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One of the most significant developments in the field of organization in recent times is the increasing importance given to human resources. More and more attention is being paid to motivational aspects of human personality, particularly the need for self-esteem, group belonging, and self-actualization. This new awakening of humanism and humanization all over the world has in fact enlarged the scope of applying principles of human resource management in organizations. The development of people, their competencies, and the process development of the total organization are the main concerns of human resource management (Ref: 1).
In early 90's many companies began escalating their ventures and expanding their services and products in the market. Due to this multiple expansion scenario the central decision making system failed to retort promptly to managers' necessities and undertakings. As a result, companies began adopting flatter, decentralized management systems over traditional, hierarchical organizational structures. Consequently, organisations started adopting an effective team approach to management and lesser managers were involved in the administrative process. Human resource management professionals, as the negotiators of change, were assigned the responsibility of reorganizing the employees and increasing their competence to the optimum potential.
To discuss the vitality of human resource management in profound detail, we need to understand the definition and functionality of human resources and human resource management department.
Human resources is a term used to describe the individuals who comprise the workforce of an organization, although it is also applied in labour economics to, for example, business sectors or even whole nations. Human resources is also the name of the function within an organization charged with the overall responsibility for implementing strategies and policies relating to the management of individuals (i.e. the human resources). This function title is often abbreviated to the initials 'HR'.(Ref: 1)
Human resource management (HRM) is the tactical and articulate approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. In simple words, HRM means employing people, developing potential, utilizing, upholding and rewarding their skills and services in tune with the job and logistic requirement of the company.(Ref: 2)
Human resource development requires to focus on the following functionalities:
Planning, executing, and dealing with recruitment, in addition to selection of employees, training them to compete with the company standards , career, and organizational enhancement initiatives within a company.
The main objective of human resource management is to maximize the efficiency and productivity of an organization by optimizing the efficacy of its work force while simultaneously improvising the work life of its personnel and treating employees as valuable assets of the organization. Accordingly, human resource department embraces efforts to elevate personal growth and development, employee satisfaction, and in conformity to the complete abiding to the workforce related laws.
Human Resource department act as a fundamental structure responsible for handling all the employee related problems and also to create a cohesive relation between the employer and an employee
In order to accomplish the equilibrium between employer and employee objectives and necessities, human resource management departments emphasizes on these three general functions or activities: planning, implementation, and evaluation.
The planning function denotes to the improvement of human resource policies and regulations. Human resource managers schedule the future human resource management activities and strategize the implementation of the process in order to assist the companies comprehend their goals.
Implementation of human resource management plans revolves around four essential activities: acquisition, development, compensation, and maintenance.
Acquisition demands the hiring of employees reliably to help a company achieve its specific targets. The development function incorporates the training of employees to implement their tasks in compliance to the company strategy. This activity also involves company efforts to control and modify the workforce behaviour through reviews, appraisals, incentives, and discipline. Compensation deals with the disbursement of employees for their services. In maintenance it is essential to configure labour relation i.e., the interaction between a company's management and its unionized employees and guaranteeing amenability with federal and state employment laws.
Finally, functionality of the evaluation includes the assessment and analysis of the organisation's human resource management policies to determine whether they are efficient.
In a technical company the role of a middle level manager is to accomplish an initiated project and coordinate with substantial results to the top level managers. They are solely responsible for strategic planning and execution of the projects. Hence they are well trained with handling potential managerial risks.
For a successful project execution the pre requisite is a strong well trained workforce. This can be assigned by the human resource department. Therefore in order to implement effective decisions its a mandate for the middle level managers to have positive and constant interactions with the human resource department. Various outcomes of this would be: Planning on number of people required for the project, cost analysis of the project and target deadlines along with sufficient implementation details to carry out the project to its successful completion.
Hence the interaction between the middle level managers and the human resource department can be proved as a crucial concoction for the growth and development of an organization.
In conclusion to my research i feel human resource management division proves to be one of the essential pillars required for the growth and development of an ambitious technical company. Without skilled people to hire, capable workforce with sound ethics and work culture any organisation would prove to be a catastrophic failure.