Descibe How Human Resource Departments Contribute To The Effectiveness Of Organisations - Essay Example

Student Name Tutor Course Date Introduction Practices of human resource departments greatly enhance organizational effectiveness. HRM departments play a great role in strategic management of organizations. It has been examined that the dynamic business environment as well as the growing focus on the strategic management, have made HRM departments to gain high status and influence in achieving organizational effectiveness. This implies that HRM departments are vital to development of efficient and strong workforce of an organization. Such departments carry out research and analysis from the behind scenes, compiling very complex data as well as metrics that evaluate the performance of every employee. This is an important task played by the HRM departments as it reflects a shift through the workforce while delivering crucial solutions to inefficiency that sage profit margin in organizations (Dessler 78). Major Functions of Human Resource Departments Training and development of employees is commonly practiced by human resources. Today, most of the HR departments are involved in creation of training programs to equip their employees with the basic skills expected of them to successfully accomplish their day-to-day tasks. Additionally, human resource departments deliver and manage career programs strategically designed as guidance to individual workers to achieve career goals that contribute to the general effectiveness of the organization (Noe, et al. 32-34). Strategic management is an essential practice of the HR developed and implemented with the consideration of the overall mission of an organization. Therefore, it becomes important for the human resources to implement practices that focus on the mission of their organization. This clearly indicates that when departments in charge of the human resource management continuously align their practices with organization at large, it successfully contributes to the organizational effectiveness. Furthermore, recruiting and retention also the key roles of human resources as it involves getting the right employees in the right positions at the right time with the capability of contributing to the organizational effectiveness. However, retention of the highly skilled employees leads to cost-cutting of the business expenditures while enabling the organization to maintain their long-term employees’ knowledge base. Situational assessment is yet another common practice of the human resource departments. It involves a continuous evaluation of the current performance levels of an organization to establish existing gaps between the current performance and its desired performance levels using the gap analysis. In case any gap is identified, the human resource departments implement policies as well as procedures that can address the issues concerned. The study examines a comparison of the revolution of Human Resource from Personnel Management, analyzes the objectives of HR as well as its contribution to the organization, how HR enhance the manner in which organization hire, fire, administer benefits and improve the internal and external communication of an organization as well as how it improves its competitiveness (Hyde 112). The functions of the HR department are persistent throughout the organization. For example, Line managers, in general take most of their time on human resource activities including hiring, evaluating, firing as well as scheduling employees. Specialists within the Human Resource Management department provide organizations with activities such as staffing and maintaining effective workforce. Therefore, HRM is responsible for work design and job analysis in addition to training and development, compensation, team-building, recruiting of employees, performance management through appraisal, employee health and safety issues, and developing some valid methods used in selecting staff. It is important to note that HRM department offers the tools, data and processes utilized by the line managers in their tasks of human resource management within the organization (Ulrich 308). Recruitment technique innovation of HR departments to hire most suitable candidates for the job Given the sensitive nature of the human relations and the functions which HRM departments must execute, discretion is considered a crucial element to the field of human resource management. It is apparent that management of organizational performance involves tough decision-making processes such as deciding on who to let go, promote or hire. This indicates that recruitment and selection is the key process followed by the human resource departments to attract qualified individuals for a vacant position in the organization (Hyde 69). HR departments consider the processing of hiring Personnel as the best way to find the right employee not only for the present needs of the organization but also as an asset to the future business needs. Through the process of determining the behavior, various attitudes and skills of the respective applicants, recruiters in the HR departments prepare various questions to be used for interviewing the best people that can provide competent services for organizational effectiveness. However, every organization looks for excellent employees who can help in the successful organizational effectiveness not only to be used in the present but also in the future for its sustained competiveness. This calls for the management of HR departments to focus on both the employer’s work ethics and respect all the employees irrespective of their personal or economic status in life (Wofford 138). Through the human-relation management policy, HR departments find it easy to monitor and adjust to the market changes as well as recruit for specific talents needed for organizational effectiveness. Therefore, organizations through their HR departments develop wider network s of the staffing businesses so as to meet their needs. This helps to avoid conflicts between the HR department and the purchasing department in cases where the factor is price reduction and not the real evaluation of human quality. Organizations also apply innovative approaches to the recruitment process to ensure that every step to recruit’ is well utilized. The management of HR departments may decide to adopt some direct hiring strategies, perform alongside agencies, or implement a preferred supplier appraisal. However, several solutions are available for organizations to attain effective results in their process of recruiting new employees (Siddique 232). Extensive employee communication improved upward, downward and horizontally Since the functions of human resource management are executed through the organization’s liaison with the HR department, it means that HRM communication is an indispensable means through getting things done. As a result, communication is considered as the lifeblood of the HR department as a liaison of an organization. The HR departments influences and integrates an organization through playing its major roles as a counselor, particularly when employees desire to have a discussion of their personal matters with their company representatives. Other roles of the HR department include effective advisor, mediator, problems solver, administrator, and change agent and company spokesman (Ulrich 315). The management of HR departments encourages their employees to provide feedback on the performance so as to enable them feel respected and in a part be acquainted with how things are operated as well as the ways to improve the organizational efficiency. Feedback provides the management in HR departments with a more clear and accurate insight on how the people within the organization feel about the existing aspects of an organization. HR departments promote and encourage feedback in the organization as the best way to enable upward communication more effective (Ulrich 317). Staying consistent as well as receiving feedback through a positive is highly practiced by most of the HR departments. This makes people feel open in sharing their thoughts, and thus management in the HR departments consults with their employees on matters that regard decision-making process so as