...The Importance of Human Resources Charlton Medina Ashford University BUS 303: Human Resources Management Instructor: Ronald Jones October 7, 2013 The Importance of Human Resources Every leaders and managers, especially the owners of an organization, can attest that people are the most valuable resource obtainable. An organization cannot survive without people who run it. But dealing with people is the most complex area in the organization. That’s why it is vital to have a group of people who manages human resources. These groups of people are part of what we call today as Human Resources Management. The fact that it is important to have human resources in any organization, it is vital to have an effective Human Resource Management who makes sure that the organization’s goal and objectives are achieved. There are many challenges every day that organizations are now engaged in. There are more consumer demands, new technologies, many fast growing industries, and enormous amount of improving human intelligence to keep up with. When the organization grow, human resources will grow and become more complex. Human Resource Management will have to continue to strive to become effective. Human Resource Management functions, planning, and intelligence will have to continue to expand into many areas that are vital to organizational growth and success. In this paper, we will discuss Human Resource Management. Human resource management (HRM) plays a strategic role in organizational...
Words: 3838 - Pages: 16
...lower case) Name Course Tutor Institution Abstract Human Resource Management is defined as the process of hiring and developing employees so that they become more valuable to the organization (Mondy, Noe, & Gowan, 2005). This is a central and strategic organizational activity but at the same time of increasing complexity and importance. It includes recruiting the right people for the job, orienting and training, planning personnel needs, managing wages and salaries, providing benefits and incentives, conducting job analyses, evaluating performance, communicating with all employees at all levels, and resolving disputes. Acquiring an overall view of Human Resource Management with respect to integrating new knowledge includes explanation and examples. I will review, present, and explain in this essay that in all companies, proper management of human resources is vital to being a successful business; human resources must be a critical department within the functional area of an organization. The basic purposes of this essay is to emphasis and culminate the principles of Human Resources Management by describing the application of the knowledge learned in the field of human resource management, with emphasis on six areas: EEO and Affirmative Action, Human Resources Planning, Recruitment, and Selection, Human Resources Development, Compensation and Benefits, Safety and Health, and Employee and Labor...
Words: 1922 - Pages: 8
...Human resource management is the utilization of human resources to achieve organizational objectives. Consequently, all managers at every level must concern themselves with human resource management. Basically, managers get things done through the efforts of others; this requites effective human resource management. Today's human resource problems and opportunities are enormous and appear to be expanding. Individuals dealing with human resource matters face a multitude of challenges, ranging from a constantly changing work force to the ever present scores of government regulations and a major technological revolution. Furthermore, global competition has caused organizations both large and small to be more conscious of cost and productivity. Because of the critical nature of human resource issues, these matters are receiving major attention from upper management. (D. Johns& Radebaugh, 2006) As organizations vary in size, aims, functions, complexity, construction, the physical nature of their product, and appeal as employers, so do the contributions of human resource management. But, in most the ultimate aim of the function is to: "ensure that at all times the business is correctly staffed by the right number of people with the skills relevant to the business needs", that is, neither overstaffed nor understaffed in total or in respect...
Words: 1097 - Pages: 5
...The importance of the Human Resource Department by Ng Hui Chen, GSM Employee is one of the most important assets of a company as they have significant influential power to the success of a company. Therefore, effective and efficient human resource management is crucial to every organization. However, the emergence of the centralized Human Resource Department (HRD) has created conflicts on whether the responsibility of human resource management should lie on line managers or HRD. The debate about the roles of line managers and centralized HRD in human resource management has been ongoing since couple of years ago (Hutchinson and Purcell, 2003). In my opinion, HRD remains as one of the important role within an organization despite the need for all line managers to adopt certain functions of human resources. Human resources management functions the best when the line managers and centralized HRD work hand in hands. The rationale of this idea will be discussed in the later part of this article. First of all, we should take a look of the core functions of human resource management irrespective of whether it is the responsibility of HRD or line managers. Generally, human resource management can be classified into three main functions: i) Recruiting In this stage, the major task is to recruit and select the best talents with necessary knowledge and skills to assist the company to achieve its goals. HR practitioner should perform thorough job analysis in order to gain deeper...
