Role of Human Resource for Organizations - MyAssignmenthelp.com

Question: Write about theRole of Human Resource Management for Organizations. Answer: Introduction Organizations attach different weights and views when it comes to matters concerning human resource management. Human resource management simply means the overall arrangement of workers and their individual tasks in an organization. It is the science in relationship to people and their duties in the workplace. For a good work to be done in any thriving organization, a qualified team of professionals is needed as this is the key element. Bearing in mind that resource managers bring a competitive environment in the market, they often face great coordination and integration challenges. (Schuler and Jackson, 2014, p. 35). Human resources should play the top various managerial roles in this environment and continue to be more concerned to develop and retain their talents, reduce the operational costs and maximize the profits as per the business strategies. Handling people at the workplace is the main responsibility of human resource management. Below is the discussion of various roles per formed by HRM in organizations. Role of Human Resource Management in Organizations Recruitment Recruitment is the art of looking for candidates for certain posts in an organization. The HRM is fully involved in analyzing the job requirements, attracts potential employees to that job, screens and selects the most qualified one to undertake the task. This concentrates on the sense of discernment while examining the various applications that are received in a company. The HR department proceeds to fix the schedules of conducting interviews to the shortlisted candidates for the advertised posts (Brueller, Carmeli, and Markman, 2016, p. 13). Assessment of the candidates on different levels is done at this point, starting with educational qualifications, capacity to perform various tasks and the character qualities. The HRM of a company ensures that the employees recruited have the right skills, abilities, knowledge and expertise in the job vacancy as per firms objectives. In the accomplishment of the background examinations on the selected candidates under the patronage of the Huma n Resource department, the candidates get a chance to be part and parcel of the organization eligible. Building Capacity Capacity building (capacity development) is a set of procedures where organizations and individuals acquire, increase the value and keep in possession the techniques and knowledge required to do the jobs competently. The HR team of professionals works towards the development of a competitive advantage for the business enterprise (Cristiani and Peir, 2015, p. 381). This involves enhancing teamwork of the employees and building the capacity of the firm to be in a position to provide unique, quality and quantity goods and services in the market (Jamali, Dirani, and Harwood, 2015, p. 143). Workers are encouraged to perform their duties with maximum commitment and urged to work as if they are doing it for their advantage and benefits. Building capacity by human resource managers on the current workforce leads to retention of talents, improved staff morale, and commitment to work operations. Personnel Management This is the determinant factor in the success or failure of a business enterprise in that full management of employees is under the jurisdiction of the human resource department. Personnel management is defined as acquiring, utilizing and maintaining a satisfied workforce. It is the responsibility of the HR to take the time to talk and listen to the grievances of the workers to maintain a conducive and productive working environment (Jamali, Dirani, and Harwood, 2015, p. 143). Efficient delivery of strategic and operational goals is facilitated by the proper management of employees and system performance in aligning their objectives. Every employee feels valued when his or her input to management is considered by the top management. The ability to satisfy the personnel needs and provision of conducive work environment by the company contributes to improved staff morale. The HRM provides the right facilities required and asked for by the employees in order to improve productivity henc e raising profitability. Motivation Among the crucial roles that HR does, is motivating the workers to perform their duties excellently for the development of the organization. Motivation may be in different forms, for example, work promotions, monetary rewards, brand ambassadors and also the organizations most preferred example. All the employees work to their level best with the main aim of becoming the overall best performers in the group( Jabbour et al., 2013, p.134). It is the obligation of the HR department to assess the employee performances and come up with the best out of the very many choices. Other motivating rewards may include salary increments, bonuses, flexible working hours and complimentary vacations. Further, a company motivates its human resources by provision of recreation facilities and organizing corporate holidays for the entire workforce. Employee Training and Development HR being the major contributor in an organization, is always up to make the employees the most productive assets through the organizing of employee training programs to better their performance. During these training programs employees are encouraged to utilize their optimum capacities. Those who are recruited as amateurs get thorough orientation, training inclusive and are empowered to engage themselves in the working environment (Knowles, Holton, and Swanson, 2014, p. 6). This is done by encouraging interactions among different employees, which results in healthy sharing of ideas and development of a good working environment. Employee development is accompanied by several benefits which include profit growth in the organization, reduced employee turnover, and deeper succession pipelines. For the individual employee level, there is increased employee motivation, improved engagement and improved speed to competency. Implementing Policies It is the work of the human resource department to implement and formulate employee welfare schemes which provide support to the workers at different levels. Policies such as those governing employee leaves, e.g. maternity/paternity leave, insurance plans, and employee welfare funds are initiated by the HR. Promotions and transfers are done according to the policies set by the HR department (Purce, 2014, p. 67. There is also the consideration of reducing the possible losses and future disturbances in the organization by the introduction of new policies which offer a conducive and recommendable working environment with suitable compensation. Compensation and Benefits It is the role of HR to set employee compensation structures as well as evaluating favorable payments to the employees. They also bear the responsibility of negotiating with different companies such as insurance on behalf of their workers to ensure that they are not exploited but are charged with reasonable amounts. Compensations are provided to the employees besides their standard wages and salaries, and they are very advantageous in that employers only recruit but retain qualified workers (Messersmith and Wales, 2013, p. 14). Employees also become comfortable and experience a peace of mind which results in increased productivity since they are sure and confident that they and their families are fully protected and covered by the organization they work for. Safety The security of the employees in the workplace is a critical factor which needs much consideration in any thriving organization. Human resource department is mandated with an obligation to provide a threat free and safe working environment for the employees under the Occupational Safety and Health Act (Budhwar and Debrah, 2013, p. 76). Workers are trained on how to handle and report any workplace injury or fatality which may occur unexpectedly. HR also advocates for the construction of health facilities within the organization's premises to ensure that minor health issues are managed internally as well as discouraging unnecessary absenteeism of the workers. Compliance HR ensures that the company rules and regulations are adhered to by the employees. Those who dont follow the laws may be subjected to punishment such as suspension from the workplace, salary reduction or even full expulsion from the organization. Federal and state employment laws such as the National Labor Relations Act should also be followed by the company during the recruitment of new workers. Ensuring strict compliance to labor regulations enables easy flow of duties and attainment of the set goals by the firm. Most organizations have set down work policies that govern employees activities while in the workplace. Such policies are made in respect to work ethics whereby discipline and high code of professional conduct is required. On the other side, the employees of a firm get membership in labor unions with an aim to be protected and to use the labor union as a tool for raising their grievances as a union. Conclusion The role of human resource management in an organization is fundamental as it is based on several functions generally to benefit both the employees and the entire organization. There is a huge demand for workers in the current working environment. Most of the businesses all over the world have been performing a lot of work with fewer workers. All the challenges encountered as a result of overworking by the staff are channeled to the human resource department which should ensure that the challenging goals are met. HR acts as a mediator between the employees and the organization to ensure that every party is satisfied and all collaborate to work towards the accomplishment and realization of the organization's set goals and objectives. List of References Armstrong, M. and Taylor, S., 2017.Armstrong's Handbook of human resource management practice. Kogan Page Publishers Brueller, N.N., Carmeli, A. and Markman, G.D., 2016. Linking merger and acquisition strategies to postmerger integration: a configurational perspective of human resource management.Journal of Management, p.0149206315626270 Budhwar, P.S., and Debrah, Y.A. eds., 2013.Human resource management in developing countries. Routledge. Cristiani, A. and Peir, J.M., 2015. 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