An introduction
Organizations in present times are extremely complex. Such complexity of work require a large numbers of workforce, many different kinds of regulations, rules and laws to govern them. They also need implementation of such laws, regulations and rules, so the general works can be carried out successfully. The need of Human Resource Management arise in this background where all these activities can be smoothly channeled and the process of carrying out these work and life task can be balanced.
Some definitions
Organization has to run smoothly. In order to acquire this task organization have separate resources and sections department which main duty is to keep and achieve this goal of sooth operation. Human Resource Management(HRM)
…show more content…
Human Resource section in an organization is organized for the purpose of achieving those goals which deals with the smooth successful running of that organization. In an orderly manner the work is divided according to the task roles skills experience sections and departments. All these are aimed at the successful operation of the organization. This orderly manner is required in modern times and organization where small mistake can cause great losses.(Turnbull, Paul Blyton Peter, Paul Blyton, and Peter J. Turnbull., …show more content…
"Management teams, (2011) ) The aim of a business activity is to make profit along with consideration that it keep the business going and follow all the laws legal aspects. Role human resource management is thus crucial in this regard. Human Resource Management as section is thus matters in all matters of employees and employees related aspects of the business or organization. As employees are the souls and they can make a business fail or succeed managing them properly becomes very important. The need is always to maximize their potential. HRM department is thus first of all make the decision whom to recruit hire for short term or long term and what budget and terms. HRM is the section which makes mostly the criteria for employees to recruit. Hiring employees is very important as this decision can affect the budget, improve the skill level of the existing employees in case of hiring more skilled person for the job. These could affect the existing staff performance and improve them help
In conclusion, Human Resources department plays a significant role in the organization providing a wide range of valuable services to employees in various functional areas such as recruiting and training people, developing public relations, performance appraisals, maintaining workplace atmosphere, employee relations, benefits administration and much more. More than likely, HR essentially contributes to organization’s strategies and objectives through promotion of leadership activities, building friendly workplace environment and ensuring an efficient management of talented employees overall. As a strategic asset of a company, HR improves the human capital utilization and establishes the competitive workforce based on business and market demand.
Before exploring the various answers to the question, I will start by briefly describing the role and purpose of HRM (Human Resources Management) within a firm. HRM is primarily concerned with the human side of management and sees the management team and subordinates as having the same goals. It combines elements of; work psychology, personnel management, employment law, business organisation, training and industrial relations. The HRM team are therefore involved in every aspect of an employees period of employment within the organisation.
The decisive difference in the business climate of any organization is determined by strategy. A successful execution of a business strategy, being the ultimate goal, if inclusive of the Human Resources Department, then like all other departments within the organization will be strategy-driven. Human Resource’s future, by understanding the paramount importance of human and intellectual talent, is on the verge of becoming seen as more of a strategic business partner within many organizations today. Organizations are beginning to understand the validity of tying human capital into the critical skills, knowledge, and competencies needed to be competitive. This paper will attempt to show. What I believe the future of Human Resources will be. No longer solely implementing policies and programs, perceived only as an organizations administrative tool. However will eventually be seen as a legitimate, strategic, business partner.
Human Resource Management (HRM) is defined as formal structure designed for the administration of individuals within an organization for the purpose of helping an organization achieve its set goals (Armstrong 2011). Kaila (2005) notes that the HRM is typically tasked with thee primary responsibilities namely definition of jobs, recruitment and employee compensation. Based on this definition, the HRM is tasked with managing all employees and ensuring that the organization meets its overall objectives through proper management of employees. While HRM is tasked with managing personnel roles and engagement for overall organization best performance, the front line manger is tasked with directly managing individuals or specific teams and reporting
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:...
Human resources describe both the people who work for the organization and the department responsible for managing resources to the staff. The term started in the 1960s when the value of labor relations began to garner attention and when notions such as motivation, organizational behavior, and selection assessments began. Human resources management focuses on a number of things. In healthcare human resources are critical in order to provide the highest quality of care and the strategies are greatly needed to achieve the best outcomes from and access to health care around the world. The benefits of an HR department have gained recognition in the healthcare industry.
It seems that HRM is so crucial to the organization, for what it does has nearly covered all aspects of the business – from strategic planning to the training and development, but unfortunately, its importance has not been accepted by everyone. As proposed by Morton, C, Newall, A. & Sparkes, J. (2001) there are three different views of HR function within the...
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’.
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...
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
Human Resource Management (HRM) can be defined as “the set of programs, functions, and activities designed and performed in order to capitalize on both employee as well as organizational effectiveness. It is a management function that helps organization in recruiting, selecting, and training, developing and managing
The Human Resources Management activity includes the motivating, disciplining, managing conflict, staffing and training. In the contribution for effective manager, 26% of time performing he or she was used. For example, the human resource manager should be seized on how to encourage, be awareness, negotiate the conflict, staffing and training those new employees or staffs. Then, the last of the managerial activity is the Networking activity. The manager should know on how to socializing, politicking, and interact with outsiders. This managerial activity made the least relative contribution on the effective manager, which is only spend 11% of he or she time performing. For example, the manager should be responsible to have good relationship with clients, know about latest politicking, and commitment well with the social media or the shareholders. It is make sure the projects will processing smoothly and prevent disturb by outsiders, such as social media.
Human resource management is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. Human Resource management is evolving rapidly. Human resource management is both an academic theory and a business practice that addresses the theoretical and practical techniques of managing a workforce. (1)
Human Resource Management (HRM) is fundamentally another name for personnel management. It is the process of making sure the employees are as creative as they can be. HRM is a way of grouping the range of activities associated with managing people that are variously categorised under employee relations, industrial/labour relations, personnel management and organisational behaviour. Many academic departments where research and teaching in all these areas take place have adopted the title department of human resources management. HRM is a coordinated approach to managing people that seeks to integrate the various personnel activates so that they are compatible with each other. Therefore the key areas of employee resourcing, employee development, employee reward and employee involvement are considered to be interrelated. Policy-making and procedures in one of these areas will have an impact on other areas, therefore human resources management is an approach that takes a holistic view and considers how various areas can be integrated.
HRM comprises a set of policies designed to maximize organizational integration, Employee commitment, flexibility and quality of work. (Guest, 1987) as cited by (Armstrong, 2009) this statement entails that HRM function has policies to guide its activities, if these policies are well integrated with the strategy of the organization, it can enhance employee commitment and result in quality of work, as cited by (Armstrong, 2009) that the overall purpose of human resource management is to ensure that the organization is able to achieve success through people, however the function of HRM is affected by several other factors, this essay will look at three Internal and external environmental factors affecting HR Specialist.