Wait a second!
More handpicked essays just for you.
More handpicked essays just for you.
Importance of recruitment and selection in human resource techniques
HR roles in organization
HR roles in organization
Don’t take our word for it - see why 10 million students trust us with their essay needs.
Introduction HR in a department has various functions which are vital and crucial for an organization. It is undeniable that individual development and working to maintain a productive working environment are vital but the functions of HR are not limited to this extent only. Apart from individual development and working to maintain a productive working environment HR plays multiple roles for the growth and functioning of the organization. Other crucial functions of HR in an organization may include recruitment and employee selection, fullest utilization of human capital resources for the growth of the organization, balancing the needs of the organization with those of the employees to assure the well being of both the parties, guiding the leadership in the organization on each and every aspect of human resources for the growth of the organization, adapting the best educational and cultural shifts in the organization to keep up with the current trends in the business organization and requirements of the hour, retaining the top talent in the organization at the available resources and maximizing the productivity and many more. Training and development of the employee as per the new requirement in the business environment is vital function of HR department in any organization. Apart from the above few mentioned important functions of HR in an organization assuring safety to the employee and other stakeholders for the organization holds an important role in the organization. In this paper important and vital functions of HR will be explained, functions to be focused in this paper would be other than developing and working to maintain productive and positive working environment. These other functions identified as important HR funct... ... middle of paper ... ...functions for the organization, collecting the literature review, relating these functions to the impact on the productivity and profit margin of the organization we can conclude that these other functions of HR are very vital to meet the principles and goals of an organization. They are as much crucial as the functions like promoting individual development and working to maintain a productive and positive working environment. In fact it was found through analysis that simply focusing on excellent recruitment and selection process by an organization it can multiply its profit margin by two times. The assurance of health and safety to the employees and its stakeholders would further make the most talented resources in the industry confident to join the organization which in turn would accomplish the goal of attracting and employing the best talent of the industry.
Ulrich, D., Younger, J., and Brockbank, W. 2008. “The twenty-first century HR organization.” Human Resource Management, 47, pp.829-850.
“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
Health and Safety at work sets out the general duties owed by employers to their employees. Employers must protect health and safety at work for all their employees and other on their premises which includes self-employed, clients, visitors etc. Employers have a duty to take reasonable care of safety of their employees. They make sure that employees are not get injured at work.
This paper will highlight the history of the company, followed by HR policies & practices that stand out and implications of HR policies when comparing to other companies. The paper will also explain why the HR policies and practices chosen are important.
Employees can help to make the workplace safer by working with their employer to promote health and safety. As part of their duties under the Occupational Health and Safety Act, the employee must:
HR is defined by the Society for Human Resource Management as, “The function dealing with the management of people employed within the organization.” (SHRM, 2011). The primary functions of administrative, development and management. Administrative functions include those tasks that are often considered “overhead,” such as benefits and payroll management. Development, or HRD, is defined by Swanson (2001) as, “Human resource development is a process of developing and/or unleashing expertise through organization development (OD) and personnel training and development for the purpose of improving performance (as cited by Hassan, 2007, pg. 2). Lastly, management is those strategic functions that align HR tasks within its own department and with the overarching organizational strategies.
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...
The employers have an obligation to the employees to give them a safe working place with safe conditions. Risk management specialists from the Human Resources area have the job to maintain accurate work logs and records, and also developing programs that can minimize the number of injuries that can occur in a workplace. 5. Liability. Human Resources employee relations specialists can reduce a business danger related to people that claim claims of unfair employment.
It represents the Strategic human resource management (SHRM) core function like “work analysis, Job design and job analysis” defines its importance in strategies implementation in any organization. This assignment will also discuss the aspect of Human Resource department that why they are giving more edge to other functions like Recruitment and selection, Performance appraisal and Occupational health and safety. This report will also presents the today’s critical business challenges and the with coming new responsibilities for HR and why they have started to give more weightage to Job analysis and design in order to get the better output and efficiency of the organization. Moreover, Human capital is a vital factor for any department in any organization. “Hiring smart” is becoming a fashion trend for companies for their effectiveness, productivity and employee motivation as the more investment will be done in employees by the firms. It continues with the recommendations on the need of analysis and design of work and how to make employees motivated in the company.
The purpose of this research is to investigate on factors which affecting human resources’ effectiveness. This study also examine the relationship that cause the effectiveness of HR. the researcher has chosen to use the cross-sectional studies as the research design to gather data and information to conduct the research. The researcher also use questionnaire as their primary data source as a research method to gather information. Questionnaire is chosen as a tool due to their accuracy and result cost validity.
As an organisation grows and expands, the human resource department. will know that the organisation needs to recruit more staff and they plan carefully and carefully. Recruiting staff in an organisation is very expensive. and costly, so the human resource function helps the organisation to.
This way HR can enhance the employee and build the talent leaders as per the organizational needs. The common perception is that HR is not innovative enough and it is administrative, bureaucratic in functioning; HR professionals are not aligned with the business strategy and lack analytical skills. Human resource information system is not new concept but it is recuperating day by day with changing environment. Organizations have significant work to do, where HR leaders are adapting to understand change business demands and skill set required. HR’s role is expanding beyond its traditional focus on talent management, process, and transactions. HR is becoming an innovative consultant with a broader responsibility to design, simplify, and improve the employee and candidate experience. Today HR organizations are moving away from a ‘service provider’ role to become valued talent, design thinking and employee experience consultants. They are deeply embedded in the organization through business partner leadership
Changing the 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, with the emphasis 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 capital, the staff.
Managers rely on HR to provide effective staff capable of accomplishing the goals of the organization. HR is valuable in ensuring employees are high performers, dealing with performance issues, and certifying that existing methods are compliant to the rules, contracts and laws under which the organization operates. When HR succeeds in developing processes to attract, hire and develop motivated employees, managers are able to focus on the objectives of their department and the organization.
Human Resource Development (HRD) is often seen to be a central feature of SHRM. Discuss the role and importance of HRD in achieving SHRM organizational outcomes.