Human Resource Management : Human Resources

The HR department officials in most organizations perform as they should. In most cases, they also focus on achieving the right things. Human Resource departments focus organizing, controlling, and hiring employees in organizations. When organizations apply HR practices, the results are great client satisfaction, a good net margin, and reduced sickness absence (Richard and Johnson, 2001). Vermeeren et al. (2014) posit that there is a great relationship between performance and HRM. Most organizations use the human resource department to ensure that operations run smoothly.

Human resource departments today have a more distinct, calculated position within organizations, and human resource strategy influences the bottom line. “One of the challenges for HR leaders is convincing executive leadership teams that human capital is one of the most important resources in which the company can invest” (Mayhew, 2014, p.). Subsequently, “this return on investment is an essential part of the argument for including HR as part of an overall business strategy” (Mayhew, 2014, p.). Human resource departments utilize the information given to them from company executives and leaders, coupled with their respective expertise on all things personnel, and they plan and implement staffing concerns for the betterment of the organization. From preparing job analysis, to comparing inventory and forecasting, it is the responsibility of human resources to consider the objectives of an organization and fulfill those goals while operating the specific planning relative to HR.

The role of a Human Resource department is ever changing in today’s volatile business environment. Over the years HR have become strong strategic partners within an organization by providing functions such as recruitment,

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)

Human Resources are concerned with the management of people within an organization, not only to minimize internal issues but to also ensure a highly functional workforce. The department is responsible for recruiting suitable candidates, identifying and meeting the training needs of existing staff, ensuring employees welfare and safety, and raising awareness of current workplace legislation (BBC, 2014).

The role of the human resources department is to maximize its expertise and knowledge to promote a diverse work environment that values service excellence, personal well being and professional development. Some of the functions of human resources are to stay compliant with labor laws, to recruit, hire and train the best-qualified people to do the job. Human resource planning is an important factor of the human resources department. It is the process of forecasting the supply and demand for human resources within an organization and developing action plans for aligning the two (Denisi/Griffin, 2008, pg. 98).Organizations analyzes whether they could function with the same staff or by increasing staff if needed and the planning can make the difference between success or failure. Job analysis is another important factor of human resources. This is the process of gathering and organizing detail information about jobs within an organization so managers can understand the process to performed most effectively. The job analysis relates to the selection process, performance appraisal, training, development, and compensation. The training and development is where the employee learning the job related skills. The organization facilitate the training to employees to focus on that specific job, whereas, the development teaches the managers and professionals the skills needed for both current and future jobs. If an employee is not meeting his job in satisfaction, managers and or

Human Resource Management (HRM) seeks to manage people and resources to maximize economic and social outputs. Bratton and Gold (2012) outline six HRM models which include: the Forbrum, Tichy and Devanna model, the Harvard model, the Guest model, the Warwick model, The Storey model, and Ulrich’s Strategic Partner model of HRM. Forbrum Tichy and Devanna model of HRM is based on the principle of selecting, appraising, developing and rewarding employees who fulfill management strategic business interests. HR selection, training and promoting skilled employees is strategic HRM.

Human resource management (HRM) can be described as a process of managing people in a company with a structured and thorough manner (MSG.com). 'This covers the fields of staffing (hiring people), retention of people; pay and perks setting and management, performance management, change management and taking care of exits from the company to round off the activities ' (MSG). These functions relate to what used to be called personnel management, which theorists see HRM as the modern version of personnel management. As Aswathappa (2005) explains HRM can be challenging and stressful, also describing the function as being no comfier than when personnel management was in place. All these elements of HRM mentioned previously are jobs that Christine Williamson is responsible for managing in the human resource (HR) department. Mitchell (no date) states that Williamson believes the department still performs in a primarily personnel function with a limited strategic perspective. Armstrong (2006) explains personnel management includes being concerned with obtaining, organising and motivating the human resources that are used in the enterprise. These elements are a reflection of the jobs Williamson undertakes.

Over the last five weeks, this learner has learnt a lot about human resource management. According to (Youssef, 2012) human resource management is the managing of human skills and talents to make sure they are used effectively and in alignment with an organization’s goals (Youssef, 2012). In addition, human resource management activities exist throughout an organization whether or not there is a human resource department. They are also involved in handling legal issues such as hiring, training, compensating, promoting, demoting, and even firing people (Youssef, 2012).

Human resource management entails the management of the people working in an organization. These are the people who are entrusted to help meet the organizations objectives. They start from the lowest level employees to the top management. Human resource management therefore, encompasses the entire workforce who help to uplift and grow the company into the great multinational corporations they are from their inception to date. The significance of the human resources in organizations has become more evident over the years as more managers discover the relationship between organizational performance and employee retention and satisfaction. Therefore, they must strive to gain the best employees to represent their interests in the market. People who will work together to meet the organizations objectives and people who will make the organization have a competitive advantage over all others in the market. The human resources approach to management emphasizes the importance of human capital in the organization. This paper describes the role of human resource management in an organization. It also analyses the differences between personnel management and human resource management as well as the phases of human resource planning. The second part of the paper analyses the factors involved in the recruitment of employees, and factors pertaining to employee payment, job evaluation and cessation of employment. The third part of the paper focusses on employee motivation and the

Human Resource Management (HRM) is "activities that managers engage in to attract and retain employees and to ensure that they perform at a high level and contribute to the accomplishment of organizational goals." (Quotation is from conversation between team members and Human Resource Manager of a famous chain Hotel.) For being the organization to be efficient and effective managers are responsible for acquiring, developing, protecting and utilizing the resources that organization needs. Human resource is the one of the most important resources in all organizations. And also industrial engineers are responsible for increasing the efficiency and effectiveness in production or service sector.

Human Resource Management is the management of an organization’s employees. When a company designates a Human Resource (HR) department, those in HR are the ones responsible for overseeing the well-being of personnel in the workplace, and focus on how to attract, hire, train, motivate, and maintain employees of the organization. (DeCenzo, Robbins, & Verhulst, 2013, p4). According to David S. Bright from the Raj Soin College of Business at Wright State University, “HR activities include recruitment, selection, training and development, compensation, benefits, performance appraisal, employee relations, health and safety, and strategic HR planning.”

Human resource management has the main function to increase the effectiveness and involvement of employees in the achievement of organizational goals and objectives. Equal employment opportunity, affirmative action, human resources planning, recruitment, selection, and development, compensation, benefits, safety and health, and employee and labor relations all work together to attain goals within organizations through employee contribution. When companies make human resource management a key component in their structure, employees can achieve success that is what I will prove throughout this paper.

Human Resource Management is an essential part for any organization. Moreover, development of this department is the first step, the ground on which the future of the company depends. It is essential for every single business unit and especially for such international company as Coca Cola. It is people, not technology who create the company. Human Resource Management at Coca Cola Company has many advantages as well as disadvantage. It is the global company and it is impossible to create certain policies or procedures applicable in all divisions of the company, cultural and political differences need to be taken into account.

The human resources department of a company manages the wellbeing of the employees and the development and growth of the business. ‘Outcomes such as employee well-being, organizational effectiveness and wider societal contributions have long been the focus to argue that HRM can make a positive contribution to the organization and broader society’ (Becker and Smidt, 2016). Without experience within the human resources, it can be of a disadvantage of a company due to how vital it is. Altarawneh (2016, pg. 487) focuses on why implementing strategic human resources management is to an organisation, they state ‘strategic human resource management can be defined as, the pattern of planned human resource deployments and activities intended to enable the firm to achieve its goals’.