The backbone of any successful company is the HR department, and without a talented group of these people, the company is doomed for failure. This report is basically based on different human resource issues that are faced by Capital Airport in its day to day activities. Capital Airport is largely dependent on air travel and is being run by a state-controlled company. The main problems that Capital Airport is facing are related to staffing, poor customer service, employee training and many more. Many organizations are putting more focus on attracting and retaining customers and increasingly human resources professionals are tasked with developing programmes designed to enhance employees’ customer service skills. (Macaulay & Cook, 1995). HRD plays a critical role in the success of an organization. All organizations have human resources but the key point is that how to utilize those resources in an effective and efficient manner which can contribute to organization.
Being a HR professional, in my point of view HRD plays important role in the learning and development of employees within an organization. Learning and training opportunities can enhance the employee’s knowledge, skills and abilities. Learning is not a one time activity, it’s a continuous process. Furthermore, human resource development helps in organizational development as well as in employee’s career development. Human resource development also acts as a change agent. In few past years, organizational priorities and practices have changed a lot. Successful organizations are now becoming more adaptive, flexible, quick to change direction and customer-centered. HRD also act as an employee champion and employee advocate in the organization. An organization’s administr...
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...ipants in any service transaction are service employees. It is they, whom customers meet on entering a department store or boarding an aircraft. Thus, a single employee may tint a customer’s image of a service enterprise’’ (Rafaeli, 1989).
Works Cited
Rafaeli, A. (1989). When cashiers meet customers—an analysis of the role of supermarket cashiers. Academy of Management Journal, 32(2), 245–273.
Steve Macaulay, Sarah Cook, (1995) "The implications of customer service initiatives for human resources professionals", Training for Quality, Vol. 3 Issue: 1, pp.23 - 28
http://humanresources.about.com/od/glossaryh/f/hr_development.htm Retrieved 5th April, 2011
http://wiki.answers.com/Q/What_is_the_importance_of_human_resources_management_in_an_organization#ixzz1IdHSFr6e Retrieved 5th April, 2011
http://www.term-papers.us/ts/bb/bmu153.shtml Retrieved 6th April, 2011
Bratton, J. & Gold, J. (2007) Human resource management: theory and practice, 4th ed., New York: Palgrve Macmillan.
The Human Resource department is responsible employee training on new laws. Also, Human Resources department has to be aware of new laws on continuous bases. I am confident about my major choice, and I will excel in my new career as a Human Resources Director.
The Human Resources department is dedicated to hire and build an excellent team with a great teamwork and leadership. As one of the most important strategies of the business is the innovation of their products, it is needed people who can add value to the company through its diversity, innovation and entrepreneurial spirit, in a competitive and fun environment.
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.
Noe, Raymond A., et al. Fundamentals of Human Resource Management. 5th. New York: McGraw-Hill/Irwin, 2014. Print. 27 March 2014.
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)
Schneider, B. 1991, "Service quality and profits: can you have your cake and eat it too?", Human Resource Planning, no.14, pp.151-157.
“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
Reed, S. M. & Bogardus, A. M. (2012). PHR/SPHR Professional in human resources certification study guide. (4th ed.). Indianapolis, IN: John Wiley & Sons.
According to our textbook Human Resource Management (HRM) is the policies, practices, and systems that influence employees’ behavior, attitudes, and performance. “The human resources management process involves planning for, attracting, developing, and retaining employees as the HRM planning provides the rights kinds of people, in the right quantity, with the right skills, at the right time (Lussier, 2012, p. 240).” According to our textbook the typical responsibilities of the Human Resources department fall into three categories, and they are administrative services and transaction, which handle hiring employees. The second involves business partner services that focus on attracting, evolving, retaining employees by having a clear understanding
-Michael Armstrong, Armstrong's Handbook of Human resource management, 11 the edition (2009), Kogan Page Ltd.
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.
Imlay, T. (2006). Challenges in today’s u.s. supermarket industry. Microsoft Retail and Hospitality, Retrieved from http://msdn.microsoft.com/en-us/library/aa479076.aspx
Terms of reference: This report is being produced to fulfil the criteria required for Unit four of the Advance Vocational Certificate of Education (AVCE) course in Business Studies. It will give a comprehensive overview of the way's in which the human resources function(s)', within businesses are organised and managed and how they operate, and an analytical insight into the human resource management team, of the business that I' am focusing on, which is HSBC Group Plc. The report will specifically focus on the possible conflicts of interest between employees or individuals, the way's which human resources planning procedures take place, the recruitment and selection process, training and development programmes and performance management at HSBC Group Plc, in view of the current economic climate for retailing/banking. An Introduction to the Report: In this assignment, I have been asked to structure an analytical approach, about human resources and its effects, on one business, and to file all of my information in one simple, but sophisticatedly structured report.