to encourage upward communication in the organization. The HRM departments also create systems and policies that are crucial to the promotion of feedbacks for effective management of the organization. For instance, online feedback forms and the open-door policy are commonly used to encourage employees provide their inputs. Furthermore, HR departments use the technique of hiring autonomous communication organizations to come and perform assessment on their organizations as a way get an unbiased as well as objective or general idea of how effective their upward communication is within the organization (Wright & Dyer 884). Training the workforce to ensure employees act appropriately Training and development of the workforce as the planned learning know-how are greatly practiced in HR departments to teach workers on how to effectively execute both their current or future jobs. Such practices are designed in the HR departments to improve organizational performance and thus, ensuring that knowledge and skill levels of the employees is enhanced. The management of HR departments achieves by first determining all their training needs prior to selecting or developing their training programs that can meet such needs. The departments ensure that their employees apply what is learnt in their job trainings to their assigned duties in the organization (Siddique 238). Through the HR department’s function of performance appraisal, organizations are able to measure the competence based on their employees' job performances as well as communicate such evaluations to them for effective management of the organizations. This indicates that one of the major objectives of appraisal systems in achieving organizational effectiveness is to motivate employees continuously have the needed behaviors and rectify the inappropriate ones. Management of HR departments also use the performance appraisals as crucial tools for making their HRM-related decisions that include promotions, workers’ dismissal, expulsions and pay raises. Such practices are commonly implemented in the HR department through the performance based system as performer appraisal and compensation to competencies targeted for improved performance in the organization (Noe, et al. 56). HR departments apply new approaches to work process design, succession, planning, career development, and inter-organizational mobility HR department take the full responsibility of screening, recruiting as well as training job applicants in addition to the task of administering the employee-benefit programs within the organization. Therefore, when organizations decides to re-organize their business processes , the HR departments plays a key role in enabling such organizations to effectively deal with a dynamic and competitive environment as well as the increased demand for highly qualified employees. Most HR departments perform the six key people-related activities as a way to add value to their organizations to include effectively manage and utilizing people , use performance Appraisal as well as compensation to achieve competencies, increase the level of innovation, creativity and worker-flexibility necessary for enhancing competitiveness in the organization. It is also through these departments that new approaches applied to the work process design as well as training and career developing plans used to maximize both individual and organizational outputs. The management of HR departments controls and utilizes staff in conjunction with the implementation and integration of various technologies through enhanced staffing, training as well as communication with their employees in organization. This is also applied when the management is handling matters related to performance appraisal and compensation of employees to achieve organizational effectiveness (Lado &Wilson 721). Increasing the innovation, creativity, flexibility necessary to enhance competitiveness in HR departments In the contemporary business environments of high-performance and competitive workplaces, the HRM is becoming in response to the trends of globalization, technological use, work diversity, e-business, and the associated ethics. This implies that the role played by HR departments is quickly gaining power as they enable organizations to deal with change management issues, apply their business strategies for customer service, maintain their brand recognition as a way to retain employees to achieve a sustained a competitive advantage over their competitors (Lado &Wilson 725). It has been argued that human capital or organizations’ employees are the only valid and achievable resource for a sustained competitive advantage possessed by most organizations. Thus, HR departments are required to apply, new and more approaches to their work process designs, training and career development plans as well as inter-organizational mobility. It is important to argue that the global marketplace as well as global economies is essential to organizations which may have the intention to expand their market shares and make reductions in their operating costs. As a result, HR department play a profound role of understanding and implementation of the relevant policies and procedures which are complementary to the global labor laws, cultural differences, and for development of corporate cultures (Kleiman 67). Baron and Armstrong (226), examined that human factor is an essential element that contributes more on organizational competitiveness. People are important to organizations and their strategic value is growing within today’s knowledge-based industries. This is a clear indication that the success of an organization is highly dependant on knowledge skills and abilities of its employees, particularly when they contribute to the development of core competencies required to differentiate an organization from the existing and emerging competitors. Therefore, the ability to foster appropriate HR policies as well as business practices helps an organization to hire, develop and make use of the best brains within the marketplace so as to achieve its professional goals in delivering results more effectively than others. Conclusion HR departments deliver and manage some career programs which are strategically designed as guidance to enable workers achieve their career goals that contribute to the general effectiveness of the organization. Human resource management is essentially concerned with consistent development of human resource policies that affect as well as communicate the core values of an organization. The objectives of HR departments are to exploit the skills and abilities of a workforce in a more efficient manner. The human resource’s role of achieving competitive advantage in the organization involves planning and managing of its strategic human resources, transforming its structures, firm infrastructure and management of its employee’s contribution to the organizational effectiveness. Works Cited Baron, A & Armstrong, M. Human capital management: achieving added value through people. Kogan page publishers. 2007. Dessler, Gary. Human Resource Management. 10th ed. Englewood Cliffs, NJ: Pearson/Prentice-Hall, 2004. Hyde, J. Managing and Supporting People in organization, Bailliere Tindal. 2004. Kleiman, Lawrence. Human Resource Management: A Managerial Tool for Competitive Advantage. Cincinnati. South-Western College Publishing. 2000. Lado, A.A. & M.C. Wilson. Human Resource Systems and Sustained Competitive Advantage: A Competency-Based Perspective. Academy of Management Review, 19(4), 699–727.1994. Noe, Raymond A., et al. Human Resource Management: Gaining a Competitive Advantage. 5th ed. Boston: McGraw-Hill.2006. Siddique, C. M. Job Analysis: A Strategic Human Resource Management Practice. International Journal of Human Resource Management, 15(1), 219-244. 2004. Ulrich, D. Measuring human resources: an overview of practice and prescription for results. Human Resource Management, 36(3), 303-320. 1997. Wright, P. M., Snell, S. A. & Dyer, L. New Models of Strategic HRM in a Global Context. International Journal of Human Resource Management, 16(6), 875-881. 2005. Wofford, T., Competitive Advantage: Strategy & Human Resources. Journal of Applied Management & Entrepreneurship, 7(1), 135-147. 2002. Read More

