The changing role of Human resource management

2552 words (10 pages) Essay

1st Jan 1970 Management Reference this

Tags:

Disclaimer: This work has been submitted by a university student. This is not an example of the work produced by our Essay Writing Service. You can view samples of our professional work here.

Any opinions, findings, conclusions or recommendations expressed in this material are those of the authors and do not necessarily reflect the views of UKEssays.com.

Human Resource Management is continuous and never ending process, the main aim of the Human Resource Management is to attain the goals of the organization and individuals. In addition organization goals are survival, growth and development to profitability, productivity, innovation, excellence, where as individual goals of the employee is job satisfaction, job security, high salary, fringe benefits, challenging work, pride, status, recognition, opportunity for the development of the organization and individuals. Earlier day of the business environment everyone is used personnel management, later on due to modernization the importance of the human resource management is increasing day to day and their role in the organization is established in to all other departments. (Corpuz, 2006)

The features of the Human Resource Management

Human Resource Management is a responsible department of all line managers and it is a function of staff managers in an organization

Human Resource Management is managing the human resources at work

Human Resource Management is the centric point of the organization and it interacts all types of functional management like production management, marketing management and financial management

Human Resource Managements aim is securing employees co- operation in attaining the organizational goals (Corpuz, 2006)

Functions of Human Resource Management

The functions of Human Resource Management is classified in to two types, they are

Managerial Function

Planning: planning is most important concept in business management, where as Human resource management participation is also intended in the planning for the effective decision making

Organizing: organizing is managerial function of the HRM, which helps the organization in organizing the works properly for the departments and the employee

Directing: it is a managerial function of human resource management which leads in directing the work and motivating other for their involvement in the work

Controlling: this is the most important concept of human resource management in controlling the work as well as workers (John, 2001)

Operative Function

Employment: Recruiting effective and efficient individuals with appropriate selection procedure and showing placement with proper induction and orientation

Human Resource Development: Human Resource Development can be achieved by proper training with career planning and development and with associating with organizational growth

Compensation: providing benefits and security to the individual for those who work in organization the benefits and securities like incentives, fringe benefits , bonus and social security (John, 2001)

HRM strategy

Strategy is plan of action of any work, where as human resource management strategies is managing the roles of the employee, developing and compensating for creating and developing the relation and effective utilization of the human resource with proper plan of action in achieving the organizational and individual goals and objectives. HRM strategy is classified in two types they are Functional strategy and Organizational Strategy (John, 2001).

Human Resource Management Strategies for Modern organizations

A employee should be with appropriate human resources for the better results

Create corporate culture for individual excellence

Rewarding the employee for meeting the organizational goals and objectives

Employee development for successful accomplishing the roles

Managing the organizational image with absolute usage of the resources

Making employee reliable to adapt the change of environment of the business

Facilitate management initiatives

Managing the cultural transitions like mergers and alliances

Replacement of top down interventions with companywide participation in addition of getting profits (Hendry, 1995)

HR Value Proposition

The Human Resource Value Proposition have some elements, that generates a strategic work design and it going the represent the characteristics of the Human Resources, this HR value proposition have major five elements, which encompass the Human Resources Function with in the organization perfectly.

Five Element of HR value Proposition

Five

Elements

of

HR value

Proposition

Knowing External Business Realities

Serving External and Internal Stake holders

Crafting the Human Resources Practices

Building HR Resources

Ensuring HR Professionalism

It is conceptual work force which drives the responsibilities of HR effectively

Knowing external business realities like technologies, globalization, economics and demographics

Serving external and internal stake holders like customers, investors, managers and employees

Crafting the Human Resources practices, whereas like people, performance, information and work

Building Human Resource strategy and organization

Ensuring Human Resource Professionalism like as HR roles, competencies and development (David, 2005)

LITERATURE REVIEW

According to Pulapa Subba Rao, Human Resource Management is managing (planning, organizing, directing and controlling) the functions of employing, developing and compensating human relation and utilization of human resources with a view to contribute proportionate to the organizational, individual and social goals.

Strategic Human Resource Management is course of action which is used to enhance the career development of the organization, recently Strategic Human Resource Management importance is increasing day to day due major issues in the organization and performance of the organization too. Here Human Resource manager should exactly match the strategies with the organization policies, usually human resource strategies are developed for what we know about the organization and what is the destination of the organization. Where strategic human resource includes about the recruitment, selection, training and development, compensation, performance appraisal, they major areas where Human Resource should be concentrated. Strategic Human Resource should change according to the environment of the organization. Strategic Human Resources are mainly concentrated on these features

Development of the organization

Expansion of the organization services

Productivity and services of the organization

Redirection of the organization

Here productivity is leading to the development and expansion of the organization by proper strategic human resource management in the organization with effective and efficient human resource. (Mark, (1988)).

Glueck defined the strategy as unified, comprehensive and integrated plan designed to ensure that the basic objectives of the enterprise are achieved.

John and Richard define strategic management as the set of decisions and subsequent actions used to formulate and implement strategies that will optimizing the fit between the organization and its environment in an effort to achieve organizational objectives.

Strategies of HR are devoted more time to boarder organizational issues, thereby improving its contribution to mission and vision accomplishment. In delegation OPMs 1997 special study, Deregulation and Delegation of Human Resource Management Authority in Federal Government, have not quickly approached to expected level, their obligation is that still most of HR are doing related HR works and they are never been centric of Human resource management activities, that why the organization molded the hr office for the accomplishment of the mission of the organization, while many of line managers are undergone for the interview about the HR activities no one is with proper answer, moreover HR work integrated with stimulated works like Recruitment and Selection, training and development, compensation and many more activities which have to look after by the HR official with proper strategy implementation in fulfilling (US Office of Personnel Management.(1999).

