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Role and importance of human resource
Role and importance of human resource
Critical analysis on the importance of a human resources manager in an organization
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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 …show more content…
The ability to integrate generations will be a significant interpersonal skill set requirement of those in Human Resources. The Manager of Employee Engagement develops engaging and prompt manners to determine employee satisfaction and receive feedback focusing on the lean towards specialization in the workforce, along with the need to retain talent (Guppta, 2016). The Director of Learning is in charge of “designing voluntary or mandatory training programs, and bridging virtual and in-person training sessions and exercises (Guppta, 2016).” The internet allows HR to search a broader base of potential employees by using online job postings and online recruiting companies such as Monster.com or CareerBuilder.com. Human resources will need to place emphasis on employee wellness my initiating programs that “include work-life balance processes, stress management, and therapy programs, and facilitating an open dialogue about mental health and illness to remove much of the stigma that plagues the conversation and ailments (Guppta, 2016).” By utilizing flexible work schedule options, demanding jobs with high-stress levels are possible because employees’ free time does not have to be sacrificed.
HR has abundant resources, however to bridge the generational gaps and provide employees with what they want seems to be a similar issue. In years past, HR only had to deal with Baby Boomer and Traditional values, which were similar in nature, however the new generations have different values and have different career paths than their elders. For example, “Why is it that Gen Y has not been more actively recruited? Why is it the Baby Boomers remain in the market place? Why would someone still want to work when their 70?” These are all questions an HR hiring manager has to decipher when determining candidates for a position. The task has become quite difficult due to the broad spectrum and variances of these generations.
HR and talent management professionals who take the time to educate employees on generational issues will improve intergenerational understanding, multi-generational inclusiveness, respect, and productivity.
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)
Once in the work environment the job of the employer should be to make sure that the workplace is organized and runs as smoothly as possible as to minimize some of the factors that may contribute to burnout such as understaffing and excessive hours. An enhanced quality of life at work would not only minimize stress levels but enhance performance as research has proven. A study done at Harvard University in 2010 showed that businesses that implemented wellness programs for their employees were able to cut healthcare costs drastically (Cutler, Baicker, & Song, 2010, p.1). For every dollar spent on these programs, they were able to save $3.27, so not only does the employee benefit but the employer as well. In terms of employee productivity all it takes is to look at some of the most successful companies in the world. Such companies often have great employee benefits and wellness programs such as Google, Facebook, and Costco (Adams, 2014, para. 1-3). In order to decrease the rate of burnout in the medical industry, such initiatives must be taken by the education system as well as the practices that employee healthcare
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.
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:...
Due to different generations such as Baby Boomers, Generation X and Generation Y working together HR professionals have to look into alternate ways to make it work and maintain productivity. Baby Boomers (1946-1964) are experienced individuals who have knowledge of why certain procedures are non-negotiable and why certain approaches or innovations don’t work (p40). We need to demonstrate we value their skills, knowledge, opinion and contributions. The author suggests we coach them by facilitating goals, and challenge them to grow and to mentor the next generation of leaders. Generation X (1965-1978) are perceived as individuals who seek learning and gaining experience.
The Employment relationship is the only reason public and private limited organisations work effectively. The Employment relationship is a fragile tie between an employer “management” and employee “worker”. This relationship can be affected by 3 factors which are interests, control and motivation. Employers have to balance these factors in order to maintain a productive working relationship.
It’s a common understanding that a given business organization is established with the main aim of making profits. In order to realize the set goals and objectives of such a business organization, there are certain departments charged with distinct roles within the organization. Furthermore these goals and objectives are usually defined in terms of economic prosperity that is manifested through huge volume of sales as they reflect huge returns. One of these departments includes the human resources department which has a responsibility of interviewing, hiring, remunerating as well as promoting employees. It’s one of the most important department in a business organization as the employees working under it are the ones who provide the required human labor to the organization. Since the human
An organizational human resources department utilizes the hiring and firing process to meet the organization’s personnel needs. Organizational human resource departments are charged with the oversight of an organizations administration department. The practice of hiring and firing people is a process employer’s conducts on a daily basis. This process has to be done in a proper manner and not in haste. The implication that can occur from the improper hiring and firing process could and can have a positive or negative impact on an organization. Therefore, employers must carefully evaluate their decision to hire/fire individuals and its impact on the organizations’ workplace environment and others employees. Human Resource Management is important for an effective organization. In today’s organization, HRM is valuable to the organization because of increase legal complexities and its known for improvement in productivity. However, management should realize that poor human resource management could result in an outburst of hiring process followed by firing or layoffs. According to (Satterlee 2013, p. 194), “Hiring the best candidate who is also a good fit for the organization is crucial for the success of an organization, because a poor hiring decision will have repercussions across the entire organization”. Satterlee made a valid point because poor hiring could have an impact on the bottom line performance of the firm. In other words, HRM is the contributing factor to the success of the organization including motivating and maintain the staffs. The purpose to the motivation is to ensure that all employees grow to a full potential. According to (Sims 2006, p. 5), “HRM efforts are planned, systematic approaches to increasing organizati...
The success of any business depends on the type of work force. Therefore in this 21st century when inter-related phenomena is emerging, posing challenges to the corporate world , the duties of HR manager become more challenging to utilize human as well as non-human resources while translating goals into action. Due to global environment and its impact on organization, it becomes vital to understand the talent management and what type of challenges it creates for HRM. This paper highlights new vistas of managing the people and discuss the new avtar of HR manager as talent manager through different strategies used for attracting and retaining most able work force by creating organizational commitment.
Human resource management consist of all the activities and intended decisions that will help to improve the effective of the human resource (employees) and of the enterprise as a whole. The importance and aim of the HR policy is to recognize the work performance of employees and the aim is to bridge the gap between management goals and the essentials of the workplace Human resource consultant is responsible for helping clients with strategically integrating effective human resource processes, they do this by daily operations with programs and practices. The other role for the HR is to maximize the client’s performance that will be relating to the human resource. For them to increase the performance they do this by coming up with new “best prices” products or services as well to provide feedback to clients regarding their performance related to annual management objectives. For them to complete this, the HR consultant may need to perform needs assessments or an official inspection of an organisation or corrective plan, and when required, organise and coordinate cross-functional Human Resource teams to assist the client with developing and implementing performance improvement corrective plans, programs or processes.
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.
Working long hours under extreme stress, it is important to ensure that the workers’ mental well-being are taken care of. Under the “Workplace Mental Health” program, HPB has developed a series of workshops to cater to the needs of different companies. The curriculum focuses on improving individual’s ability to making decisions, coping with stress, managing personal emotions
have more of a major effect on the company's health. Irving Burstiner was quoted in in The