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Theories of strategic management of Human resources
Theories of strategic management of Human resources
Strategic human resource theory
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HR Roles and Responsibilities The strong legacy of ethics and integrity is essential at United Parcel Service(UPS) in order for the company to be able to attract and retain the best employees, gain and keep the trust of its customers, create shareholder value, support the communities in which they operate and the protection of the company's overall reputation. This legacy has to be carried on for every employee and management in order to remain a competitive package delivery company. All of these aspects pertain to this legacy that revolves in human resources department. UPS as a company has become an employer of rewards, opportunity and achievement, and employer of choice. The company's nationally recognized human resources initiatives focus on the idea of keeping the reputation of being the best package delivery company in the business. In the facility I work for in Ontario, our Human Resources department faces a lot of challenges when dealing with their roles and responsibilities reason being this location is one of the largest in UPS. The HR roles and responsibilities have to be followed correctly in order for them to be proper in helping UPS maintain the reputation of having one of the world's largest and most talented workforces. HR roles and responsibilities in UPS To define roles of UPS Human Resources organization, the roles represent the interests of UPS administration by actively serving as a leaders with the organizational workforce, consultant, resource, and departmental authority on human resource policies, processes, programs, and transactions with support and guidance from management, division and Central Human Resources; to support a humane and supportive work environment consistent with the UPS mission and foundation values. In other words, UPS Human resources enforce the policies that the administration establishes and makes sure the policies are interpreted equally and fairly. The Human Resources Department at UPS incorporates several different roles and responsibilities which are; employment training and development, health and safety, regulatory compliance, employee information management, and community relations (Morgan). Employment Training and Development Where I work, my human resources management team faces the responsibility of hiring and training any prospective employee who is to become part of the company's workforce. Most of the hiring at UPS involves acquiring a part time workforce. Most of the jobs offered in the facility start as part time jobs.
The Department of Human Resources is involved with many important aspects of a business, like staffing, compensation, benefits, and much more. As the new Director of Human Resources for a 150-room, full service hotel in downtown Sheboygan, I am in charge of turning around the hotel. Some urgent tasks include hiring and training new candidates for two open positions, revising the training and incentive programs, and finally, improving the overall morale of the employees.
Another word for human resource is Personnel. This department (like human resources) performs the same duties, technical staff work. Knowledge of postal policies, procedures, and regulations related to processing personnel actions (hiring, firing, administrative leave).Employees rely on the human resource department to have information related to the employees benefit programs on health insurance, life insurance, and retirement. Forms are needed for each subject and in some cases, knowledge on how to fill out the forms are needed (vacancy announcement, 2008).
Noe, Raymond A., et al. Human Resource Management: Gaining a Competitive Advantage. 7th ed. New York: McGraw-Hill/Irwin, 2010. Print.
Human Resource embraces the spirit of mission of teaching, research and training (NJIT Website). Human Resource core purpose is to facilitate the transformation of work life at any organization to a standard that surpasses the organizational planning objective (NJIT Website). Human Resource Departments has several goals to include attracting, developing and retaining a premier and diverse workforce; anticipating trends and consequently providing strategic solutions; fostering creativity, innovation, and learning as a whole to foster and facilitate change; ensure compliance with all federal, state and local regulations, as well as overseas labor laws where applicable; and to promote fair and equitable treatment for everyone in the workplace (NJIT Website). In this paper we will discuss three scenarios that require assistance from the Human Resource Department (NJIT Website).
Human resources plays an important role in the field of healthcare industry. Some of the roles of Human resource department include-
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.
The Human Resources department has to implement the EEOC polices and procedure to avoid lawsuits and to protect the employee’s rights. Business Administration is my major but I am concentrating on Human Resources. After, a lot of extensive research, I found the Human Resources department is the core of a company. Human Resource department has implement policies and procedure to the employees on regular bases.
The Human Resources department is dedicated to hire and build an excellent team with a great teamwork and leadership. As one of the most important strategies of the business is the innovation of their products, it is needed people who can add value to the company through its diversity, innovation and entrepreneurial spirit, in a competitive and fun environment.
Human resource management and the organizations in which it takes place are facing challenges from a changing environment. Hiring the proper people with the appropriate skills is an essential part of maintaining the workplace. Economic issues which include downsizing, organizational culture, productivity, ethics, demographics, and diversity plays a significant role when redesigning a company 's Human Resource Department. Success in the field of Human Resource requires an update of knowledge continually. Training, certifications, hands-on experience, and tactic knowledge helps to perform a difficult redesigning task with speed and sensitivity. Human Resource actions are comprised of but not limited to equal employment, staffing, compensation, benefits, labor relations, and safety. Ethical issues are
Human Resource management has a high impact on the overall organization being managed. HR management makes certain that human talent is used successfully and resourcefully to accomplish organizational goals. As an organization core competency, human resources has distinctive competencies that generates high value and sets apart an organization from competitors in areas such as productivity, quality and service, employee skills, and innovative changes. HR management activities can be grouped into categories which include strategic HR management; equal employment opportunity; staffing and talent management; compensation and benefits; and employee and industry relations. This paper will discuss some of these HR functions and the role Human Resources has at the company Zappos.com.
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
Human resources are the function within a company’s organization that monitors the availability of qualified workers. They recruits and screens applicants for jobs help select qualified employees. Some of those roles are focusing on recruitment, employee performance management benefits, compensation, training and retention in an organization. All this is the human resources manager needs to provide a high return on the company’s investment in its people. A human resources manager also deals with the employee relations, resource planning and administrative personal functions. They also deal with hiring, firing, training and other personal issues. A human resources manager also deals with safety, employee motivation, communication and all the administrative stuff. A human resources manager is one of the most important jobs in any health care organization.
The Importance of the Human Resource Function Human resources are the backbone of any business. It deals with the most important resource in the business – people. For any business to achieve its objectives they must plan their resources and one of their key resource is people. They need to get the right people and develop. them well in order to meet the organisation’s aims successfully.
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.
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