In these modern days US adopting the variety performance enhancing or progressive Human Resource Management practices to improve their competitiveness in the global market, this type recommendation created professional in organization for betterment of their performance in their work culture. Here study is describing the HRM system and organizational performance. Many of organization adopting latest HRM system which going to impact the organization performance, with strategically conceptual frame works, these systems are going to enhance the employee skills and ability in work environment of the organization, apart from the employee are hired with highly sophisticated procedure of recruiting eligible candidates. By providing comprehensive training and development for employees after selecting them and also increasing the current employee levels of skills, abilities and motivating them towards the work, because skilled employees are very limited and they are not motivated properly towards the work definitely it going to impact on the performance of the organization. Finally HRM are result is measured on the out comes of the organization profits (John T Delaney, (1996).

In business management of the world, since from 1980s, the importance of the Human Resource management role as increased dramatically, Human Resource Management Strategy has been achieving promptly because it providing for business firms to enhance the competitiveness and promote managerial efficiency. By effectively managing the human resource their should be efficient employee behavior in addition to reach the mission and objectives of the organization. HRM strategy provides a developed work force for the business competitive strategy, so that organizational goals and objectives are achieved in time. With effective Strategically HRM coordinates all individuals measure and implements them, so which directly influence the employee behavior in way which lead the competitive advantage to company. Recently many of organization adopting innovative procedures in recruiting and selecting individuals with effective and efficient HR strategy, which going to lead the organization with effective work force apart from this there is measurement of organization performance through strategic HR. (Tung Chun Huang, (1999)

In these recent years Human Resource Development has been under gone many modifications and changes adopting the changing business environment by allocating appropriate practices and strategies. There are many dimensions in Human Resource Development in business environment

Human Resource Development is overall related to the business strategy and competitive advantage

Human Resource Development is an investment in Human Resource capability rather than employee cost

Human Resource Development is concerned with changes both in organizational level and individual level

Human Resource Development is concerned with rectifying and enhancing the required levels to meet the present and future goals and objectives of the organization

HRD is going to concentrate on the training and development program of the organization

HRD is continuously concerned with organizational and individual learnings

(Garavan, (1999))

JOB SATISFACTION & ORGANISATIONAL COMMITMENT

Job satisfaction is one of the major HR strategies of any organisation, when an individual satisfied with the job and work environment, then only they can translate successfully their efforts toward work, apart from organisational side HR should promote the promotions and appraisals to boost the performance levels of the individual, many of organisation need to improve the employee attitudes and job satisfaction, more over work culture should be effective and efficient to individuals for effective work for the organisation (Bratton and Gold, 2007).

Organisational commitment should be match and coincide with the individual satisfactory level then only both of them are going be profitable, apart from this, the commitments which are going to associated should be achievable by the employees with satisfactory and employee also to be participated in the organisational commitment (Bratton and Gold, 2007).

RECRUITMENT AND SELECTION PROCEDURES

Recruitment should be done according to organizational needs and requirement through which resource are properly utilized, and recruitment should be done in time with in the low cost and selection is a major process where HR strategy importance is capitalized very because wel fare of the company based on the selection procedures and HR officials responsibility is to select the efficient and effective candidates those who are going help in organization enhancement (Gomez-Mejia, Balkin and Cardy, 2007).

PERFORMANCE APPRAISAL SYSTEM & CULTURAL INFLUENCES

Performance Appraisal management system is most important procedure in HR strategies of all organization, according to performance level of the individuals their appraisal level also been designed for further encouragement in the work culture and culture plays a majority role in influencing the employee toward the work in organization, here HR strategy is going identified because many of HR official face difficult task over here to understand individual mindsets in the organization and cross culture and adopting different life style people at one desk, which is going to influence majority of peoples in work culture because of due globalization cross work culture is going to influence the attitudes and job satisfaction levels of the employee.( Gomez-Mejia, Balkin and Cardy, 2007)

.

WORK SITUATION INFLUENCES & EMPLOYEE ATTITUDE SURVEYS

Various HR practices such as pay, promotion, supervision, co workers, nature of the work etc. shows a major impact on the employee attitudes in an organization. Effective work culture, well designed compensation systems, effective supervision, effective coordination of co workers are the major aspects that bring changes in the employee attitudes in a workplace. Therefore the current HR strategies must be designed effectively in order to achieve better results form the employees and this will not only help the organization to improve its output but also will bring a change in the employee attitudes towards job performance and the organizational HR strategies

Employee Attitude Survey is the most difficult task of the HR strategy, because HR official is to identify and to understand the various employees’ attitudes and their behaviors in the work culture. Many of times many of higher officials are failed in indentifying the attitudes and behaviors of the individuals because individual mind set is going to vary according to influence of the work, work culture and the satisfactory levels, here HR officials importance is identified by the organization. .( Gomez-Mejia, Balkin and Cardy, 2007)

Cite This Work

To export a reference to this article please select a referencing stye below:

Reference Copied to Clipboard.
Reference Copied to Clipboard.
Reference Copied to Clipboard.
Reference Copied to Clipboard.
Reference Copied to Clipboard.
Reference Copied to Clipboard.
Reference Copied to Clipboard.

Related Services

View all

DMCA / Removal Request

If you are the original writer of this essay and no longer wish to have your work published on the UKDiss.com website then please: