The Personnel Function In Business
The Personnel or Human Resources Department of a company deals with
all the issues that relate to the people that work in that company.
In many ways people are the most important factor in production,
business is all about people, it uses human skills and talents to
produce an increasing number of goods and services. Nowadays machines
are gradually taking over some of the jobs that used to be done by
people but people are still important.
Motivations for Work
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Why do people work? People work for all sorts of different reasons but
the main ones are:
Money - working enables us to buy what we consider to be essential
goods and services as well as many luxuries.
Progress - people gain a sense of achievement as they make progress at
work, promotion or the hope of it makes people work harder.
Status -many people gain pleasure from their status that their job
gives them; they strive to get a better position at work as the higher
their status the more outward signs there are of their importance.
Togetherness - some people like to work as they become part of a team
and people need to feel they belong.
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Job satisfaction - most people want a job that gives them pleasure and
also seems worth doing. Some people work for less money because they
feel their job is worthwhile and rewarding.
The Personnel Department
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Although not all firms have a personnel department they do all have
someone who is responsible for managing the people who work there.
Generally it is not cost effective to have a personnel department in
companies with fewer than 100 employees.
The functions of the personnel department
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One of the main tasks of the personnel department is managing pay and
fringe benefits. It also has the task of trying to motivate its
employees for the benefit of the business. In addition it has to make
6 month probationary period, after which the position will be reviewed against agreed objectives and made permanent, if satisfactory.
It is worth to note that although profitability is the ultimate priority of any organization, it is the human element, which facilitates this goal. Firms should therefore give the utmost regard to the efficiency and effectiveness in their personnel management process. Organizations that have implemented an efficient HRM process have often been very successful in their operations. The performances of the organization’s employees epitomizes the overall organizational performance. A well organized management and handling of these personnel is therefore quintessential in improving the organizations overall returns. It is fair to say that the importance of HRM is attributed to overall performance of the organization. A proficient management of the human resource in every aspect results in better organizational
What is human resource management? Human resource management is the task of recruiting, management and delivering guidance for the people within the organization from the top of the ladder to the bottom. The human resource managers provide information, training, guidance, career counseling, information regarding safety practices, and oversee many other operations that would contribute to the success of the organization. There are many ways to view and explain human resource management. One way to look a human resource management would be to see it as one individual governs and directs the labor of another. Looking it from the viewpoint human resource is basically labor administration. Human resource management can also be defined as “management/ administrative function in business, government, and nonprofit organizations that is responsible for handling employment, or personnel issues (Kaufman, 2008, pg 3-4). There are so many different functions that human resource management is responsible for the are the jack of all trades. Human resources provide information and play a key role in the development for the strategic management of the organization. In this paper, it will discuss why it is vital to take human management from an administrative role to
Human resources management is getting more important nowadays as it helps company to accomplish their target, and achieve sustainability and competitive advantage. According to many researchers, most of the successful companies in 21 century are the one who focused on the development of integrated human resource system. Human Resource Management focuses on personnel related areas such as job design, resource planning, performance management system, recruitment, selection, compensations and employee relations (Marquardt 2004, p.2).
The Importance of People in Business Task ---- To produce a report based on the investigation of a medium/large sized business showing an understanding of the importance of people in Business. The following report will analyse the influence of stakeholders on a business as well as how the business affects stakeholders and the conflict of interest between the two. Who are Stakeholders?
Summary Statement: This paper examines in detail HR function and its implications in an organization. The paper discusses how the HR function is handled in an organization. The paper explains what are the efficient ways to use it in an organization, its division and supervision strategies. Human resource function is the process by which the HR manager can ensure that the organization has correct number of employees with correct skills in present or in the future to meet the organization’s strategic business objectives. For example, if an organization plans to expand into new markets or to provide new services in the near future, the HR manager should develop a HR plan to measure how many new employees should be hired? What skills should the employees have? When should the recruitment start? How will this plan affect the existing employees? Does any Government regulation that should be consider? These are only a few of the many considerations in formulating an effective HR function The advent of knowledge economy requires companies to form a new concept of HR, that is, the human- oriented concept. Globalization refers to the development of an economy and any forms of governance that span much of the world. It means the integration of markets across the entire world and the increasing tendency for people, corporations and states to operate in or across national boundaries. By these exercises, the performance theory concludes that there may be some linkages within a broad view of performance which could explore causal links between HR and performance. In addition to Guest’s review on HR and performance, there is a growing body of literatures that support the correlation between high performance as a result of HR practice and vari...
Human Resource Management of business organization is responsible to various responsibilities to ensure the operations of the business are possible with adequate staff and necessary skills are in them. Playing the most important service for any business, human resource manager are responsible to the most important and challenging aspect that is employee employer relations. This aspect of human resource management gets recognition in the organization, among the employee, national government and international body. Employee employer relations are the most critical aspect of human resource management for a country in a bigger picture.
The Role of Business Is Corporate Social Responsibility good for business or simply goodwill? Introduction: What is the role of business? Is it to generate wealth for the company and its shareholders, or is it purely for benefiting the public? This is what I will attempt to answer in my essay. There is more than one definition for corporate social responsibility.
All businesses require resources to execute their business operations plan. Employees are of key importance for a business one need to develop them to support theirs business goals. Hence,
This study discusses how the various parts of the human resource system is used, aligned and supported in an organization. Those various parts include: job design issues, training and recruitment activities, selection approaches, performance appraisal systems, promotion systems, pay part and general supervisory styles. Human resource management (HRM) according to Ivancevich and Konopaske (2013) is the “function performed in organizations that facilitates the most effective use of people (employees) to achieve organizational and individual goals” (p. 4). It deals with issues and concerns related to employees such as hiring and firing, training and employee motivation, administration, communication, compensation and benefits, performance evaluations and management, health, wellness and the safety of both employees and employers. Regardless the magnitude of the HRM department, it is an analytical factor of each employee’s well being. When it comes to an organization, it is not only strategic, but a comprehensive approach to managing employees, the organizations culture and its environment. Once it is proven effective, it empowers employees to contribute efficiently and productively to the overall direction and goal of the organizations mission.
With the introduction of Human Resources, people in an organization have taken a new role. Long gone were the days when an accountant is a clerk. In today’s day and age, an employee is an asset for that company. They are a major investment and companies thrive in protecting their interests and development. Human Resources (HR) have developed and now is a full fledged field. Most companies have some sort of Human Resource management. Basically where there is hiring and firing, there is Human Resources activities involved. Whether it is a small firm or a large corporation, Recruitment and Selection is needed in every kind of organization.
As an organisation grows and expands, the human resource department. will know that the organisation needs to recruit more staff and they plan carefully and carefully. Recruiting staff in an organisation is very expensive. and costly, so the human resource function helps the organisation to.
I am fortune enough to have a family member who is a Human Resource Manger at UPS and when I asked them what human resource management functions must be performed regardless of the organizations size? They responded with staffing and job analysis, work force performance , professional development of workers, and maintenance of work force