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What is the importance of the human resources function within an organization
The impact of HR practices on employee performance
What is the importance of the human resources function within an organization
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1) Introduction
1.1 Outline of Human Resource Management
Scholes and Johnson (1993) explain strategy as the long-term goal and vision of a company, which satisfy the shareholders’ prospect in the course of aligning of its assets to its varying situation. Methods of Human resources are essentials for any company to succeed. Hence, overseeing these practices of human resources efficiently possibly will lead to overall effectiveness of the company. Thus, Human Resource Management (HRM) can be stated as in general administration choices and mechanism which rule the way in which the institute and its workforce syndicate. (Beer, et al., 1984, p.1).
Meshoulam and Baird (1988) mentioned that the ultimate aim of the trade can be fulfilled only while the tools of Human Resource (HR) mechanism, actions and structure are all associated with the vision and goal of the business. As a result strategic HRM can be describe as a move towards to get done the objectives of the industry all the way through the assistance of HR strategies protocol and mechanism (Armstrong, 2008).
Strategic HRM is...
In the fields of management and business, Strategic Human Resource Management (SHRM) has been a powerful and influential tool in order to motivate employees to perform productively. (Ejim, Esther, 2013). According to Armstrong (2011), SHRM refers to the way that the company use to approach their strategic goals through people with a combination of human resource policy and practices. The purpose of SHRM is to produce strategic capability that the organisation must ensure such that employees are skilled, committed, and well-motivated in order to achieve a sustainable competitive advantage, (Armstrong, 2011). Particularly, the organisation must be able to carefully plan strategic human resource ideas, aimed to increase the productivity.
Changing Roles. Traditionally, HR has been an administrative position-processing paperwork, benefits, hiring and firing, and compensation. However, recently HRM has moved from a traditional to a strategic role, the emphasis is on catering to the needs of consumers and workers. Before, HR was seen as the enemy and employees believed that HR’s main purpose was to protect management. Now, the position requires HRM to be more people oriented and protect their human capitol, the staff. In addition, human resource management has to be business savvy and think of themselves as strategic partners in the 21st century.
HRM in any company is a weighty issue that needs much attention where business performance is linked to a HR strategy (Caldwell 2008; Ulrich et al. 2008). In the recent past, competition has become stiff, such that organizations need to come up with other means to compete in the extremely dynamic market world. Thus, companies have shifted their emphasis to Strategic Human Resource Management (SHRM) where they enhance and empower their personnel in order to increase the productivity and the services offered into the market (Mello 2006). This goes against the traditional ways of increasing the means of competition where organizations place emphasis on tangible resources. In the past, organizations competed in terms of machinery and acquisitions. This has changed greatly due to the changing customer tastes and the diversity of the market in the present (Delery & Doty 1996; Lengnick-Hall et al. 2009).
Human resource management (HRM) encompasses the activities of acquiring, maintaining, and developing the organization's employees (human resources). "The traditional view of these activities focuses on planning for staffing needs, recruiting and selecting of employees, orienting and training staff, appraising their performance, providing compensations and benefits, and making their career movement and development." HRM involves two aspects:...
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...
I am interested in pursuing a second master’s degree because I found a career path that I am very passionate about. I have strategically aligned myself with the right combination of education and experience to develop and grow my career as a Human Resources (HR) professional and this strategy has been the key to my current success. Applying to the Masters of Professional Studies (MPS) Human Resources Management (HRM) program is the next step in becoming even more successful within my field because I plan to work as a Vice President of International Development and Workforce Planning. I believe Yale is a fit for my career goals because with a concentration in International HR the core courses offered in the program will help me improve my strategic thinking and theoretical experiences that will overflow into my practical experience.
However you define the activities of management, and whatever the organisational processes are, an essential part of the process of management is that proper attention be given to the Human Resource function. The human element provides a major part in the overall success of the organisation. Therefore there must be an effective human resource function. In the past, most organisations viewed Human Resource Management (HRM) as an element function, that is an activity that is supportive of the task functions and does not normally have any accountability for the performance of a specific end task. Because of the emphasis on analysis and precision there is a tendency for strategists to concentrate on economic data and ignore the way in which human elements and values can influence the implementation of a strategy. 'Economic analysis of strategy fails to recognise the complex role which people play in the evolution of strategy - strategy is also a product of what people want an organisation to do or what they feel the organisation should be like.?(1).
