The function within an organization/industry focuses on the recruitment of, management of, and providing direction for the people who work in an organization. Organizations perform HRM functions or tasks by outsourcing various components to outside suppliers or vendors, replacing tasks that waste time and energy from the HR activities.
Functions that are constantly outsourced and adjusted:
High-volume recruiting, Temporary staffing, Background checks and drug screening, Relocation, Payroll, Benefits administration, Coaching, Creating/updating employee handbooks and policy manuals, Compensation program development/implementation, Writing and updating affirmative action plans, Providing sexual harassment training, Independent contractor compliance
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This includes sexual harassment, pregnancy-based discrimination, and unequal pay strictly based on gender for the same work in the same establishment (Equal Pay Act of 1963).
IV. Current marketing trends
Step up in competition for talent
As need for talented and educated workers increase all over the world. Organizations are finding it increasingly difficult to obtain the best employees over others. HRM needs to build a strong employer brand by getting best of the best before their competitors.
New development in technology As new technological devices and tools continue to be advanced. Companies must keep up with the new advances and apply these tools, making the jobs of people in HRM more challenging.
Rise of insecurities
The new technological advances also give concerns about data security. As companies face the threat of their servers being breached or hacked. Companies need to increase their server
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Major job types, roles, and management practices
The major job types in HR is the generalist, manager, or director who each play a variety of roles; some roles overlap or are more specific depending on the size of the company.
The role of a human Resource Management department member is to provide the knowledge, necessary tools, training, administrative services, coaching, legal and management advice, and talent management analysis that the organization needs for successful operation. They are responsible for organization development; that generates a strong foundation of the culture of the organization, to ensure that their organization appropriately builds teams, and inspires employee empowerment.
Additionally having employee and community outreach; that include addressing humanitarian giving, employee engagement activities, events that involve employee families, and etc.
Functions of HRM are also performed by line managers; they are responsible for the engagement, contribution, and productivity of their reporting staff members. In a talent management system, they take full responsibility for the recruitment process and nonstopping development of and control of superior
The HR Department has the task of communicating in writing and orally, to conduct training, makes referrals, and provide on personnel program policies and procedures. In addition, personnel prepare reports, claims documents, and training materials.
Noe, Raymond A., et al. Human Resource Management: Gaining a Competitive Advantage. 7th ed. New York: McGraw-Hill/Irwin, 2010. Print.
According to the (B), Human resource management consists of those activities designed to provide for and coordinate the people of an organization. Some activities involve determining human resource needs, assisting in designing work systems, recruiting, selecting, training and development etc. It is pretty clear that the human resource functions within firms are responsible for making decisions related to employees and also are responsible for understand that certain decisions made could set a precedent within the entire company. In today’s business world, most large companies have many branches that each holds a great importance. For example, Nicholas has noted that within the company he works for, the HR function
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)
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.
Ulrich, D., Younger, J., and Brockbank, W. 2008. “The twenty-first century HR organization.” Human Resource Management, 47, pp.829-850.
Improved technology facilitates improved HRM functions like selection, training, recruitment, performance appraisal etc. Technology advancement results in quicker implementation of HR developments. The technology advancements improve HRM policies of organization which can be further implemented in an effective way. However, the technology advancements have also a negative impact on HRM policies, when technology advancements are introduced in an organization; the need of labor gets decreased and so is the employment rate. As a result, the need and demand for high skilled employees who can cope with the advanced technology gets increased which increases the manpower and training
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:...
According to this definition, we can see that human resource management should not merely handle recruitment, pay, and discharging, but also should maximize the use of an organization's human resources in a more strategic level. To describe what the HRM does in the organization, Ulrich, D. & Brocklebank, W. (2005) have outlined some of the HRM roles such as employee advocate, human capital developer, functional expert, strategic partner and HR leader etc.
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...
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
HR is defined by the Society for Human Resource Management as, “The function dealing with the management of people employed within the organization.” (SHRM, 2011). The primary functions of administrative, development and management. Administrative functions include those tasks that are often considered “overhead,” such as benefits and payroll management. Development, or HRD, is defined by Swanson (2001) as, “Human resource development is a process of developing and/or unleashing expertise through organization development (OD) and personnel training and development for the purpose of improving performance (as cited by Hassan, 2007, pg. 2). Lastly, management is those strategic functions that align HR tasks within its own department and with the overarching organizational strategies.
... those roles are focusing on recruitment, employee performance management benefits, compensation, training and retention in an organization. In health care facilities the individual in charge of the Human Resources department will most likely report to one of the organization’s two top executive; the President or Chief Executive Officer (CEO) or the Executive Vice President or Chief Operating officer (COO).Most of today’s health care Human Resources function report to the top executive.
A human resource manager needs to plan ahead and know what is going on. in and outside the company labour market. He needs to be aware of the past, present and future trends of employment in a particular area. of the specialisation of the. He needs to know if there are available skills needed or if there are few people with the type of skills needed by the company.
The main purpose of Human Resource management is to develop both the individuals and the organization. This means Human Resource is not only responsible for finding and maturing talents of workers, but also putting programs in effect that will enhance communication between other workers.