Summary Statement: This paper examines in detail HR function and its implications in an organization. The paper discusses how the HR function is handled in an organization. The paper explains what are the efficient ways to use it in an organization, its division and supervision strategies. Human resource function is the process by which the HR manager can ensure that the organization has correct number of employees with correct skills in present or in the future to meet the organization’s strategic business objectives. For example, if an organization plans to expand into new markets or to provide new services in the near future, the HR manager should develop a HR plan to measure how many new employees should be hired? What skills should the employees have? When should the recruitment start? How will this plan affect the existing employees? Does any Government regulation that should be consider? These are only a few of the many considerations in formulating an effective HR function The advent of knowledge economy requires companies to form a new concept of HR, that is, the human- oriented concept. Globalization refers to the development of an economy and any forms of governance that span much of the world. It means the integration of markets across the entire world and the increasing tendency for people, corporations and states to operate in or across national boundaries. By these exercises, the performance theory concludes that there may be some linkages within a broad view of performance which could explore causal links between HR and performance. In addition to Guest’s review on HR and performance, there is a growing body of literatures that support the correlation between high performance as a result of HR practice and vari... ... middle of paper ... ...’ of best (or better) practice of HR would be those practices that concern: (Deloitte & Touche, 2001) 1) selection of suitable staff from market, not allocated by the state as the planned system exercised previously; 2) provision of incentive reward systems by at least linking performance with payment, and practicing effective welfare scheme that will promote retention of best staff, instead of having standardized rigid wage system and ‘cradle to grave’ social welfare system. Works Cited "Auditing the Human Resources Function." Auxillium West, Internet [http://www.auxillium.com/audit.shtml]. Obtained February 19, 2012. BNA, Inc. "SHRM-BNA Survey No. 66: Human Resource Activities, Budgets & Staffs, 2000-2001." Bulletin to Management, June 28, 2001, pp. S-5, S-15, S-23. Deloitte & Touche. "Human Resources Practices Survey 2000." 2000, pp. 5, 14.
Managers should prepare carefully for negotiations; they should not just react to union proposals (Maytree Foundation Website). Managers should assess how much change they can make in one round of negotiations and should also work carefully on the language of your proposals (Maytree Foundation Website). Managers should use several techniques to prepare for bargaining during the negotiation meeting (Dessler, pg. 579).
...ta on the most capable strategy to address the HR issues, make additional recommendations, if any, to address the distinguished and prioritized HR issues.
...s will be useful in our careers to follow because we have learned that management must stay congruent with the companies HR strategy. As insignificant one decision may sound it does contribute to the bigger picture that the manager may not see.
their global HR processes, and to outsource their payroll in 14 •Ability to meet expansion and contraction of the employee base
Hailey, V. H., Farndale, E. & Truss, C. (2005) ‘The HR department’s role in organizational performance’, Human Resource Management Journal, 15(3), 49-66.
Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes to “establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent with but also support the achievement of business goals.” (Massey, 1994, p. 27)
The function of Human Resources in corporations usually includes the use of metrics and analytics through collection of data on the employees’ efficiency. HR metrics are used to quantify the cost and the impact of employee programs and HR processes and measure the success or failure of HR initiatives (Missildine, 2013). The company is able to track trends and changes with the data collected as it provides for measurement function that helps with HR planning. HR metrics measure the value of the time and money spent on HR activities in the company and together with HR metrics is the HR analytics which is the process of combining data mining with business analytics techniques to analyze human resources data (Missildine, 2013) and provide an organization with considerations for the effective management of employees and quickly and efficiently reach organizational goals. The main issue lies on whether the managers know what to measure and how measurement must be conducted.
1. Stone, R.J. 2002, 4th edn, Human Resource Management, John Wiley & Sons Australia, Ltd., Australia.
Ulrich, D., Younger, J., and Brockbank, W. 2008. “The twenty-first century HR organization.” Human Resource Management, 47, pp.829-850.
However you define the activities of management, and whatever the organisational processes are, an essential part of the process of management is that proper attention be given to the Human Resource function. The human element provides a major part in the overall success of the organisation. Therefore there must be an effective human resource function. In the past, most organisations viewed Human Resource Management (HRM) as an element function, that is an activity that is supportive of the task functions and does not normally have any accountability for the performance of a specific end task. Because of the emphasis on analysis and precision there is a tendency for strategists to concentrate on economic data and ignore the way in which human elements and values can influence the implementation of a strategy. 'Economic analysis of strategy fails to recognise the complex role which people play in the evolution of strategy - strategy is also a product of what people want an organisation to do or what they feel the organisation should be like.?(1).
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...
4) Tokesky, George C; Kornides, Joanne : ‘Strategic HR Management is vital’( Personal journal, December 1994 v 73 n 12 p 115.
The purpose of this research is to investigate on factors which affecting human resources’ effectiveness. This study also examine the relationship that cause the effectiveness of HR. the researcher has chosen to use the cross-sectional studies as the research design to gather data and information to conduct the research. The researcher also use questionnaire as their primary data source as a research method to gather information. Questionnaire is chosen as a tool due to their accuracy and result cost validity.
There is no escaping the fact that each organization, big or small, must employ a variety of capital to facilitate business operations. Capital refers to the assets such as cash and goods deployed by an organization to generate income. In order to make capital realize income, organizations across all industries employ people who in turn avail their skills and abilities. In this regard, as Jones & Bartlett (n.d) state, employees are by far the greatest assets of any organization. As such, whether an organization is successful or not largely depends on the level of productivity within its workforce. The process of employing people, training them, compensating them, developing policies related to them and retaining them is referred to as Human Resource Management (HRM) (The Saylor Foundation, n.d). By definition, HRM refers to the system of activities and strategies aimed at the successful management of employees at all levels of an organization to realize organizational goals and objectives (Jones & Bartlett, n.d). According to the Saylor Foundation (n.d), over the years, the role of HRM has shifted from an administrative one to a strategic one, crucial to the success of any organization. The
Human Resource Development (HRD) is often seen to be a central feature of SHRM. Discuss the role and importance of HRD in achieving SHRM organizational outcomes.