A Research Study On The Human Resource Department

The human resource department is important within any organization. Human resources, as well as proper budgeting, is critical when it comes to operating a law enforcement organization. The research will indicate that the human resources personnel is key to a successful operation.

Also, Human Resource must determine the location and size of the target applicant population/pool based on the labor force, and first target its potential, applicants internally, within the hospital, for cost effectiveness and saving time to fulfill the vacancy before seeking external applicants, because hiring externally is costly, time-consuming, and inheres to long-term loss of productivity in the organization (Flynn, Mathis, Jackson & Valentine, 2015).

a. There are many information systems that our HR personnel services use to provide assistance to Soldiers and their Families. Some common systems used by HR personnel are the following: Regional Level Application Software (RLAS) which is used to update, review, or change a Soldier’s personnel and financial readiness for the unit. Reserve Components Manpower System (RCMS) used to track, modify and report a unit or Soldier’s overall readiness. This system is mainly used by the command leadership team. Defense Enrollment Eligibility Reporting System (DEERS) used to update, change and certify a Soldier’s benefits and entitlements eligibility to include Family members.

The human resource (HR) in an organization deals with the day to day operations of the human resources department. The HR department deals with business law, compensation, employee relations, benefits, medical and the like. HR focuses on whom the organization hires, whom the organization fires and remediation to employees who need discipline and retooling to continue their employment. The functions of the HR department in my organization include: recruiting and retaining talent, performance management and compensation, employee benefits, recruitment and staffing and employee rights and safety. In spite of the turbulent environment facing the healthcare industry today, my organization has however proven its effectiveness in performance

The human resource (HR) in an organization deals with the day to day operations of the human resources department. The HR department deals with business law, compensation, employee relations, benefits, medical and the like. HR focuses on whom the organization hires, whom the organization fires and remediation to employees who need discipline and retooling to continue their employment. The functions of the HR department in my organization include: recruiting and retaining talent, performance management and compensation, employee benefits, recruitment and staffing and employee rights and safety. In spite of the turbulent environment facing the healthcare industry today, my organization has however proven its effectiveness in performance measures however, improvement is needed in the areas of defining and aligning organizational purpose, creating organizational alignment and accurately measuring the right things. In rating this department, there are questions regarding the organization’s strategic process that will be examine below. Recommendations will include creating an organizational culture where trust, open communication, and fairness are emphasized and demonstrated. Providing employees with opportunities for career advancement, offering a higher total rewards package than other organizations that compete for the same talent.

What issues did the learning processes outlined in your answers to questions (1) and (2) raise for you? What barriers or critical incidents did you face/experience? And how did you cope with them?

This paper will address many of the issues related to the “human resource”, the people, those who do the jobs, the workforce, the pillars holding up the bridge, and also reflect the road which has been chosen by management and its impact on the department;

Human resources is the department which deals with certain aspects of a business or organization including, but not limited to, hiring, administration, and training of personnel. Therefore, this department is choosing the future of a firm, and their decisions can either make or break a firm. It should fall under their responsibilities to be the motivators and promotors of a comfortable and successful work environment. If we better our human resources platform in such a way that benefits our workers, we will experience increased production, and more importantly we will yield greater profits.

Do you remember when you first decided to start a small business. The vision was clear and the excitement drove us from imagination to plan to reality. But, before we knew it, we went from happily wading in the waters of our areas of expertise into the deep and sometimes turbulent waves of the unknown; Human Resources. Human Resource functions include: Payroll, Employment Tax, Recruitment, Hiring, Employee Relations, Termination, Regulatory Compliance and Training to name a few. Each of these functions demanded specific skill sets and experience. They also began to expend valuable time and resources.

Human resource departments must be as diverse as the industry they recruit talent for. Each department must be custom designed with a variety of methods, recruitment methods must be tailored for the open positions. Once the positions are filled, managing the new talent and bringing them into the fold is crucial. Corporate culture affects each employee and is affected by each employee. Executives need to understand this and communicate their requirements to their Human Resource Departments.

Human resource department is one of the most important part of an organisation. It deals with the most sensitive and important assets of the firm which is Human resource. The job of HR is to prepare the job description of an employee and then continuously follow up each and every human character of the firm. HRM is also responsible for taking care of the basic needs of the employees and then fulfils it. Also, HR should take proper initiative for perfect training of an employee. Now the concern issue comes in front while for some management issues organisations people are trying to leave the firm in this kind of situation it is been hard to identify the problem and also solve it. The expertise of HRM shows from there. Especially the employee turnover issue is usually costing the firm from extreme view and it becomes and major concern. In this kind of situation HR takes initiative to improve the current scene. In fact, some argue that HRM is just a new name with more cache and an attempt to rebrand personal departments to gain more respect for their role in the organisation from upper management. Other commentators note that there are important qualitative differences between personal management and HRM. According to these commentators, it’s a difference in the way the activities are approached.

People are usually considered to be the critical resource in the new approach that is Human Resource Management. The management of people within every organization, therefore, is very vital as it deals with their acquisition, attaining motivation for higher levels of attainments, skills development as well as ensuring that the level of commitment of every individual is maintained. Much effort, therefore, must be made considering events that aim at improving personal development, attaining employees’ satisfaction and to comply with employment-related laws that accommodate their rights within working environment. Various authors have different definitions for HRM. HRM, therefore, entails planning, implementing, conducting recruitment and

In comparative studies Scholars from outside China were concerned regarding the easy transfer of the HRM technique’s with these joint venture setups leading to exchange of abnormality among the work culture. There are ten different studies focused to inspect the future of restricting and standardising the global HRM policy in China. The conclusion understood at the end from the studies often negates the possibility in the context of China (Walsh & Zhu Y, 2007; Wilson, Chen & Erakovic, 2006), in part because there are many complex institutional factors driving the policy measures for China being an Autocratic country.

The benefits and salaries of employees comprise the majority of organizations operating expenditures (Pieper 2000, p. 25). In other words, the organization is nothing more than its members of staff. The human resource department manages the efficiency and welfare of employees in an organization. The department develops policies and programs intended to increase the effectiveness and productivity of its employees. The department also manages the hiring process, benefits and pays, human resource programs and policies alongside other functions. To sum it up, the department is responsible for the management of the employee-employer relationship. This includes the creation of incentives designed to enhance the relationship. The aim of this paper is to explain the whole label of "human Resource." The paper intends to clear the norm in the profession, designate a greater involvement and strategic task in the organization than just "Personnel." The paper seeks to show that the department plays more roles in an organization than just hiring.

The process of liberalization, globalization and the consequent competition made the business organizations to realize that the person with positive attitude on Human resource department have self commitment and motivation and are loyal to the organization.