Words: 1946 - Pages: 8
...IMPORTANCE OF HUMAN RESOURCES MANAGEMENT. Organizational Psychology holds that successful organizations do not owe their success solely to market realities and sustainable competitive advantage. Actually, there is a lot more. Successful companies are those that consider their human capital as their most important asset. Facts and figures are the quantitative elements of successful management, yet the qualitative, i.e. the cognitive aspects, are those that actually make or break an organization. Human Resources Management (HRM) is the strategic management of the employees, who individually and collectively contribute to the achievement of the strategic objectives of the organization. Assuming that the employees of an organization are individuals with own mental maps and perceptions, own goals and own personalities and as such they cannot be perceived as a whole, HRM holds that the organization should be able to employ both individual and group psychology in order to commit employees to the achievement of organizational goals. Aiming to enable the organization to achieve its strategic goals by attracting, retaining and developing employees, HRM functions as the link between the organization and the employees. A company should first become aware of the needs of its employees, and at a later stage, understand and evaluate these needs in order to make its employees perceive their job as a part of their personal life, and not as a routine obligation. To that end, HRM is very crucial...
Words: 2499 - Pages: 10
...Human Resource Management in Business Introduction Human Resources (HR) is concerned with the issues of managing people in the organisation.The Human Resources department is responsible for many people related issues in an organisation.Under the HR department’s remit are the following roles: • The process of recruiting suitable candidates for the organisation • Identifying and meeting the training needs of existing staff • Ensuring employee welfare and employee relations are positive • Ensure the working environment is safe for employees • Raising awareness of current workplace legislation The Human Resources Department also covers five key roles. • Executive role – in this role the HR department are viewed as the specialists in the areas that encompass Human Resources or people management. • Audit role – in this capacity the HR department will check other departments and the organisation as a whole to ensure all HR policies such as Health & Safety, Training, and Staff Appraisal etc. are being carried out in accordance with the company’s HR policy. • Facilitator role – in this role, the HR department help or facilitate other departments to achieve the goals or standards as laid out in the HR policies of the organisation. This will involve training being delivered for issues that arise in the areas relating to people management. • Consultancy role – the HR department will advise managers on how to tackle specific managing people issues professionally. • Service...
Words: 2340 - Pages: 10
...Human Resource Management (HRM) is the function within an organization that focuses on the recruitment of, management, and providing direction for the people who work in an organization. Managers and HR professionals have the important job of organizing people so that they can effectively perform these activities. This requires viewing people as human assets, not costs to the organization. Looking at people as assets is part of contemporary human resource management and human capital management. The human resources management team suggests to the management team how to strategically manage people as business resources. This includes managing, recruiting and hiring employees, coordinating employee benefits and suggesting employee training and...
Words: 1023 - Pages: 5
...Introduction Human Resource Development (HRD) fundamentally aims at refining the performance of employees through organized training, career development and thereby organizational development. It is obvious that if HRD issues are not appropriately controlled, then organization may face diminished performance and may start a slow decaying. Productivity may suffer and cultural clatters may increase. Employees may suffer low skills and low knowledge. Fascinating and retentive talent becomes difficult task for the organization. It is also right that effective results are probable only with the quality of the training provided to the employees. It is correspondingly significant to evaluate the need of the training, the nature of the training provided,...
Words: 1694 - Pages: 7
...What do you mean by “Human resource planning” The process that links the human resource desiderata of an organization to its strategic plan to ascertain that staffing is sufficient, qualified, and competent enough to achieve the organization's objectives. HR orchestrating is becoming a vital organizational element for maintaining a competitive advantage and reducing employee turnover Why Human resource planning is important Organization have their own goal through they opiate to reach, but as we ken that organization need capital, labor, machinery for engenderment, but they require additionally Human resources to maintain, to check the organization so that's why organization do human resources orchestrating for concentrating on altitudinal...
Words: 926 - Pages: 4
...DEFINITION OF STRATEGIC HUMAN RESOURCE MANAGEMENT Strategic human resource management is that management think periodically to attain benefit to the company or meet the requirement of employee. Improving everything’s in business site, give training to employee, analysing and development technique. Moreover strategic human resource management can involve in any aspect of the company which relate with employee. Core element of strategic human resource management recruiting staff give training to them, solving employee issues as well maintain relation between organisation and staff .Also Human Resource Management help to motivate worker in work to increase productivity. Strategic human resource management play very key role in the company to maintain position or increase productivity....
Words: 815 - Pages: 4
...In today’s businesses, the right approach and management of the company’s employees can greatly affect the company’s overall performance. A strategic approach in Human Resource Management is vital especially in growing companies. Starting from right staffing to maintaining performing employees, HR management is key in developing not only the employees, but the whole organization itself. Human Resources encompasses a broad scope in management. An expanding company dependent on its current success can maintain and further develop its business starting with the right staffing. As demands for the product or services increase, additional manpower is needed to comply with them. The current manpower should be checked but not simply if they can comply with the demands, but it has to ensure that it can still keep its quality and standards. Mass production or bulk orders should not be an excuse in decreasing quality, hence, increased customer dissatisfaction and decreased sales. For a company that is already recognized in the industry and is eyeing on expansion, their status and reliability should be maintained. The leaders of the company can now focus on the products itself and expansion, and let the HR Department handle the development of the organization. Keeping an eye on the company’s log-term goals, mission and vision, the development of performance standards is essential to...
