HRM’s main role is to zoom into how employees can be utilized strategically and impact the business with measurable. HRM focuses on strategic direction and HRM metrics and measurable to demonstrate value. Effective HRM enables employees to contribute to the overall company direction, goals and objectives in an effective and productive fashion. In this assignment, we should look into the major changes that HRM had undergone in terms how its functions, objectives and delivery, from Personnel Management (PM) to its current form. Personnel Management (PM) vs Human Resource Management (HRM) HRM derives its origin from the practices of the earlier PM, which assisted in the management of people in an organization setup.
HR brings the business perspective while other departments (management, finance) are looking directly at numbers. HR knows people and how to enhance human capital and make the right personnel investments. When properly used, HR can have significant changes and positive results on and with a company due to its knowledge and existing capabilities. In order for HR to make significant contributions, as aforementioned, they need to be allowed to and be worked with by management to achieve common goals (Hults,
If managers are to increase productivity, reduce costs, and improve their organization's competitive advantage, they must focus on how to properly manage personnel. Creating effective motivation and leadership, recruiting and retaining the right personnel, rewarding and treating employees fairly, establishing an environment that supports the people and benefits the organization, the Resource Manager looks towards a future with exciting challenges and opportunities for managing an organization's most valuable resource - its people. References Ivancevich, John M Human resource management 10thedition Boston: Mcgraw Hill/Irwin 2007
Through performance examine results to improve and motivation employees from work, give full play to the employee’s potential and motivation and required employees to have certain career quality. Dell Organisation was through recruitment and selection of human resource management to choose the best talent and then have training and develop of human resource management to practice them become elites. On the whole, it can be seen human resource management is fairly important to business management, it is a highly acquaint strategic advantage at present work organisations.
It should start from the recruitment to the retention and development of the employee, as it greatly affects the overall business strategy, profitability, success and growth of the company. The human resource talent management managers and senior management must enhance and develop the employees both individually and as teams. Ultimately it would lead to an alignment of improved talent strategies.
A managing director will emerge and identify the key deliverables, provide a vision, manage workflow, and delegate accordingly. The next step is to set up a schedule for completing tasks. A schedule provides a structured framework within which progress can be measured. Planning is more like contingency planning because it is a series of interventions that look to improve overall effectiveness and employee well-being. Organizing The ability to organize and execute a strategy is the ultimate challenge in today's business environment.
“Human resource management is the process of employing people, training them, compensating them, developing policies relating to them, and developing strategies to retain them” (Diaz, 2012). In recent years, there has been a shift in the human resource function within an organization. Management once viewed the HR function as a more specialized clerical role. Human resource managers are continually trying to transform and adapt to the changing employment demands. Human resource management is a vital asset to any organization, as it had become a strategic partner that enhances the abilities of an organization helping to ensure the organization’s success.
This enables an organization to assess its strategies and formulate new ones hence meet the customers’ demands. Since employees implement strategies, they have to be informed of the strategic missions of an organization. Strategic plans by an organization are always aimed at gaining competitive advantage, as such; human resource practices should be aimed at focusing the employees’ attention to the organization’s major strategies (JobsD.com, 2011). Human Resource as a Competitive Advantage for Organizations From the recent research, it is evident that the human resources are very essential for the competitiveness of organizations. An organization can define its strategic human resource roadmap by availing framework in which to plot a course to its future.
Good organizations can be linked with the training and development of good employees. Any organization’s success in growth and innovation is dependent upon the talent, motivation, and leadership of its employees. Efforts made to recognize the value of each employee and the job he or she performs will contribute to a workplace environment that inspires, supports, and rewards employee development. Training is important to an organization’s development because jobs have become more complex and affected by advances in technology and corporate changes. For these reasons, training concentrates on an employee’s current position and develops job-specific skills and abilities necessary for the successful performance of his or her job.
Thus, to foster a culture of engagement, HR leads the way to design, measure and evaluate proactive workplace policies and practices that help attract and retain talent with skills and competencies necessary for growth and sustainability. The challenge today is not just retaining talented people, but fully engaging them, capturing their minds and hearts at each stage of their work lives. Employee engagement has emerged as a critical driver of business success in today's competitive marketplace. Further, employee engagement can be a deciding factor in organizational success. Not only does engagement have the potential to significantly affect employee retention, productivity and loyalty, it is also a key link to customer satisfaction, company reputation and overall stakeholder value.