A Study on Employees Perception Towards Human Resource Practices

The HR department officials in most organizations perform as they should. In most cases, they also focus on achieving the right things. Human Resource departments focus organizing, controlling, and hiring employees in organizations. When organizations apply HR practices, the results are great client satisfaction, a good net margin, and reduced sickness absence (Richard and Johnson, 2001). Vermeeren et al. (2014) posit that there is a great relationship between performance and HRM. Most organizations use the human resource department to ensure that operations run smoothly.

Human resource is an appellation used in referring to the workforce of an organization or company. Human resource management is involved in the act of putting together employees in an organized manner to assure the objectives of the organization are achieved in a competent and experienced manner. Human resources are the most important services of any organization since they are the catalysts of non-human resources and the medium for developing competitive advantages and sounds of creativity. No organization can exist without a human resources department (Walsh, 2009). A company without an HR department would be reducing its operations and could collapse within a short amount of time.

The role of a Human Resource department is ever changing in today’s volatile business environment. Over the years HR have become strong strategic partners within an organization by providing functions such as recruitment,

Human resources plays a great part in the functioning of the company and could impact the success

Human resources and the services they provide can be seen as the crucial link between staff and the achieving the business goals and objectives.

Human resource helps in recruiting the most efficient employees for organizations. They support the use of training and development to improve individual employees as well as the whole organization. They make sure that the training given to the employees is effective and they support any changes that are essential for the improvement of the workplace (McLagan and Suhadolnick 1987). Human resource development now has evolved from just training to development of the whole organization or individual (Chalofsky and Lincoln 1983; Gilley 1998; Harris and DeSimone 1994; Kenny 1982; Nadler and Nadler

Human Resource Management, was developed in the late 90’s, by R. Wayne Mondy and Judy Bandy Mondy. It was designed to help new students become familiar with human resource management, providing both realistic and practical scenarios of HR’s strategic role in planning and operating organizations. Through various examples from the research of company material, it demonstrates that all managers are necessarily involved with the human resources part of business, which is

In an era of increasing competitiveness, globalization, economic rationalization, deregulation, technological revolution and changing workforce there is an ever-increasing need for human resource management to be able to capitalize on the special challenges that this changing environment brings. For a company to be able to successfully keep ahead of the competition, human resource management is seen to be a significant contributor.

The role of the human resources (HR) department can play a significant role in the success and achievements of an organization. The department, which has evolved from the

Abstract: Human Resource Management is fast gaining popularity and its importance is becoming unavoidable, this is due to the fact that Human Resource Management plays a huge role in the growth of any company irrespective of its size. Unfortunately it is yet to achieve global standards or strategy of operation; this can be attributed to the various differences between environmental factors, employment attitudes, cultural

Human Resources constitute as one of the most imperative components of any organization, be it small scale business or a large conglomerate. Some of the key functions of the Human

In conclusion, it is evident that Human resources models, concepts and assumptions are of high value to the organisation’s success by valuing and managing is most valuable assets, the employees. If the concepts are wrongly used or

The benefits of proper human resource management are many. An organization cannot build a good team of working professionals without it. The key functions of the HR management team include recruiting people, training them, performance appraisals, motivating employees as well as workplace communication, workplace safety, and much more. The Recruitmentbeneficial effects of these functions are discussed here: and Training

The Human resource department is well designed, and it contributes to the success of the organizations objectives. They hire a diverse staff and they can identify what benefits each employee can bring to the organization. There focus remains on how they can improve the performance of their employees. Human Resources wants to make sure that the employees get benefits, so the employees will perform better. It is crucial for the HR department to solve problems, provide incentives, appraisals, and diverse approaches related to human resource management (Mello, 2015).

Human resource management has the main function to increase the effectiveness and involvement of employees in the achievement of organizational goals and objectives. Equal employment opportunity, affirmative action, human resources planning, recruitment, selection, and development, compensation, benefits, safety and health, and employee and labor relations all work together to attain goals within organizations through employee contribution. When companies make human resource management a key component in their structure, employees can achieve success that is what I will prove throughout this paper.