Words: 681 - Pages: 3
...sources) The Importance of Retention Systems in Human Resource Management Abstract Retention systems is one of the most important components of a staffing system within an organization. Human Resources is responsible for obtaining human capital in order for an organization to obtain and maintain productivity and profits. Human capital is a major expense and investment within organizations. If the organization is unable to retain its workers, the organization nets substantial losses on each employee it is not able to retain. Losses presents themselves not only in production costs, but training and development dollars invested in the employees as well, in addition to recruitment and hiring costs. My literature review will introduce and evaluate common types of retention systems used by staffing systems and their effectiveness in the workplace. Author of “An Analysis of Human Resource Information Systems impact on Employees”, Kelly O. Weeks describes the overall basic benefits of Human Resource Information Systems. She states in her article “systems give the organization the ability to consistently develop and manage employees based on the value of an individual's contribution”. The article also describes the various ways in which HR systems can improve job productivity by cutting repetitive work, and increasing the speed in which manual processes are managed. This article provides a basic general educational foundation and working knowledge of various Human Resource Management...
Words: 2783 - Pages: 12
...Using examples,(hypothetical or otherwise)illustrate the importance of employee motivation and appraisal as part of the planning for a major company involving and implementing change in their workforce, with reference to classical and scientific schools of management. Contents Table of Contents 1.0 Introdution……………………………………………………………………………………………………2 2.0 Recruitment………………………………………………………………………………………………….2 3.0 Selection……………………………………………………………………………………………………….4 4.0 Motivation……………………………………………………………………………………………………5 5.1 Taylor’s scientific motivation theory………………………………………………………………………………………………6 5.2 Maslow’s hierarchy of needs……………………………………………………………7 5.3 Change in workforce ……………………………………………………………………….9 5.4 Performance appraisal….………………………………………………………………..10 5.0 Conclusion……………………………………………………………………………………………………11 6.0 References……………………………………………………………………………………………………11 Summary The aim of the assignment has been to know the development of human resources in organization, the importance of people, use of human resources to achieve the objectives of organization, and recruitment and selection of employee. After this organization gives training to employee in forms of short courses, instruction at the workforce. The other factor has been the development of staff within organization while working. Employer accesses the work of employee through performance appraisal for the reason of to help the employee develop...
Words: 3111 - Pages: 13
...Table of Contents Introduction 2 Differences between Domestic and International Human Resource Management 2 What is Expatriate 4 IHRM has three dimensions 4 International assignments create expatriates 5 Increasing Importance of International Human Resource Management 6 Significance of International Human Resource Management 9 Conclusion 11 Reference……. 12 Introduction As we enter the new millennium, more and more companies are recognizing the importance of managing their human resources as effectively as possible. They are also recognizing that doing so, however, cannot be done without recognition and incorporation of the global context. It is virtually impossible to read a business periodical or newspaper anywhere in the world without seeing stories detailing the success of a company due to how effectively it manages its people. As the environment becomes more global, managing people also becomes more challenging, more unpredictable and uncertain and more subject to rapid change and surprise. Thus what we are witnessing within human resource management (HRM) is the rapid appreciation for and development of all aspects of global and international activities and issues associated with and affected by HRM. And because the importance of managing people effectively in the global context is so great, many companies are devoting a great deal more time, attention, skill, and effort into doing it well. To be successful, many firms have to compete...
Words: 3338 - Pages: 14
...1. Why is the study of Labor Law/s important for HR students? The study of human resources development management gives emphasis on the proper supervision and managing of people in their respective fields. Human resources development management provides structured ways to raise the human potentials in terms of their physical or mental exertions translated into the overall productivity and efficiency of the nation. From the minutest sectors of labor, human has proved that the true quality of proper labor yield accordingly come with their adequate development. It is through this development that HR gives that the nation builds its solid economic work force. As any other processes for development, HRDM has its very important share of guidelines and correct rules of action; this is the LABOR LAWS. Our studies on Labor Laws familiarize us on the correct actions and standards that are to be taken mindful of. It is the ultimate manual, the instruction book of our future profession. To develop a human from and in being a worker, a laborer, or an employee, we must guarantee that we are developing exceptional manpower by following exceptional means in exercising our full logic and good faith in structuring developing ways for them and the society. We must ascertain that our actions in managing the working affairs are just and permissible not only on the full writings of the law, but also in accordance with the ways of man. Labor Laws is the blood of HRDM. Labor Laws lay the foundations...
Words: 538 - Pages: 3
