Introduction
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).
In addition to the above responsibilities, the Human Resources Department also covers five key roles. Firstly, the executive role requires the human resource professionals to be specialized in the areas which encompass people management. Secondly is the audit role where the department follows up with other corporate areas to
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In some firms, due to their size, a human resource department may not even exist leading to significant issues both from a business and employee development standpoint. The following paper will explore and discuss human resource issues within the United Kingdom along with what has been done to rectify the problems.
Human Resource Challenges
One of the most significant human resource issues in the United Kingdom is the all together absence of a dedicated human resource department within a business. Approximately 94% of businesses in the United Kingdom employ fewer than 10 people, therefore they are not large enough to support or justify an HR function (Lee, 2004). This means that human resource activities are being looked after by others within the business that do not specialize in managing people or legislation. This lack of knowledge can negatively impact a business, both by not paying attention to employees needs as well as not abiding by government legislation.
A second issue affecting businesses is a lack of internal training for continual development of employees. The Federation of Small Businesses in the United Kingdom found that training planning was a major problem in organizations. Only 19% of firms were satisfied with their training plans, a significantly low number. The survey also found that 44% of small businesses had no training at all. Time constraints and cost were the factors most inhibiting to the
Human resource is an appellation used in referring to the workforce of an organization or company. Human resource management is involved in the act of putting together employees in an organized manner to assure the objectives of the organization are achieved in a competent and experienced manner. Human resources are the most important services of any organization since they are the catalysts of non-human resources and the medium for developing competitive advantages and sounds of creativity. No organization can exist without a human resources department (Walsh, 2009). A company without an HR department would be reducing its operations and could collapse within a short amount of time.
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,
The function of the Human Resources department is to ensure that company policies are current as well as properly distributed to the workforce. Additionally they are tasked with recruiting, interviewing, and hiring employees.
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
A human resource manager is responsible for employee compensation, recruitment, employee policies, and regulatory compliance. The positions is no longer simply administrative, human resources has become the heart of organizational culture. Human resources help companies make the best of their human capital by hiring intelligently, providing incentives towards retention and creating growth opportunities for the employees. If a company has successful human resource personnel the company stands
In an era of increasing competitiveness, globalization, economic rationalization, deregulation, technological revolution and changing workforce there is an ever-increasing need for human resource management to be able to capitalize on the special challenges that this changing environment brings. For a company to be able to successfully keep ahead of the competition, human resource management is seen to be a significant contributor.
The role of the human resources (HR) department can play a significant role in the success and achievements of an organization. The department, which has evolved from the
The role of the HRM department basically three: human relations, organization theory and decision making. Their responsibilities could be either individual, organizational or career development. And it has four basic implementation strategies: Acquisition, Development, Compensation and Maintenance.
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)
The objective of the Human Resource Department is to design management systems to ensure human talent is maximized to effectively and efficiently achieve organizational goals. HR has seven functions that are intertwined. These functions are global, environmental, cultural geographic, political, social, legal, economic, and technological. Human resource management has the potential to drastically impact the success and effectiveness of an organization. Human Resources has heavily focused on recordkeeping and paperwork. It has often been considered a clerical and low-level administrative department. In most organizations, Human Resources is looked upon as the employee mediator in the organization. They tend to be the voice of the employee, building company morale and putting out fires involving crisis management. The problems they deal with are both employee work-related and not work-related. HR strives to ensure fair treatment for all employees. They work with varying departments throughout the organization in order to create and implement necessary programs and policies. HR works with equal employment opportunity and other laws, to ensure compliance. They work to fill current job openings by processing applications, interviewing, and training. They answer questions regarding benefits and wages and address safety issues. The expansion of technology and outsourcing have drastically transformed the
Human Resource Management (HR). This is the management of a business’s workforce or people. It is responsible for several things including the selection, training and assessment of employees, making sure that employment and labour laws are complied with and ensuring the leadership of the company overseen properly. In smaller companies the HR department may just be a few trained staff, but in larger organizations there will be a whole department focussed on HR.
Human Resource department always has a challenge that is to ensure employees are motivated and committed to the organization with honesty. Human Resource department can act as a service provider for the employee and treat employees the same way organization would like them to treat their customers.HR conducts cultural events and dj nights for employees to bond.
Human resource management in the past was said to be about systematic and bureaucratic control, “however, today it is more and more becoming an integral part of the strategic response to change and a very important facet of attempts by management to carve out competitive advantage” (Macklin & Jenkins, 2007:1).
A successful business owner or executive and business leaders in today’s climate have realised that there are strong connections between the two. It is very apparent nowadays that developing and processing human capital is essential to keeping the longevity and success of a business going. At one time, HR departments were responsible for payrolls, benefits and other applications. How things have changed. HR department strategies nowadays have evolved as much as they involve executive leaderships teams talking with them to develop complementary goals for both the HR and the overall business and now both players are in synchronisation with the company’s long term vision, objectives and goals.