Situational assessment is yet another common practice of the human resource departments. It involves a continuous evaluation of the current performance levels of an organization to establish existing gaps between the current performance and its desired performance levels using the gap analysis. In case any gap is identified, the human resource departments implement policies as well as procedures that can address the issues concerned. The study examines a comparison of the revolution of Human Resource from Personnel Management, analyzes the objectives of HR as well as its contribution to the organization, how HR enhance the manner in which organization hire, fire, administer benefits and improve the internal and external communication of an organization as well as how it improves its competitiveness (Hyde 112).

The functions of the HR department are persistent throughout the organization. For example, Line managers, in general take most of their time on human resource activities including hiring, evaluating, firing as well as scheduling employees. Specialists within the Human Resource Management department provide organizations with activities such as staffing and maintaining effective workforce. Therefore, HRM is responsible for work design and job analysis in addition to training and development, compensation, team-building, recruiting of employees, performance management through appraisal, employee health and safety issues, and developing some valid methods used in selecting staff.

It is important to note that HRM department offers the tools, data and processes utilized by the line managers in their tasks of human resource management within the organization (Ulrich 308). Recruitment technique innovation of HR departments to hire most suitable candidates for the job Given the sensitive nature of the human relations and the functions which HRM departments must execute, discretion is considered a crucial element to the field of human resource management. It is apparent that management of organizational performance involves tough decision-making processes such as deciding on who to let go, promote or hire.

This indicates that recruitment and selection is the key process followed by the human resource departments to attract qualified individuals for a vacant position in the organization (Hyde 69). HR departments consider the processing of hiring Personnel as the best way to find the right employee not only for the present needs of the organization but also as an asset to the future business needs. Through the process of determining the behavior, various attitudes and skills of the respective applicants, recruiters in the HR departments prepare various questions to be used for interviewing the best people that can provide competent services for organizational effectiveness.

However, every organization looks for excellent employees who can help in the successful organizational effectiveness not only to be used in the present but also in the future for its sustained competiveness. This calls for the management of HR departments to focus on both the employer’s work ethics and respect all the employees irrespective of their personal or economic status in life (Wofford 138). Through the human-relation management policy, HR departments find it easy to monitor and adjust to the market changes as well as recruit for specific talents needed for organizational effectiveness.

Therefore, organizations through their HR departments develop wider network s of the staffing businesses so as to meet their needs. This helps to avoid conflicts between the HR department and the purchasing department in cases where the factor is price reduction and not the real evaluation of human quality. Organizations also apply innovative approaches to the recruitment process to ensure that every step to recruit’ is well utilized. The management of HR departments may decide to adopt some direct hiring strategies, perform alongside agencies, or implement a preferred supplier appraisal.

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