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The importance of human resource function to the success of the business
Strategic HR management and planning
Strategic HR management and planning
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Purpose and Role of HR in the Organization Every organization has people, and as such, people are the number one asset within an organization. Human resources is the link between employees and management; seeing to it the organizations strategic goal is met by ensuring the right people are in place and have what they need to succeed. Human Resources (HR) is the function in charge of an organization 's employees. Human Resources has been referred to by many different names over the years and according to Mitchell and Gamlem (2012), was once viewed as only doing administrative work, but now HR is actively involved in setting strategy around the people who perform the work in order to meet organizational goals and mission. Additionally, Mitchell and Gamlem (2012) argue that HR should serve as advisors to organizational leadership in order to develop strategic workforce goals that align to the organization’s strategic plan. By doing so, it ensures the right people …show more content…
Even with hiring the best applicants, it is still imperative a successful training program be in place. Proper training not only develops the employee skillset, it also helps with engagement and the desire employees have to want to learn. As Fernán Cepero, a SHRM board member explains (as cited by HR’s evolving role, 2008), training and development initiatives must appeal to the current generations desire to learn and involve the application of high-technology platforms, such as online media. Investment on personnel development is an important issue and organizations want to see a return on their investment. Billions have been spent on learning and development but yet executives still struggle with how to improve and enhance their effectiveness (Ferrazzi, 2015). According to Ferrazzi (2015), making the right investments in learning and development programs has never been more important for business
Despite it being a fundamental corporate priority, the human resources issue around development continues to be an issue. Currently, the company is only investing in development programs for the professional workforce and the skilled workforce is not afforded any performance planning and development (Tifft, 2015). The only structured development program the skilled workforce receives is through the PETs program prior to the hiring of the employee. Employees and prospective candidates fear layoffs, limited earning potential and lack of growth opportunities (Hardinge Inc Employee Reviews,
Training and development is essential to employee’s retention, loyalty and overall satisfaction. When employees feel there is opportunity within a company and diversity leading the way employees pride and productivity is enhanced.
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 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, the emphasis is 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 capitol, the staff. In addition, human resource management has to be business savvy and think of themselves as strategic partners in the 21st century.
Organizations’ other resources can be hired, retained and discarded at any time but human resources needs special treatment. It needs to be carefully hired, deserve an extra effort to retain it and requires training & development to upgrade and improve its capabilities. Other resources depreciate with the passage of time but when the human resource gains more and more experience, it becomes more beneficial for the organizations. These characteristics have brought human resources to be the central element for the success of an organization. (Mohammed, Bhatti, Jariko, and Zehri, 2013, pg. 129, para. 2)
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.
Employee benefits coordinator play a significant role in Human Resource Management. Employee Benefits coordinators are responsible for assisting with employee benefits, maintaining employee data base, managing all insurance billings and maintain employee files, sick pay, vacation and retirement. This study explores the importance of employee benefits to corporations, government agencies and non profit organizations. This paper also researches the effects on the management team and on individual employees’.
The ability to integrate generations will be a significant interpersonal skill set requirement of those in Human Resources. The Manager of Employee Engagement develops engaging and prompt manners to determine employee satisfaction and receive feedback focusing on the lean towards specialization in the workforce, along with the need to retain talent (Guppta, 2016). The Director of Learning is in charge of “designing voluntary or mandatory training programs, and bridging virtual and in-person training sessions and exercises (Guppta, 2016).” The internet allows HR to search a broader base of potential employees by using online job postings and online recruiting companies such as Monster.com or CareerBuilder.com.
Aims of Training and Development Training can be teaching employees new skills that are relevant to their current job position or refreshing the skills that they already possess. To have a good training and development programme enables firms to develop individual employees and the organisation itself as training is one of the best forms of motivation. Employees are able to broaden their knowledge and become more valued within the firm. Having a well-trained workforce is greatly beneficial for a company as employees are likely to be more motivated and target driven. Also various jobs and tasks are likely to be carried out more efficiently if the workforce is highly skilled at what they do.
First , HR management have to know the difference between training and development , it is like It’s the difference between today and tomorrow. It's the distinction amongst drawing in and holding the 'best and the brightest' as opposed to not understanding why that maturing hotshot simply left. When we train, we just guarantee that our people are prepared to carry out today's occupation.
According to strategic Human Resource Management Foundation (2008), a human resource strategy means a system of human resource practices for a specific job or a collection of jobs aimed at the best employee performance to meet the firms’ ultimate goals. It is the broad array of HR practices that matter in terms of employee performance. The concept that the strategic capability of a firm depends on its resource capability in the shape of people (the resource-based view) provide the foundation for resourcing strategy. Employee resourcing strategy is concerned with ensuring that the organization obtains and retains the right personnel it needs and employs them resourcefully. It is a key part of the strategic human resource management process,
Human resource is the most valuable and unique asset of an organization. The successful management of an organization’s human resource is an exciting, dynamic and challenging task , especially at a time when the world has become a global village and economies are in a state of flux. The lack of talented resource and the growing expectation of the modern day employee has further increased the difficulty of the human resource function.
Human resource management (HRM) processes are crucial to the success of an acute care hospital facility. In this paper, I will give insight on how HRM processes have to align with the organizations goals and objectives in order to operate successfully. Hiring, training and benefits are a few of the major roles that human resources control in an organization. Therefore, it is important that human resource managers are abreast of all current policies and procedures.
Introduction A comprehensive Human Resource Management Strategy plays a vital role in the achievement of an organisation’s overall strategic objectives and visibly illustrates that the human resources function fully understands and supports the direction in which the organisation is moving. A comprehensive HRM Strategy will also support other specific strategic objectives undertaken by the marketing, financial, operational and technology departments. In essence, an HRM strategy’s aim should be to capture the ‘people’ part of an organisation and its medium to long-term projection of what it wants to achieve, ensuring that. It employs the right people, those have the right mix of skills, employees show the correct behaviours and attitudes, and employees have the opportunity to be developed the right way.
One of the causes that influences an organization’s human resource is its strategy. A strategy refers to a plan that in place to guide business operations and activities. The business strategy then provides schedules and activities for the employee, and as a result affects the human resource. The scope is to build on qualifications and capabilities, therefore influences human resource to higher capacity while the unsuitable distribution of tasks may dampen human resource to poor results. Managers in the organization play a significant role in influencing human resource. The type of leadership structure and leadership style implemented by the organization establishes the level of encouragement that a leader and their leadership have on human resource. An ineffective leadership will fail to mobilize human resource into performing required tasks due to poor control of employees. Effective leadership influences human resource management responses to the management’s needs towards competitiveness. Ammi, F. T., & Mushatt, S.