The most obvious link between human resources and the other functional areas is in the recruitment of staff. In many areas, departments notify human resources when they have a vacancies and it is up to the HR staff to make sure that this is advertised or placed with the most appropriate source for recruitment and that the paper work is completed and the interviews scheduled according to the company policy. If the vacancy also creates a promotional opportunity, The HR staff will also make sure that the vacancy is advertised internally as well as externally. Once the selection has been made, the HR department will confirm the appointment and prepare the contract of employment. There will be links between different functional areas and HR staff over training events and staff development activities. The training manager will not only be able to advise on suitable opportunities for staff, he or she will also organize internal training events, often with liaison with internal specialists, such as the health and safety officer. Normally the HR department organizes regular induction programmes which all new staff attends together, regardless of which department they will work in. In many specialist areas, the HR function operates in an advisory capacity. It advises managers about employment law and about both employer and employee rights and responsibilities. It checks and monitors that the company's equal opportunity policy is being met. It ensures that all employees are informed about company facilities and welfare policies. It is involved if there are disputes or disagreements which need resolution through the formal disciplinary or grievance procedures. It has a key role in negotiating with union or staff representatives from different departments if any changes are being proposed. As for health and safety, there are obvious links with all areas in the organization. Safety representatives will work in other functional areas and, particularly in more hazardous environments such as production, there will be constant liaison between departmental managers and staff and the health and safety officer.
According to the author, Human Resource is the “practices and policies needed to perform the personnel aspects of a managerial job” (Dessler, 2011, p. 2). Generally, HR focuses on state and federal laws as well as company responsibilities such as staff benefits and payroll and the hiring or termination of employees. In addition to concentrating on the workforce of a company, the HR manager works cohesively with other members of management. Usually collaborations with other managers lead to the development of strategic planning for training or advancement of company objectives.
Examine the changes in the way in which HRM is ‘delivered’ in organisations. What do you think are the advantages and disadvantages of these changes for the HR function?
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.
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...
Human Resources in Business Human resources, or HR, is all about managing the people who are in. your business. They are as important as any other resource. You must recruit new workers, promote old workers and so on. a basic definition.
new staff waiting to be trained but they don't know what to do. So the
An organization’s resources can be classified into three categories: physical resources, human capital resources and organizational capital resources. Physical capital refers to non-human assets such as, machinery, infrastructure and other raw materials that are used within an organization’s production process. Human capital resources include the skill sets, knowledge, work experience and insights of each individual employed in the business. Organizational capital resources consist of an organization’s formal reporting structure, the planning, controlling and coordinating of systems, and interpersonal relationships formed within the work community (Barney, 1991, p.102).
Comparable to other department managers, a human resource manager has two basic functions: managing department functions and managing personnel; therefore, a human resources manager is required to be knowledgeable in each of the human resources disciplines: compensation and benefits, training and development, employee relations, recruitment and selection. (Mayhew, R., n.d.)
Workforce management (most commonly known as human resource management, or HRM) as defined by Price (2015) is a philosophy of people management based on the belief that
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.
This study discusses how the various parts of the human resource system is used, aligned and supported in an organization. Those various parts include: job design issues, training and recruitment activities, selection approaches, performance appraisal systems, promotion systems, pay part and general supervisory styles. Human resource management (HRM) according to Ivancevich and Konopaske (2013) is the “function performed in organizations that facilitates the most effective use of people (employees) to achieve organizational and individual goals” (p. 4). It deals with issues and concerns related to employees such as hiring and firing, training and employee motivation, administration, communication, compensation and benefits, performance evaluations and management, health, wellness and the safety of both employees and employers. Regardless the magnitude of the HRM department, it is an analytical factor of each employee’s well being. When it comes to an organization, it is not only strategic, but a comprehensive approach to managing employees, the organizations culture and its environment. Once it is proven effective, it empowers employees to contribute efficiently and productively to the overall direction and goal of the organizations mission.
Human resources on the whole, encompasses a vast amount of responsibilities. “Human resource management (HRM) is the organizational function with responsibility for attracting, retaining, and managing the people who make up organizations." (Bogardus, p. 2, 2004) We will be identifying and looking at some of the important functions that HRM performs, and how these functions are essential and contribute to the growth of the organization.
Human resource is the most valuable asset of an organisation as it is the source of operational performance and competitive advantage in an organisation. An asset, by definition, is a useful or valuable thing or person. An organisation comprises of three types of assets, namely; financial assets, physical assets (infrastructure and equipment), intangible assets. Intangible assets include intellectual capital (patents, copyrights and trademarks), social capital and human capital. The creative thinking potential of an organisation’s current employees (Bolton, 1996), is the organisation’s most valuable asset, as people are the driving force within companies seeking to differentiate themselves in these competitive markets.
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)
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.