A business is as good as the human component that makes it up. It is the employees who add the value of service into the business that the organization engages in turning it into a component that is worth something economically. This therefore calls for the regarding of employees not as a cost of production rather as a factor of production (Gunderson, 2001). While this appears easy theoretically, one has to keep in mind that employees are human beings. In humans, there reside a lot ofambitions, goals and temperaments. This means that each employee will bring in a different dynamic that another employee may not have. To illustrate this, one employee may be loyal to the company and work well into old age; another may stay with the company until …show more content…
To illustrate this, a human resource manager responsible for construction workers will face a completely different set of dynamics in comparison to one that is responsible for health practitioners. Nevertheless, despite the field of expertise, there are some basic functions that are expected of all human resource managers. They are:
• The first role is the strategically recruiting and managing of employees. As a human resource manager, it falls on one to understand the dynamics of a role and the potential employee who can fill that role. On top of that it includes ensuring that those already in the company are accorded sufficient training, exposures and opportunities aimed at advancing their skill competencies and career prospects. There is nothing that provides a company with a strong competitive edge as having a strong human resource component under them who are committed towards the company’s vision ("Functions & Practices of Human Resource Management",
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They are not costs of business rather they are assets. This means that for a business to thrive, it must be very critical on how it recruits, develops and handles its employees. Having a pool of capable yet dedicated employees willing to see the vision of the company through is very important. It is something that all human resource managers strive to achieve. In order for this to be achievable, it falls on the HR to ensure that the needs of the employees are in line with the wants of the management. This is done by laying rules that form the groundwork for employees in the organization, while also being the point man of the company who streamlines the skills of the employees to make them better at achieving the overall purpose. It is for this reason that while the HR sits at the management table, they are approachable to all employees in every department and in touch with their needs (Beardwell & Thompson,
Hardinge Inc. was founded in 1890 and operates in the metalworking machinery industry. The company specializes in super-precision and general precision turning machines, milling, grinding, rotary and workholding parts. With eight unique and reputable brands, Hardinge Group has manufacturing operations in United States, China, France, Germany, Taiwan, United Kingdom, Switzerland and India (Hardinge Group, 2014). The base operations for North America are based out of Elmira, NY. The human resources policies and functions are decentralized and dependent on the local laws and regulations of each geographic location. Hardinge Group employs 1478 employees globally with 33% of the Hardinge Group workforce based out of the United States (Hardinge Group, 2015). Senior management has identified recruitment, employee development, corporate communication and culture of collaboration as the four primary human resources challenges that the company is facing (Tifft, 2015). Currently, the HR Director Job is vacant at the Hardinge Inc. NY office leaving the HR functions to be assumed by other senior leaders. Recruitment and development HR issues are intertwined and will be reviewed for the US
Q: Which of the following two concepts is more critical for international Human Resource Management: understanding the cultural environment or understanding the political and legal environment? Why? Include key terms and concepts from the textbook.
Human resources plays an important role in the field of healthcare industry. Some of the roles of Human resource department include-
The central focus of the human relations approaches is human needs within an organization. The evolution of this theory stems from the classical approach. The classical approach centers around the machine metaphor. It highlights the importance of three key elements within an organization: specialization, standardization, and predictability (Miller, 2012: 18-19). In the classical approach, organizations emphasize structure and efficiency; communication is limited within the boundaries of hierarchy and formality. Classical organizations communicate vertically from upper management to employees, often relying on written and formal communication methods (Miller, 2012:
There are many functions of Human Resource Management, one of the most integral parts revolves around the process of acquiring human capital and the methods used to retain, motivate, and compensate employees. There are many factors involved in the overall process, to include the following: a job analysis, recruitment and selection, hiring the best candidate, evaluating and compensating them appropriately. Each part of the process affects the other, from ensuring that you have an accurate job description to determining the appropriate level of compensation.
For nearly half a century, Target has ran as a successful company dedicated to their unique business model. To stay competitive in the market, Target Corporation faces a constant challenge to be innovative, intelligent, and resourceful to provide the best shopping experience. Target’s culture is one of its main contributing factors to becoming the second largest retailer in the United States. As executives, HR structure is a major component to a company's success and has many key aspects that must be met. Businesses are kept in operation through their Recruitment and Selection process, Performance Management and Employee Development, and Compensation and Benefits. We will analyze these aspects of Targets HR structure and provide recommendations
Human resource management (HRM) encompasses the activities of acquiring, maintaining, and developing the organization's employees (human resources). "The traditional view of these activities focuses on planning for staffing needs, recruiting and selecting of employees, orienting and training staff, appraising their performance, providing compensations and benefits, and making their career movement and development." HRM involves two aspects:...
How well a business manages its assets and resources predicates its overall success. Companies that spend financial resources foolishly are apt to find themselves in bankruptcy. Companies that work capital equipment resources beyond the machine’s capabilities or for other than intended purposes are apt to experience downtime and/or lose the equipment to failure. The same premise holds true for a company’s human assets. However, unlike other company assets, which depreciate over time, human assets appreciate over time when managed properly. The article, Importance of Human Resource Investment for Organizations and Economy: A critical Analysis, explains the importance of managing human assets as follows:
A successful company not only because of the employer, employee is the majority reason to build the success. A company can’t operate without employee. Employee is the brain of the comp...
“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
Employee benefits coordinator play a significant role in Human Resource Management. Employee Benefits coordinators are responsible for assisting with employee benefits, maintaining employee data base, managing all insurance billings and maintain employee files, sick pay, vacation and retirement. This study explores the importance of employee benefits to corporations, government agencies and non profit organizations. This paper also researches the effects on the management team and on individual employees’.
Human resource management (HRM) processes are crucial to the success of an acute care hospital facility. In this paper, I will give insight on how HRM processes have to align with the organizations goals and objectives in order to operate successfully. Hiring, training and benefits are a few of the major roles that human resources control in an organization. Therefore, it is important that human resource managers are abreast of all current policies and procedures.
Human resources are the function within a company’s organization that monitors the availability of qualified workers. They recruits and screens applicants for jobs help select qualified employees. Some of those roles are focusing on recruitment, employee performance management benefits, compensation, training and retention in an organization. All this is the human resources manager needs to provide a high return on the company’s investment in its people. A human resources manager also deals with the employee relations, resource planning and administrative personal functions. They also deal with hiring, firing, training and other personal issues. A human resources manager also deals with safety, employee motivation, communication and all the administrative stuff. A human resources manager is one of the most important jobs in any health care organization.
A human resource manager needs to plan ahead and know what is going on. in and outside the company labour market. He needs to be aware of the past, present and future trends of employment in a particular area. of the specialisation of the. He needs to know if there are available skills needed or if there are few people with the type of skills needed by the company.
Human Resource Management is the title given to define formal systems arranged for the management of people within a company. There are many responsibilities of a human resource manager. These responsibilities usually fall into three major areas: employee compensation, staffing and defining and/or designing work. The purpose of Human Resource Management is to maximize the capacity of a company by bettering its employees. This is unlikely to change in the future even though the pace of business is always changing . Edward L. Gubman said in the Journal of Business Strategy, "the basic mission of human resources will always be to acquire, develop, and retain talent; align the workforce with the business; and be an excellent contributor to the business. Those three challenges will never change."