HRM is one of an important department that focuses on employees which help to enhance the work performance within the company. The major activity that HR department responsible is to hire new potential employees through the selection and recruitment. They need to write the job description clearly for the candidates to know about the job roles. After that, HR have to conduct interviews and to choose the most suitable candidate who match with the requirement of the company. Also, HR department always look after into the employee’s welfare. They need to ensure that the compensation and benefit make between the company and employees are effectively and fairly. The HR manager need to determines the various compensation and benefits offer for each …show more content…
They must follow the safety guidelines devised by the Occupational Safety and Health Administration in order to ensure the working environment is safe for their employees. (Suttle, n.d.) Also, they should create employee’s policies to protect their employee’s welfare when an accidents or injuries happened during the work. HRM also provide training and developing opportunity for the new or existing employees. Regularly training should be provided by for employees who need to improve their current work performance or skills in order to better perform in the future. Training such as improve their computer software skills might help them to work more efficiency on the task given. (Suttle, n.d.). It can enhance the job performance of the company as training provided for employees to improve on their roles. Not only that, HR department responsible to maintain the positive employee’s relation within the company. The relationship between managers and employees need to be handled effectively as it might affect the whole performance on the company. For example, a welcome party for new employees can make them feel the warm and friendly working environment and encourage them become more participate on their …show more content…
(Duhan, 2011) HRM might aimed to improve the current employee’s ability and standard such as their skills and knowledge level required for the development in order to help the company become more competitive. (Duhan, 2011) For example, different companies have different unique human resource, and so, it is important for them to train their employees to become more high skilled than others. In long run, organisations able to sustained their competitive advantages as well as enhance their overall business
Managers rely on HR to provide effective staff capable of accomplishing the goals of the organization. HR is valuable in ensuring employees are high performers, dealing with performance issues, and certifying that existing methods are compliant to the rules, contracts and laws under which the organization operates. When HR succeeds in developing processes to attract, hire and develop motivated employees, managers are able to focus on the objectives of their department and the organization.
Changing the Roles. Traditionally, HR has been an administrative position — processing paperwork, benefits, hiring and firing, and compensation. However, recently HRM has moved from a traditional to a strategic role, with the emphasis on catering to the needs of consumers and workers. Before, HR was seen as the enemy and employees believed that HR’s main purpose was to protect management. Now, the position requires HRM to be more people-oriented and protect their human capital, the staff.
The selected position for this paper is HR Manager. The Human Resource Manager indicates and guides the HR team to allow them to transport a complete HR service to the occupation. The HR Manager proactively recommends on greatest practice HR and where essential proceeds a hands-on task in allocating with case effort. The HR Manager chains the employees about management purposes that reinforce the business philosophy. The comprehensive areas contain employee problems, reward and welfares, remuneration, occupational growth, infrastructures and performance management.
HRM in any company is a weighty issue that needs much attention where business performance is linked to a HR strategy (Caldwell 2008; Ulrich et al. 2008). In the recent past, competition has become stiff, such that organizations need to come up with other means to compete in the extremely dynamic market world. Thus, companies have shifted their emphasis to Strategic Human Resource Management (SHRM) where they enhance and empower their personnel in order to increase the productivity and the services offered into the market (Mello 2006). This goes against the traditional ways of increasing the means of competition where organizations place emphasis on tangible resources. In the past, organizations competed in terms of machinery and acquisitions. This has changed greatly due to the changing customer tastes and the diversity of the market in the present (Delery & Doty 1996; Lengnick-Hall et al. 2009).
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:...
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...
The third stage in HRM development which began in the late 1970?s and early 1980?s was the realisation that effective HRM could give an organisation competitive advantage. Within this stage HRM is viewed as important for both strategy formulation and implementation. For example 3M?s noted scientists enable the company to pursue a differentiation strategy based on innovative products. At the competitive stage, then, human resources are considered explicitly in conjunction with
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...
Not all organisations have sole objective of achieving competitive advantage and RBV approach can be introspective without much consideration of socio-political and economical environment (McKenna and Beech, 2008). As this suggests that each corporate environment and requisite strategy are “unique, complex and dynamic” therefore, HRM practices and their implementation in organisation will also be “unique, complex and dynamic” (Buller and McEvoy, 2012, p.53).
Another important role of the HR is to set up a lucrative remuneration packages in accordance with the other organizations of same profile- so that the company not only can hire proficient workforce but will also be able to retain them from changing the company.
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.
It is very important to understand the clients of the business and how HRM can enable the organization to deliver better to their customers. The HRM can support management and employees to contribute to the success of the organization. HRM plays a great role in providing the direction. HRM should also be able increase efficiency and effectiveness to overall business processes. HRM should have the right technology and systems to increase their efficiency. Finally, HRM must be able to offer quality services to the organization. (Vogelsang,
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
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.
Human Resources Management is employed in nearly every industry today. So, what is HRM and what are they responsible for? HR managers are focused on managing people within the organization and are responsible for the attraction, selection, training, assessment, and rewarding of employees. Not only do HR managers contribute to the business viability and success through management, but also the profession along continue to increase its stature as a career choice. Human Resources are a key component of any organization management team. Human Resources Management is the backbone of every organization and plays such a strategic role.