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human resources roles and responsibilities
human resources roles and responsibilities
human resources roles and responsibilities
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1. What are the primary functions of a human resources department in the 21st century? The academic and business world term of human resource management can be summarized as simply the procurement and management of people in an organization to maximize the effectiveness of both employees and employer. Human resource managers develop and implement systems to improve an organization 's performance and competitive advantage (Bray, Mitchell, & Obeidat, 2013). These systems work to give a business competitive advantage in the marketplace. Primary functions of a human resources department in the 21st century include the following. First, HR departments are responsible for hiring procedures within an organization. In this area, they must work with other departments and managers to determine the practice that best fits their company. In some cases, they may …show more content…
In other cases, they might place some or all of the hiring procedures in the hands of individual managers, decentralizing the system. Once an employee is part of the company, human resource departments work as enablers of that person! HR managers keep up with areas where that person needs to develop and grow, both for current job performance and also for career development. The pressures of the competitive market mean that it is in a company’s best interest to be continually developing their people, crafting the best possible team they can to execute well the mission of their organization. While line employees are caught up with the granular details of the tasks required to deliver goods and services, the HR department has their back, monitoring employee culture, organizational health, professional progress, and strategic alignment between the employees of a company and the direction that company is heading. In addition to this, a variety of legal tasks fall to the hands
Human resources management is defined as, the [process of evaluating the needs of a business or organization with regards to employees, especially in hiring, recruiting, motivating and compensating employees.1 One of the major roles of this function involves
Q: Which of the following two concepts is more critical for international Human Resource Management: understanding the cultural environment or understanding the political and legal environment? Why? Include key terms and concepts from the textbook.
The field of Human Services can be very challenging. However, it can also have moments of being very rewarding. Human Services, according to the National Organization for Human Services, “is broadly defined as having a unique approach towards meeting the goals of human needs. These goals are met through interdisciplinary knowledge, being involved with the totality and overall quality of one’s life, remediation of problems, and maintaining a commitment throughout the process” (NOHS, 2009). With the ability to work well with people, it is evident that Human Services personnel would make a positive contribution to our world.
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.
The central focus of the human relations approaches is human needs within an organization. The evolution of this theory stems from the classical approach. The classical approach centers around the machine metaphor. It highlights the importance of three key elements within an organization: specialization, standardization, and predictability (Miller, 2012: 18-19). In the classical approach, organizations emphasize structure and efficiency; communication is limited within the boundaries of hierarchy and formality. Classical organizations communicate vertically from upper management to employees, often relying on written and formal communication methods (Miller, 2012:
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)
For nearly half a century, Target has ran as a successful company dedicated to their unique business model. To stay competitive in the market, Target Corporation faces a constant challenge to be innovative, intelligent, and resourceful to provide the best shopping experience. Target’s culture is one of its main contributing factors to becoming the second largest retailer in the United States. As executives, HR structure is a major component to a company's success and has many key aspects that must be met. Businesses are kept in operation through their Recruitment and Selection process, Performance Management and Employee Development, and Compensation and Benefits. We will analyze these aspects of Targets HR structure and provide recommendations
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.
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.
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’.
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...
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
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.
As an organisation grows and expands, the human resource department. will know that the organisation needs to recruit more staff and they plan carefully and carefully. Recruiting staff in an organisation is very expensive. and costly, so the human resource function helps the organisation to.