Human Resources Challenges: Current and Future Issues
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.
Current Challenges of Human Resources
In the past HR job responsibilities consisted of a basic role of dealing with employees and administrative assignments. For example, human resource managers primarily concentrated on calculating personal and sick days of workers and payroll. However, times have changed many HR specialists have various roles to perform and departments to operate. Usually, these individuals must balance their enthusiasm for the workforce as well as the organization who is their employer. Nevertheless, when fresh challenges arise and organizations must implement new programs or procedures the HR manager is the first to usher in the tide of change.
Some of the current challenges faced by HR are the efficiency of human resources, leadership development, and organizational change management. The first challenge of an HR professional is organizational change management. Organizational change is a process in which an organization undergoes a transition or transformation. Usually during this transitional period, factors that are internal and external can affect the...
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...pecialist will continue to change.
Works Cited
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Dessler, G. (2011). Managing Human Resources Today. A Framework for Human Resource Management (6 ed., p. 2). Upper Saddle River, NJ: Prentice Hall.
Pernick, R. (2002). Creating a Leadership Development Program: Nine Essential Tasks. Public Management, 84(7), 10-17. Retrieved April 27, 2014, from the Academic OneFile database.
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Show MoreNoe, Raymond A., et al. Human Resource Management: Gaining a Competitive Advantage. 7th ed. New York: McGraw-Hill/Irwin, 2010. Print.
Ulrich, D., Younger, J., and Brockbank, W. 2008. “The twenty-first century HR organization.” Human Resource Management, 47, pp.829-850.
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Torrington, D., Hall, L., Stephen, T., and Atkinson, C., 2011. Human resource management. 8ed. Essex: Pearson.
Noe, Raymond A., et al. Fundamentals of Human Resource Management. 5th. New York: McGraw-Hill/Irwin, 2014. Print. 27 March 2014.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2013). Human resource management: gaining a competitive advantage (8th ed.). New York: McGraw-Hill/Irwin.
Fisher, C., Schoefeldt, L., & Shaw, J. (1996). Human resource management. (3rd Edition). Princeton, NJ: Houghton Mifflin Company.
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Many say Human Resource Management (HRM) refers to manage people, but in fact HRM is much more comprehensive. It is “a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an integrated array of cultural, structural and personal techniques.” (Storey, 1995). Human Resource (HR) is one of the critical factor affecting and supporting organization from financial, services and processes. Almost every aspects of business are driven by HR, hence management has to be conscientious and prudent on which HR strategies, plans and policies to implement so as to improve overall performance.
HRM is often a function in organization made to maximize employee performance in service of the employer’s arranged objective. HR is primarily interested in how people are managed within organization, focusing upon policies and systems. HR departments and units inside organization are typically responsible for several activities, including employee recruitment, training and development, performance evaluation and rewarding. HR is also interested in industrial relations that is the balancing of the organization practices with regulation arising from collective bargaining.
Torrington, D. Hall, L. & Taylor, S. (2005) Human Resource Management. Harlow: Financial Times Prentice Hall
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The article Human Resource Management (HRM) by Reference for Business is informative, educational, and provides a full concept description of Human Resource Management. This article provides 8 key topics. The first topic is human resource management (HRM), for instance," Human resource management (HRM), or human resource development, entails planning, implementing, and managing recruitment, as well as selection, training, career, and organizational development initiatives within an organization. The goal of HRM is to maximize the productivity of an organization by optimizing the effectiveness of its employees while simultaneously improving the work life of employees and treating employees as valuable resources". This basically summarizes and gives you a preview of what the role of human resources management is and what the article is about. The
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.)
Noe, Raymond A., John R. Hollenbeck, Barry Gerhart, and Patrick M. Wright. Human Resource Management: Gaining a Competitive Advantage. 7th ed. Boston: McGraw-Hill Irwin, 2010. Print.