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Importance of the human resource function
Importance of the human resource function
Importance of the human resource function
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Human resources (HR) goal is to strengthen the employer-employee relationship. They must ensure that a company most important asset or it’s human capital is being nurtured and supported. This goal is supported by a variety of functions within the human resources department and throughout the organization. The various disciplines of HR require expertise in compensation, benefits, safety, payroll, recruiting and training. Even though it is not a revenue generating source, HR management needs to be effective because implementing methods and strategies can show result throughout the functions of an organization. Human resources functions require strong interpersonal skill because its employee relation is a large part of their duty and a company …show more content…
In reading the paper “Why we hate hr” by Keith H. Hammonds, he talked about human resources management duties, role… giving us a clear explanation of the human resources management effectiveness and impact on organization in correlation with their function as a department. Throughout those explanations, he gave us a clear breakdown of his positioning via the human resources department on why he is not satisfied with the impact and role HR has been having within organizations. I think his point of view about HR is understandable and his argument to back up his statement where clear and made sense but in every job, there’s always a good and bad side on decisions you make. Also, even if the decision you made was the good one, doesn’t mean it was the right one. This led me to ask myself “do I think that Hammonds is correct in his view of HR”? I would say no because, he’s blaming Human resources management for not being knowledgeable enough which is not true. Companies CEOs might be the problem on why HR are not effective as they should be. Human resources department is a must for organizations to be …show more content…
In two years of taking business classes at portage college, my teacher Leslie Boake tough me that to be successful you need to create something special, distinctive and compelling in the workplace. “Your strategy is your culture; your culture is your strategy” said Bill Taylor in Why We (Shouldn’t) Hate HR. Successful companies understand that the most business decision you can make are not what new product you launch or what new market you enter. What really matters is what new people you let in the door, who you hire and how you create an environment in which the organization can share ideas, solve problems and develop a psychological and emotional stake in the enterprise. HR improves companies with it’s knowledge of human capital by recruiting qualified employees, training and retaining high quality worker but “If companies and their CEOs aren’t serious about the people side of their organizations, how can we expect HR people in those organizations to play as a serious a role as we (and they) want them to play” (Taylor,
In conclusion, Human Resources department plays a significant role in the organization providing a wide range of valuable services to employees in various functional areas such as recruiting and training people, developing public relations, performance appraisals, maintaining workplace atmosphere, employee relations, benefits administration and much more. More than likely, HR essentially contributes to organization’s strategies and objectives through promotion of leadership activities, building friendly workplace environment and ensuring an efficient management of talented employees overall. As a strategic asset of a company, HR improves the human capital utilization and establishes the competitive workforce based on business and market demand.
First of all, I believe the scholars have their own definition and understanding of HRD because of different educational background and various disciplines. It is interesting for me to explore interviewees’ perspectives of this field. Dr. Githens thinks HRD is about supporting human potential and competence and fulfills societal workforce needs with organizational goals (R.P. Githens, personal communication, March 26, 2014). On the other hand, Mr. Collins sees HRD as being usually more concentrated on the dominant paradigm that includes productivity and profits with corporate settings (J.C.Collins, personal communication, March 25, 2014). However, from my point of view, HRD is a systematic process that helps people to obtain new capabilities, understand their values, and increase organizational efficiency in the workplace.
Popular culture has shown many different portrayals of human resources (HR) over the years, however HR is rarely shown in a positive light. They go from being shown, or treated, as if they are evil and sadistic in some representations, to being depicted as overly friendly pushovers. There are many examples of these alternating stereotypes in the media, whether it be television shows, movies, or even comic strips.
Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes to “establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent with but also support the achievement of business goals.” (Massey, 1994, p. 27)
With the 21st century in motion human resource management will face some of the old struggles and HR will be forced to face many new challenges. The main objective of HR is to recruit, retain, train, retrain and keep workers satisfied. Indeed, these responsibilities can be challenging in the 21st century, especially with changing roles, a multi-generational workforce, and globalization.
It seems that HRM is so crucial to the organization, for what it does has nearly covered all aspects of the business – from strategic planning to the training and development, but unfortunately, its importance has not been accepted by everyone. As proposed by Morton, C, Newall, A. & Sparkes, J. (2001) there are three different views of HR function within the...
