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Importance of human resource function to a firm
The importance of strategic human resource planning
The importance of strategic human resource planning
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Human Resources are a vital department within companies, it’s not just a place to go when troubles occur, but too often they are misunderstood and underutilized. Human Resource has become a major feature of a company 's overall strategic plan because of the following; Strategies on how making the company more efficient in all areas. Meanwhile, having different training and building communication skills. In addition to, this function presented in any management helps in maximizing employee performance. By following or understanding these methods you can tell why HR has become an importance to a successful company. Communication is essential to any company achievement this can either take your company to the next level or set your company back …show more content…
From recruitment and training, performance appraisals, maintaining work atmosphere, managing disputes, developing public relations all falls under why this has become something of ways HR has changed the outlook for companies and their competitive performance. Human Resource also, contributes to the growth of the country when a successful and committed HRM is accessible; and lead to a helpful development and progress to use of natural, financial, on top of, physical resources in a proper manner. The experienced and well-trained human resource makes sure for the maturation of the country. An effective HRM makes sure the economic process of the country is maintained and leads to enhanced growth in standard of living and maximum usage. In addition to, an organization cannot build a good team of working professionals without good Human Resource Team. The main point is that HR is often thought of as the place to go for employee disagreement, employee assistance, or compliance issues. However HR is much more than that and top management would make them and their organizations well if they included successful tactics and professionals in their strategic planning by HR Management. There is nothing to lose by doing so, but an …show more content…
A HR plan can address both tactical and strategic needs. Having both plans are fundamental to a thoughtful of the different household tasks attached to human resource management and governance of any business. If you fail to do this for your company, then you are driving without a sense direction. If you don’t know where you are going, or how you are going to get there, then where you end up will most likely not be where you want to be at. So with different Strategies in place it well ensure that you are working for a great deal to be the best you can be in you industry. In conclusion, Alan Bostakian said in the 7th method of HR Management is that Companies must treat Human Resource Management (HRM) as a service department and as a proactive measure to support wider business interests. They should use personnel management as part of a wider strategic planning to improve the ROI. HR Managers have many positive qualities, from the influence it has and it ability to lead people, plan strategically to help their companies in achieving big goals. By putting the right person in the right position, HRM can help in the improvement of the workplace culture, which improves conditions for managers and improves customer
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.
In this assignment is explaining ASDA’s Human resource management (HRM). ASDA is one of the largest supermarkets in UK. There are 180 stores and 180,000 employees across the UK. ASDA is thinking employee are the “most valuable assert”. ASDA’s HR mission is Employee (people) means everything, Because “If we take care of our colleagues they will look after our customers” (ASDA,2014). For this reason ASDA human resource department called as people team. Based on ASDA this report is explaining about personnel management, importance of HRM, recruitment and selection process, motivation and rewards and termination.
A wide-ranging Human Resource Management Strategy plays a fundamental role in the attainment of an organisation 's overall strategic objective and perceptibly illustrates that the human resources function fully understand and support the route along which an organisation is moving. A comprehensive HRM Strategy will also sustain other specific strategic objectives undertaken by the marketing, financial, operational and technology departments.
From all those discussion, the answer on why organisations adopt strategic approach to Human Resource Development (HRD) is because there are factors that require organisation to design strategies related to human resource development to achieve organisation objectives. The other main point is because different firm will have a different needs of capabilities to develop and this is based on their condition both internal (within the firm) and external (market needs
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:...
Organizations’ other resources can be hired, retained and discarded at any time but human resources needs special treatment. It needs to be carefully hired, deserve an extra effort to retain it and requires training & development to upgrade and improve its capabilities. Other resources depreciate with the passage of time but when the human resource gains more and more experience, it becomes more beneficial for the organizations. These characteristics have brought human resources to be the central element for the success of an organization. (Mohammed, Bhatti, Jariko, and Zehri, 2013, pg. 129, para. 2)
It is now time to execute the strategy formulated, indicating certain Human Resource (HR) needs. Human Resource (HR) function can be viewed as having six main menus of Human Resource (HR) practices which can be choose the ones that are most appropriate to implementing the strategy. All of these strategies types require competent people in a generic sense, where each of the strategies also requires different types of employees with types of behaviours and attitudes. The emerging strategic role of the Human Resource (HR) function requires that Human Resource (HR) professionals in the future develop business, professional-technical, change management, and integration competencies. The following
Strategic HR planning is important as it links HR management directly to the strategic plan of your organization. Most medium to large sized organizations have a strategic plan that would guide them into successfully meeting their missions. Organizations routinely complete financial plans to ensure that they achieve organizational goals and while the workforce plans are not as common but they are also just as important.
Contemporary organizations are faced with the challenges of changing economic and market conditions, productive labor, competition, and the struggle for survival. Traditionally, organizations have focused on material assets, cost cutting, and reduced employee expenses as a means of increasing competitiveness and profits (CSU-Global, 2013). However, this approach is becoming a less viable tactic in today’s complex and dynamic environment. Instead, an organization must recognize the value and importance of its people in implementing the strategies which lead to business success (CSU-Global, 2013). This places an organization’s human resources (HR) in a prominent role when developing strategic plans for the future.
The primary function of human resource management is to increase the effectiveness and contribution of employees in the attainment of organizational goals and objectives. An organization's success increasingly depends on the knowledge, skills, and abilities of its employees. Without out them they would surely fail. Particularly, how a company is run and how they treat their employees and customers help set the core competencies, which distinguish one organization from its competitors. This paper is intended to give an overall view of how important Human Resources re to a organization, by looking at the people involved, the laws that effect, and the methods used in Human resource management.
Understanding the strategic potential of HRM is a relatively recent phenomenon. Strategic HRM attempts to bring HRM to the boardroom. It requires personnel policies and practices to be integrated so that they make a coherent whole, and also that this whole is integrated with the business or organisational strategy.
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).
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.
He also needs to be aware of competition for employees’ i.e. if the company’s employees are increasing the demand for labour or whether labour is available due to redundancies. HR planning is all about getting the right people and developing. to meet the company’s objectives. RECRUITMENT & SELECTION The HR manager needs to know when, why, and how to recruit staff.