1.0 Introduction 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 – • It is the prime duty of a HR to formulate plans to ensure maximum utilisation of manpower for advancement of the organization. • Another important role of the HR is to set up a lucrative remuneration packages in accordance with the other organizations of same profile- so that the company not only can hire proficient workforce but will also be able to retain them from changing the company. • The entire procedure of recruitment along with providing ample training to the new joiners about the company, its rules and regulations, objectives and the responsibilities of the designation is done by the HR team. • Legal responsibilities involved in hiring employees through selection process and monitoring the activities of the employees following the governmental policies- the HR is accountable for all of it. • The HR is also liable to offer security and safety to all employees at office; and looking after their welfare and contentment. 2.0 Evolution in role of human resources in the modern organisation It is discussed that after the financial collapse in 1945, the human resource management has undergone several modifications due to the tremendous strain which the modern organisations have to endure nowadays. The causes responsible for changes in human resource management are • Globalization • technological up gradation • increase of competition in the market • Modification in organizational tre... ... middle of paper ... ...y, R. W., & Schneier, C. E. (1997) “New human resource roles to impact organizational performance: From partners to players." CIPD (2011), “HR Business Partnering: Factsheet. London, Chartered Institute of Personnel and Development” CIPD (2007), “The Changing HR Function: Transforming HR. London, Chartered” CIPD (2012), “Barometer of HR Trends and Prospects, London, Chartered Institute of Personnel and Development” Mayhew R., (N.D.) 10 Reasons HR Is Important to an Organization May K. E., (2013) Work in the 21st Century: The Changing Role of Human Resources Pitcher G., (2008)”Backlash against HR business partner model”, Personnel Today Prabhat, (2011) Difference between HRM and Personnel management Reilly, P. (2000) HR Shared Services and the Realignment of HR. University of Sussex, Institute of Employment Studies Reuters T., (2013) The three-legged model of HR
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
Hailey, V. H., Farndale, E. & Truss, C. (2005) ‘The HR department’s role in organizational performance’, Human Resource Management Journal, 15(3), 49-66.
Human resource management can be viewed as the spider web that entangles a company’s workforce. HR departments are involved in employee’s work lives from the recruitment and selection process, to the training and development, performance reviews, and the compensation
" This global London-based mining and mineral company was severely impacted by the global recession in 2008. Such an impact forced unprecedented workforce reductions worldwide and decentralized HR management had to be brought in under a single umbrella to ensure an orderly and efficient system that would support the organization’s future productivity."( Case Study OneRedesigning HR HRMG 5000 - Student Simple). Human resources have a strategic significance if managed efficiently and productively. The company revamped and managed its HR functions in a manner so as to achieve the strategic goals of the
The HR function is responsible for recruiting new employees and ensuring that each vacancy is filled by the best person of the job. New employees usually attend an induction programme which tells them all about Cadbury and their jobs. The human resources function aims to ensure that the business retain good, experienced staff analysing their turnover figures to show the rate at which people leave the organisation. A lot of employees have basic expectation of their employers, they expect to be treated appropriately paid fairly, to have suitable working conditions, to have training opportunities and support if they are ill or have serious personal problems. Many companies have staff association, which monitor the views and conditions of staff and make these known. In other businesses trade unions may represent the workers, especially on pay and ...
Schuler, R. S. & Jackson S. E. (1994) ‘Convergence or divergence: Human resource practices and policies for competitive advantage worldwide,’ in International Journal of Human Resource Management, Vol. 5, Iss. 2, pp. 267-99.
According to our textbook Human Resource Management (HRM) is the policies, practices, and systems that influence employees’ behavior, attitudes, and performance. “The human resources management process involves planning for, attracting, developing, and retaining employees as the HRM planning provides the rights kinds of people, in the right quantity, with the right skills, at the right time (Lussier, 2012, p. 240).” According to our textbook the typical responsibilities of the Human Resources department fall into three categories, and they are administrative services and transaction, which handle hiring employees. The second involves business partner services that focus on attracting, evolving, retaining employees by having a clear understanding
Nowadays, human resource professionals are expected to contribute to the planning and strategy of the organization. HR is responsible for helping to turn future plans into workforce capabilities and management practices to achieve successful results. HR has the shared responsibility to deliver business distinction. “HR professionals who have the business acumen to contribute to business strategy at the highest organizational levels are leading the shift in the HR profession from administrators to strategic advisors” (Management,
Lewis, Clive (2007) Human resource management international digest. Bradford: 2007. Vol 15, Iss.4: pg. 3.
The department faces a lot of respect and enforcement issues that need sharp look into. Human resources department becomes a liability to the company if it suffers a weak compliance system. The responsibility of conformity of the HR department is found within and without the organization. The agreement must adhere to the following labor laws and acts as discussed.
In the organisational setting, human resource policies contribute towards establishing organisational structure and culture. If certain policies such as those governing safety in the workplace, performance assessment and appraisal, employee discipline and working hours were to be eliminated, most work settings of organisations would be completely chaotic. In this respect, HR policies govern the relationships among employees as well as interactions between employees and managers.
Torrington, D. Hall, L. & Taylor, S. (2005) Human Resource Management. Harlow: Financial Times Prentice Hall
Assisting and guiding the employees is the another important duty of a human resource manager
Human resource managers have the job of making sure that a companies employees are in alignment with the organizations overall goals. This is not a simple process and requires attention to several aspects of the companies process. HR must address legal issues, planning, recruitment, selection, development and training, pay, safety and health, and labor relations. When management is able to combine all of the above listed items they will at that point be able to maximize the companies overall mission.