The Importance of the Human Resource Function
Human resource is 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 resources is people. They need to get the right people and develop
them well in order to meet the organisation’s aims successfully.
As an organisation grows and expands, the human resource department
will know that the organisation needs to recruit more staff and they
plan carefully. Recruiting staff in an organisation is very expensive
and costly, so the human resource function helps the organisation to
get recruitment right.
The main elements of Human resource are:
* Planning
* Recruitment & Selection
* Training & Development
* Performance Measurement.
PLANNING
Planning is a process of determining the goals and objectives of a
business for a future period of time, developing the strategies
guiding the firm’s operations and utilizing resources towards
achieving the set goals and objectives.
A human resource manager needs to plan ahead and know what is going on
in and outside the company (labour market). He needs to be aware of
the past, present and future trends of employment in a particular area
of specialisation.
He needs to know if there are available skills needed or if there are
few people with the type of skill needed by the company. He also needs
to be aware for competition for employees’ i.e. if the company’s
employees are increasing the demand for labour or whether labour is
available due to redundancies.
The HR planning is all about getting the right people and developing
them to meet the company’s objectives.
RECRUITMENT & SELECTION
The HR manager needs to know when, why and how to recruit staff.
Businesses recruit staff so as to expand the business objectives and
change job roles within the business due to new skills and new
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.
Human resource management maintains and enhances the organizations through its various functions. A human resource manager’s duties and responsibilities consist of hiring, training, appraising, and compensating employees, and attending to their labor relations, health and safety, and fairness concerns. This process allows a human resource manager to keep the company heading in its intended direction and run with efficiency (Dessler, 2013). Necessary competencies of a human resource manager include:
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)
It is the responsibility of the human resources department to ensure that the organisation recruits the correct staff and that the staffs are trained to ensure that the business meets its aims and annual targets. Our function is absolutely central to the success of the business. Sometimes in human resources there has to be disciplinary for staff and termination of contracts. What is important is that all staff members are treated fairly and in line with company policy. The Human Resources Department are responsible for four main functions: Ø Human Resources Planning Ø Recruitment and Selection Ø Training and Development Ø Performance Management.
Human resources drive the company to do the best by using finance, knowledge and other available resources. These human talents must be managed and cared for to ensure the organisational goals are attained. The function that enables this task is called Human Resource Management (HRM) (Bohlander, G. & Snell, S., 2007). HRM ensures that the Human talent is effectively utilised by doing the following basic functions such i.e manpower planning, recruiting, managing performances, training, development, salaries, benefits and industrial relations (Dowling, J. P., Festing, M., & Engle, D. A., Sr., 2008).
In today’s world Human Resources professionals are taking many roles out of the original job descriptions they once had. In the beginning their job descriptions consisted of a much more traditional role, working with upper management to keep systems organized and perform administrative duties. These duties have changed and are becoming more intricate on a daily scale. The Human Resources role needs to change and here is how.
The practices of HR can impact for the company in the short term and long term, causing the company to lose and gain attractions for employees or new employees. Leaders or leaders that are good and respectable tends to motivate their employees to do a better performance and it will increase in profits which will result in an excellent human resource within the company. Employees working at the Human Resources department are the one in charge of the company to manage employees and customers and with managers, CEO and others to bring a better place. Human Resources looks for strategies and political rules that use in the right department. To operate the personnel policies in an organization is needed and define and articulate social functions
...ractices. . Human Resources planning will forecast the available employees, their skills and other resources to boost the organization’s strategic advantages. HR professionals needs to know the organizations culture in order for them to maximize their abilities to support the organization success. For example, HR can hire well by matching prospective hires talents to fit the organization’s needs, they can manage employee time to increase performance under budget constraints, HR strategically uses employees to serve business goals Strategic and financial objectives.
Human resource departments are vital to the success of any company or organization. Carrie Rowland at Wooster City School District holds the title of Human Resources Assistant, but accomplishes more than her job title suggests. When asked to outline her job responsibilities, she laughed and said, “I do everything.” As a district employee, I know that there is truth in that statement. Carrie is the go-to person for questions and help, even when she does not want to be. Coming from a variety of customer service jobs in marketing and manufacturing, she ended up at North Market Street in Wooster, Ohio, and has been there for the past seven years.
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...
The development and unsuccessfulness of an organization is based on the human resource and their efforts. Without the dedicated and positive contribution from workforce or human resource, an organization can not grow or progress. To achieve a goal and objectives of an organization, they need to recruit skilled peoples. Human resource management means the man power management of an organization. There are two main function of human resource management they are:-
The article Human Resource Management (HRM) by Reference for Business is informative, educational, and provides a full concept description of Human Resource Management. This article provides 8 key topics. The first topic is human resource management (HRM), for instance," Human resource management (HRM), or human resource development, entails planning, implementing, and managing recruitment, as well as selection, training, career, and organizational development initiatives within an organization. The goal of HRM is to maximize the productivity of an organization by optimizing the effectiveness of its employees while simultaneously improving the work life of employees and treating employees as valuable resources". This basically summarizes and gives you a preview of what the role of human resources management is and what the article is about. The
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.
The success of any organization depends on its people working in with their knowledge, skills and abilities. Any organization cannot have a good team management without its good Human Resources. Management of human resources is necessary in every organization in order to achieve its organizational objectives. Managing people working in an organization is a big challenge for the HR managers ensuring that their company has a high-quality workforce. The major responsibility of HR managers is to think about their employees, their work relationships, their feelings and emotions, and their ideas and differences. That is why the Human Resource Management is important in an organization.
The main purpose of Human Resource management is to develop both the individuals and the organization. This means Human Resource is not only responsible for finding and maturing talents of workers, but also putting programs in effect that will enhance communication between other workers.