June 8, 2015
Human resource management plays a vital role in the success of any company. According to the business dictionary, human resource management is defined as “The process of hiring and developing employees so that they become more valuable to the organization,” (Business Dictionary). A successful company needs a human resource management team that has the ability to fulfill the requirements in staffing the company with qualified candidates and ensuring that they are prepared to fulfill their obligations. There are many functions outside of simply hiring individuals to staff a company. Functions in human resource management include job analysis, planning personal needs, recruiting the right people for the job, orienting and training, managing wages and salaries, providing benefits and incentives, evaluating performance, resolving disputes, and communicating with employees at all levels (Business Dictionary). The three major areas of responsibility for a typical human resource department are transactional, tactical and strategic. Transactional work includes the administrative duties such as payroll, administering employee benefits like insurance and retirement (DeCenzo, Robins & Verhulst, 2013). Tactical work involves resolving issues such as work group conflict and performance issues. The strategic duties entail work that benefits the entire organization by linking services to long-term goals. The strategic responsibilities involve observing where the company is now and where they want to be in the future and then creating a plan and then implementing it. With a good strategic plan in place a human resource department can better align resources to meet the goals of the company. The primary functions of a human resource manager are:
1. To develop a thorough knowledge of corporate culture, plans and policies.
2. To act as an internal change agent and consultant.
3. To initiate change and act as an expert and facilitator.
4. To actively involve himself in company’s strategy formulation.
5. To keep communication lines open between the HRD function and individuals and groups both within and outside the organization.
6. To identify and evolve HRD strategies in consonance with overall business strategy.
7. To facilitate the development of various organizational teams and their working relationship with other teams and individuals.
8. To try and relate people and work so that the organization objectives are achieved effectively and efficiently.
9. To diagnose problems and to determine appropriate solution particularly in the human resources areas.
10. To provide co-ordination and support services for the delivery of HRD programs and services.
11. To evaluate the impact of an HRD intervention or to conduct research so as to identify, develop or test how HRD in general has improved individual or organizational performance (www.whatishumanresource.com).
Human resource management plays a role that is all encompassing. It is necessary that they have a thorough knowledge of the company and its goals in order to properly recruit and align employee skills and experience to the needs of the organization. They must also work closely with a budget that will assist them in managing employee wages and salaries as well as to manage the overall workforce. Human resource managers are