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Critical analysis on the importance of a human resources manager in an organization
Critical analysis on the importance of a human resources manager in an organization
Critical analysis on the importance of a human resources manager in an organization
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Serving as a Human Resources Manager for a rapidly growing organization in Southern California often proves to be both challenging and rewarding. The organization I happily work for, New American Funding (NAF) is one of the nation’s leading mortgage bankers. Coming into this organization, I had spent time working in Human Resources Management roles, but in all fairness, nothing could have prepared me for the role with NAF. When I was interviewed for the role as human resources manager, I was lead to believe by a rather persuasive recruiter that there were nearly 200 employees and the company was looking to double in the next year or two. I was nervous to develop a role in a company that was already this large where I would be managing the department. I had worked in large companies, but my role as a human resources manager had been with a company with only 100 employees. This was going to be a challenge, and I was a little nervous. The role of human resources management was not foreign to me. As the text describes HRM encompasses, “the policies, practices, and systems that influence employees’ behavior, attitudes, and performance,” (page 3) (Noe, R. A., Hollenbeck, J. R., Gehat, B., & Wright, P. M. (2014). I felt very comfortable with the role of human resources manager with NAF and was interested in pursuing the hiring process. When we spoke of the role and what it entailed, I was informed that the role was ultimately new and that it would be up to me to develop the department, that at the current time, the department was primarily only working on onboarding, because there was a great deal of hiring. I interviewed with several people: the recruiter, the head of licensing, the head of compliance, the COO (who would be my boss) a... ... middle of paper ... ... the organization was in a new industry and required me to gain a great deal of knowledge. I felt it was imperative to use an evidence-based HR approach in, “collecting and using data to show that human resource practices have a positive influence on the company’s bottom line or key stakeholder,” (page 14). Noe, R. A., Hollenbeck, J. R., Gehat, B., & Wright, P. M. (2014). Creating a human resources department that focuses on strategic growth for a company that we truly believe in is very important. NAF is a phenomenal organization with tremendous growth potential. New American Funding is filled with a group of people working hard and collaboratively to build the nation’s most amazing mortgage bank. Works Cited Noe, R. A., Hollenbeck, J. R., Gehat, B., & Wright, P. M. (2014). Fundamentals of human resource management (5th ed.). New York, NY: McGraw-Hill/Irwin.