The Role of Human Resources
People, or human resources are the most important resource in any
organisation and, not surprisingly there is a direct link between the
quality of the workforce and commercial success.
To succeed, an organisation needs staff who are committed to meeting
its aims and objectives, equipped to do so by adequate training
motivated by management to achieve their potential.
It is the job of human resource management to recruit, develop and
maintain quality staff. Within a small business of maybe 2 or 3
employees the responsibilities ill lie with the owner of the business.
While smallish companies have one person who's job it is to look after
issues relating to staff. Large organisations with many employees on
the other hand will have a whole section devoted to personnel.
The main purpose of the human resource department is to recruit,
select, train and develop staff.
This means finding the people, training and developing them to they
can achieve their full potential and creating systems that achieve
high levels of morale and motivation.
The purpose of personnel administration is to provide and develop
systems to carry out these functions and to maintain accurate
personnel records as required by law.
Many records are now stored on computer and HR departments have to be
very aware of what they can and cannot do with the information under
the data protection act 1894. However all personnel records must be
kept safe, secure and confidential.
Description of services covered by HR
Recruitment and selection of staff is carried out as a joint exercise
by the managers of the section requiring the staff and the human
resources department. The first thing the HR department has to do is
identify the job vacancy. This means what job vacancy has arisen and
why. There are various reasons why a vacancy may arise, some of which
are shown below.
* Retirement
* Dismissal
* Promotion
* Expansion
* Changed to job roles
What is conflict? Conflict is a natural disagreement resulting from individuals or groups that differ in attitudes, beliefs, values or needs. Conflict exists in organisations because, by their very nature, organisations require social interaction between people with different goals, values, and backgrounds. Recent structural, economic and philosophical changes in the world of work have escalated the likelihood and level of conflict within the workplace organisations. Distinctions must be made, though between positive and negative aspects of conflict in the workplace.
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.
In any company- be it a proprietorship or a partnership firm or a multinational corporation, Human resources has always played a significant role in particular vicinity of a company’s regular schedule. Depending on the nature and profile of the company the HR executes various general functions. (Mayhew R., N.D.) Such as –
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).
Human resource management consist of all the activities and intended decisions that will help to improve the effective of the human resource (employees) and of the enterprise as a whole. The importance and aim of the HR policy is to recognize the work performance of employees and the aim is to bridge the gap between management goals and the essentials of the workplace Human resource consultant is responsible for helping clients with strategically integrating effective human resource processes, they do this by daily operations with programs and practices. The other role for the HR is to maximize the client’s performance that will be relating to the human resource. For them to increase the performance they do this by coming up with new “best prices” products or services as well to provide feedback to clients regarding their performance related to annual management objectives. For them to complete this, the HR consultant may need to perform needs assessments or an official inspection of an organisation or corrective plan, and when required, organise and coordinate cross-functional Human Resource teams to assist the client with developing and implementing performance improvement corrective plans, programs or processes.
...ard internationally regards to the labor satisfaction and their problems and well suite in the agenda to be a developed country by 2020.
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
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 Management is employed in nearly every industry today. So, what is HRM and what are they responsible for? HR managers are focused on managing people within the organization and are responsible for the attraction, selection, training, assessment, and rewarding of employees. Not only do HR managers contribute to the business viability and success through management, but also the profession along continue to increase its stature as a career choice. Human Resources are a key component of any organization management team. Human Resources Management is the backbone of every organization and plays such a strategic role.
With the introduction of Human Resources, people in an organization have taken a new role. Long gone were the days when an accountant is a clerk. In today’s day and age, an employee is an asset for that company. They are a major investment and companies thrive in protecting their interests and development. Human Resources (HR) have developed and now is a full fledged field. Most companies have some sort of Human Resource management. Basically where there is hiring and firing, there is Human Resources activities involved. Whether it is a small firm or a large corporation, Recruitment and Selection is needed in every kind of organization.
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.
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.