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) 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. At my organization, the City, managers look to HR to provide effective staff. Managers at the City are often employees who have worked their way up the career ladder and achieved promotions through proven skill, education and ability. They are not schooled in the field of human resources. The managers rely on HR to help satisfy staffing needs for departments and to help determine how best to use existing human assets. HR can determine if existing staff can be used, create a business case for a new position or job description and develop processes for identifying suitable employees. The expectation is that HR be able to identify qua... ... middle of paper ... ...within the organization, HR is able to provide decision-makers with valuable information and direction relating to managing human assets. HR can develop, communicate and implement strategy, evaluate data and create success. Done properly, HR has the potential to create a fulfilling environment for employees and provide valuable direction and data for decision-making so the organization’s objectives are met. References Jackson, S. E., Schuler, R. S., & Rivero, C. J. (1989, Win). Organizational characteristics as predictors of personnel practices. Personnel Psychology, 42(4), 727-786. Massey, R. (1994). Taking a strategic approach to human resource management. Health manpower management, 20, 27-30. O’Donnell, D., & Garavan, T. N. (1997). Viewpoint: linking training policy and practice to organizational goals. Journal of European Industrial Training, 21, 301-309.
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“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
Hailey, V. H., Farndale, E. & Truss, C. (2005) ‘The HR department’s role in organizational performance’, Human Resource Management Journal, 15(3), 49-66.
According to the author, Human Resource is the “practices and policies needed to perform the personnel aspects of a managerial job” (Dessler, 2011, p. 2). Generally, HR focuses on state and federal laws as well as company responsibilities such as staff benefits and payroll and the hiring or termination of employees. In addition to concentrating on the workforce of a company, the HR manager works cohesively with other members of management. Usually collaborations with other managers lead to the development of strategic planning for training or advancement of company objectives.
A wide-ranging Human Resource Management Strategy plays a fundamental role in the attainment of an organisation 's overall strategic objective and perceptibly illustrates that the human resources function fully understand and support the route along which an organisation is moving. A comprehensive HRM Strategy will also sustain other specific strategic objectives undertaken by the marketing, financial, operational and technology departments.
The field of human resources (HR) plays a critical role in the performance and success of organizations. As organizations have become increasingly more complex, the effective management of HR has become even more important. The traditional perception of HR as only an administrative office is no longer valid. Instead, contemporary HR is directly involved with the internal organizational structure, business operations, and variety of functions carried out by employees on a daily basis (Reed & Bogardus, 2012). HR functions impact the organization’s strategic planning, improvement processes, and goal achievement. Six core bodies of knowledge provide the foundation for all of these HR functions. These areas are: strategic management; workforce planning and employment; human resource development; total rewards; employee and labor relations; and risk management (Reed & Bogardus, 2012).
HRM has been identified as one of three crucial elements a firm must have to be effective. According to the text the other two are: (1) mission and strategy, and (2) organizational structure. Organizations rely on HR managers seek out and hire individuals who will fit into the plan outlined in the other two elements. These people must fit well in the organizational structure and be able to achieve the goals set forth by top managers. For as stated in the lesson text even the most capitol-intensive, best structured organizations ...
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.
Proper use of human resource can improve an organization’s performance. As the human resource department gains attention to frontline managers they can become more familiar with the organizations goals and development. Other ways to focus on the effectiveness of the HR departments is by utilizing employee contributions, because employee opinions brings forth a change that can better the organization. Wan-Jing & Tung (2010) without employee contributions, it is impractical to establish whether an organizations HR department is beneficial to employees, or that it only contributes to negative quality of working life. HR departments contribute to equal performance appraisal of employees and management, which helps develop understanding and a fair work environment that produces important benefits. Such benefit outcomes of HR have demonstrated as; employee motivation, commitment, training levels, reduced turnover and absenteeism rates (Wan-Jing et al, 2010). By sustaining a proper HR department in an organization, HR will bring in a strategic objective which will help
What is human resource management? Human resource management is the task of recruiting, management and delivering guidance for the people within the organization from the top of the ladder to the bottom. The human resource managers provide information, training, guidance, career counseling, information regarding safety practices, and oversee many other operations that would contribute to the success of the organization. There are many ways to view and explain human resource management. One way to look a human resource management would be to see it as one individual governs and directs the labor of another. Looking it from the viewpoint human resource is basically labor administration. Human resource management can also be defined as “management/ administrative function in business, government, and nonprofit organizations that is responsible for handling employment, or personnel issues (Kaufman, 2008, pg 3-4). There are so many different functions that human resource management is responsible for the are the jack of all trades. Human resources provide information and play a key role in the development for the strategic management of the organization. In this paper, it will discuss why it is vital to take human management from an administrative role to
Human resources has been defined as the personnel of a business or an organization, considered an asset in terms of the skills, competencies and abilities they are equipped with. This is regarded as one of the most important elements in the successful performance of business ventures due to the fact that they play a major role in the implementation of business planning, setting future goals and working on daily business operations. According to Ruth (2016), human resources help in the control of the budget, the improvement of the performance and in the sustainability of the business. From all this information, it is clear that it is important to have effective, professional and perfectly-performing human resources. In the business context, human resources are perceived in different ways depending
human resources are uniquely important in sustained business success. An organization gains competitive advantage by using its people effectively, drawing on their expertise and ingenuity to meet clearly defined objectives. HRM is aimed at recruiting capable, flexible and committed people, managing and rewarding their performance and developing key competencies (p. 28).
Although there is no consensus or an unique definition to the objectives and it can vary from country to country, business to business and organizations to organizations etc., HR with the purpose of supporting the delivery of the organisation’s strategy and objectives through management of people and performance is one of the main accepted definitions worldwide. This combined with HR functions that have gone beyond simply being the people function into overall performance , HR professionals with a complex set of competencies and supreme behaviors to guide the organizations to achieve the strategy, make the HR roles and responsibilities even more complex