“Hr is shifting from focusing on the organisation of the business to focusing on the business of the organisation” (Zulmohd 2011). David Ulrich points out four distinctive roles of HR which makes the organisation most effective and produce competitive advantage. He planned to change the structure of HR function and build HR around roles. The four key HR roles identified by Ulrich, one HR business partner/strategic partner – aligning HR and business strategy which plays an important role in setting strategic direction. It builds strategic relationship with clients and strategically manages the development of the workforce. The second key role is administrative expert which creates and must deliver effective HR processes made to tailor business needs. It also involves managing people and HR related costs. To continue to the third key role, change agent which understands the organisations culture, and takes the responsibility to communicate those changes internally and gain its employees trust. The final key role identified by Ulrich is employee advocate which is a core in HR role represents employees and helps to improve their experience, protect employees’ interests and confirm strategic initiatives are well balanced. Employee advocates must also “ensure fair, ethical and equitable people processes and practices.” “David Ulrich’s HR Model is about defining the HR roles and
According to our textbook Human Resource Management (HRM) is the policies, practices, and systems that influence employees’ behavior, attitudes, and performance. “The human resources management process involves planning for, attracting, developing, and retaining employees as the HRM planning provides the rights kinds of people, in the right quantity, with the right skills, at the right time (Lussier, 2012, p. 240).” According to our textbook the typical responsibilities of the Human Resources department fall into three categories, and they are administrative services and transaction, which handle hiring employees. The second involves business partner services that focus on attracting, evolving, retaining employees by having a clear understanding
In my opinion, HR practices can make positive contributions to organisational performances, because except the unpredictable external environments, human resource management can improve the most factors that affect employees’ performances which finally influence organisational performances in long-term perspectives. This essay is aim to prove human resource practices can positively effect organisational performances based on literature discussion and empirical evidences. The next section briefly brings few negative views about the limitation of HRM related to improving organisational performances. The third section discuss the positive relationship between HR practices and organisational performances are established by applying HRM processes of hiring, selecting, placing employees as well as creating employment relationships within organisations. The final section is going to analyse an example company Mark & Spensers successfully utilised HR practices to improve their organisational performances and created competitive advantages.
Human resource is the most valuable and unique asset of an organization. The successful management of an organization’s human resource is an exciting, dynamic and challenging task , especially at a time when the world has become a global village and economies are in a state of flux. The lack of talented resource and the growing expectation of the modern day employee has further increased the difficulty of the human resource function.
Human resource management is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. Human Resource management is evolving rapidly. Human resource management is both an academic theory and a business practice that addresses the theoretical and practical techniques of managing a workforce. (1)
" This global London-based mining and mineral company was severely impacted by the global recession in 2008. Such an impact forced unprecedented workforce reductions worldwide and decentralized HR management had to be brought in under a single umbrella to ensure an orderly and efficient system that would support the organization’s future productivity."( Case Study OneRedesigning HR HRMG 5000 - Student Simple). Human resources have a strategic significance if managed efficiently and productively. The company revamped and managed its HR functions in a manner so as to achieve the strategic goals of the
Human Resource Management (HRM) is fundamentally another name for personnel management. It is the process of making sure the employees are as creative as they can be. HRM is a way of grouping the range of activities associated with managing people that are variously categorised under employee relations, industrial/labour relations, personnel management and organisational behaviour. Many academic departments where research and teaching in all these areas take place have adopted the title department of human resources management. HRM is a coordinated approach to managing people that seeks to integrate the various personnel activates so that they are compatible with each other. Therefore the key areas of employee resourcing, employee development, employee reward and employee involvement are considered to be interrelated. Policy-making and procedures in one of these areas will have an impact on other areas, therefore human resources management is an approach that takes a holistic view and considers how various areas can be integrated.
After reading, The making of twenty-first century HR: An analysis of the convergence of HRM, HRD, and OD, I found myself learning a lot more in-depth about the principles of HR. Just starting out as a Human Resource minor I was only familiar with the term Human Resource Management. Ruona and Gibson help me open my eyes to the ever growing history of the principles of Human Resource Development, Human Resource Management, and Organizational Development. The evolution of these three principles is fascinating especially when looking at what they have evolved into today. This evolution is important when thinking about these principles and putting them to use in the Human Resource field.
The main purpose of Human Resource Management is to increase the effectiveness and contribution of employee’s attainment of organizational goals and objective (Youssef, C.). Many areas of HRM have been discussed in this course. Those areas are EEO and Affirmative action, Human resource planning, recruitment, and selection, Human resource development, compensation and benefits, safety and health, and employee and labor relations. All these categories have an impact on how an organization is managed. Although there are many things that impact a business, the most important thing about managing a business is selecting the right people to help the company succeed.