Another large debate in the issues and impacts of obesity is the responsibility of employer’s. Especially for those whose obesity comes from a sedentary lifestyle. Or perhaps need the preventative measures of keeping obesity at bay. A hot topic on the rise is whether or not employers should be mandated to give employees a work-out period in their schedule. The employers could offer employee’s incentives for utilizing resources (a company gym, discounted memberships, and dietician, walking a company track) and by using the resources keep costs low. Though initially it could be costly to take on the responsibility to offer extra incentives to employee’s it could offer long term potential savings. (Villareal, Apovian, Kushner, and Klein 2005) Those whose companies offer various programs and actively engage in them express more happiness, productivity, a greater quality of life, and overall better health. Better health allows for employee’s to serve their employers better. They use less sick pay, keep insurance premiums low, and are more likely to be in tune with their daily job. So while the initial cost may be high, the long term financial gain of a happy, healthy, productive team is hard not to invest in!
The decision for me to become an industrial relations major was not really my own, I have to admit. My uncle, a human resource manager with Welch-Allyn, spent the majority of every holiday gathering throughout my senior year of high school trying to dissuade me from becoming a business major. He would tell me, "This is a rare undergraduate degree and a growing field." Then he would frighten me by saying, "We have very similar personalities, so you would be a fantastic H.R. manager." Eventually he convinced me that it was my best option. And I haven't regretted it.
When it comes to Domestic human resource management it focuses on only one national boundary "United States" while International human resource management focuses on one or more countries. Local employees have different preferences with an international employee and thats why they have separate human resource management treatment.The cost of hourly job is one of the perfrences. United States hourly job rate is higher compared with the international ones. International is more compelex than Domestic human resource management. It examines the way that international organisations manage their human resources across different national contexts.
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)
Over the past twenty years, public institutions has been faced with challenges of implementing strategies which will enable the organizations to perform in such a way that will lead it into a competitive advantage. Strategic Human Resource Management (SHRM) in the public sector is and has always been the driving influential notion to appear in the study of business and management. Strategic Human Resource Management (SHRM) improves performance and production of an institution, and when institutions employs personnel practices such as internal profession hierarchy, performance evaluation, performance-based rewards, etc. they are more able to accomplish its goals of program service delivery utmost concern.
Introduction A comprehensive Human Resource Management Strategy plays a vital role in the achievement of an organisation’s overall strategic objectives and visibly illustrates that the human resources function fully understands and supports the direction in which the organisation is moving. A comprehensive HRM Strategy will also support other specific strategic objectives undertaken by the marketing, financial, operational and technology departments. In essence, an HRM strategy’s aim should be to capture the ‘people’ part of an organisation and its medium to long-term projection of what it wants to achieve, ensuring that. It employs the right people, those have the right mix of skills, employees show the correct behaviours and attitudes, and employees have the opportunity to be developed the right way.
HRM comprises a set of policies designed to maximize organizational integration, Employee commitment, flexibility and quality of work. (Guest, 1987) as cited by (Armstrong, 2009) this statement entails that HRM function has policies to guide its activities, if these policies are well integrated with the strategy of the organization, it can enhance employee commitment and result in quality of work, as cited by (Armstrong, 2009) that the overall purpose of human resource management is to ensure that the organization is able to achieve success through people, however the function of HRM is affected by several other factors, this essay will look at three Internal and external environmental factors affecting HR Specialist.
One of the causes that influences an organization’s human resource is its strategy. A strategy refers to a plan that in place to guide business operations and activities. The business strategy then provides schedules and activities for the employee, and as a result affects the human resource. The scope is to build on qualifications and capabilities, therefore influences human resource to higher capacity while the unsuitable distribution of tasks may dampen human resource to poor results. Managers in the organization play a significant role in influencing human resource. The type of leadership structure and leadership style implemented by the organization establishes the level of encouragement that a leader and their leadership have on human resource. An ineffective leadership will fail to mobilize human resource into performing required tasks due to poor control of employees. Effective leadership influences human resource management responses to the management’s needs towards competitiveness. Ammi, F. T., & Mushatt, S.