handing it off to a third-party service provider. To be specific, there are certain processes that you need to take care of before you can outsource your company’s HR functions.
The first and most essential step would be to layout your HR outsourcing plan clearly. Aside from the traditional HR outsourcing services, you may also consider hiring these companies for strategic functions on your HR department. For instance, there are companies that offer recruitment, talent management, and employee training services.
You need to therefore do a comparison of your current company needs and where you want to take your company in the future. That will require you to look into the big picture, such as where you want your company to be in within the next few years. One way wherein businesses had been able to maximize the use of HR outsourcing is through the use of technologies provided by the outsourcing provider. This is a good way to train or manage employee performance, which brings about a direct effect on your operations.

One other thing to consider if you want to maximize returns through HR outsourcing is to organize the processes within your company. There are two options available for you when outsourcing the HR functions:

 1) you can allow the outsourcing company to take over the HR processes of your company, or 

 2) you will clean up your HR processes before you hand it over. For HR experts, the second method will reap you better results.
The most important thing to remember is that HR outsourcing does not work like a magic potion. It works just like any other investment – there are certain risks involved. It is your responsibility to organize the handing over of HR responsibilities for maximum results. Outsourcing experts such as midwesthr.com can help walk you through this process to ensure a smooth and efficient outsourcing of all HR functions.

How HR Outsourcing Can Benefit Your Company

In today’s fluctuating economy there are many companies looking for all sorts of ways to down size and save costs where ever they can. This is especially true when it comes to the size of the staff compliment in a given company. In a recent study over a number of different companies of different sizes and capacities it was established that on average around seventy percent of a company’s expenditure was employee related.

The fact of the matter is that most companies no longer operate on traditional business lines and no longer follow traditional business models. The modern day business environment simply does not allow for traditional methods to be successful or competitive anymore. Almost every single company, corporation or conglomerate operating in the global business environment today uses some degree of Hr outsourcing.

There are many advantages to using Hr outsourcing or niche specialist providers. One of the biggest benefits to using an outsourced specialist is being able to completely eliminate a division or section within your company that is no longer a viable part of your business in terms of expense versus result. This is especially true for many companies HR departments. Using an external specialist means that you would only need to pay them on a consultancy basis, as and when you need them.

Employing outsourced HR specialists allows you to concentrate on whatever your core business is which in turn will lead to greater productivity and the increased level of focus means better business decisions and strategies. HR specialists can be very beneficial in a number of different sectors of your business. HR specialists can organize and administer your payroll, deal with the many complex compliancy issues and even deal with recruiting new fresh employees to help your business become even better.

An outsourced HR specialist can also be employed to administer all of the normal day to day administrative duties which will free up your own management for more important duties. Once your managers are free to pursue the core goals of your business, your business will naturally move in the right direction and flourish.

What you need to know about HR Outsourcing

Whatever be your organization’s HR (Human Resource) requirements, you can find an HR outsourcing company to meet your specific needs. There are mainly two types of HR outsourcing firms. While some HR outsourcing firms are generalists and offer an entire gamut of HR services, there are other firms who are specialists and stick to specific HR areas, such as recruiting or payroll processing.  Depending on how much control you want to have over your HR processes and the size of your business, you can decide to outsource all your HR functions or only outsource a few specific HR services.

hr outsourcing

Services offered by HR outsourcing firms

Here is a list of some of the basic services that an HR outsourcing firm can handle:

• Overseeing your staffing requirements and general organizational structure
• Handling recruitment, training and development
• Tracking the goals, strategies and objectives of your departments
• Providing manager and employee training
• Organizing employee orientation programs
• Handling your company’s benefit administration tasks
• Handling employee relations
• Managing payroll processing
• Handling worker’s compensation
• Implementing a HRIS (human resource information system)
• Creating and updating policy manuals and employee handbooks
• Developing and implementing a compensation program
• Writing and updating affirmative action plans
• Creating and reviewing a performance appraisal system

Why outsource HR?

Generally small to midsize businesses that have employees between 30 to 2,000 employees, choose to outsource HR as it helps them focus on core business functions and relieves them of their HR responsibilities. HR outsourcing also helps companies to easily handle administrative overloads.

HR Outsourcing can provide key advantages, such as:

• Improved employee relations
• Lower operating costs
• Services of skilled HR professionals whose specialty is HR
• Improved performance of your HR system
• Increased overall performance of your organization
• Elimination of redundant non-core HR functions

How HR outsourcing helps

HR outsourcing can help your company is more than one way:

Outsourcing HR can help your company to serve your employees better

HR outsourcing can identify inefficient HR practices and administration processes within your company

An experienced HR firm can identify non-value adding HR activities and remove hidden HR operation costs, thereby reducing your HRM (Human Resource Management) cost base