Hrm & Hr Sub-System

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.

Human resource departments today have a more distinct, calculated position within organizations, and human resource strategy influences the bottom line. “One of the challenges for HR leaders is convincing executive leadership teams that human capital is one of the most important resources in which the company can invest” (Mayhew, 2014, p.). Subsequently, “this return on investment is an essential part of the argument for including HR as part of an overall business strategy” (Mayhew, 2014, p.). Human resource departments utilize the information given to them from company executives and leaders, coupled with their respective expertise on all things personnel, and they plan and implement staffing concerns for the betterment of the organization. From preparing job analysis, to comparing inventory and forecasting, it is the responsibility of human resources to consider the objectives of an organization and fulfill those goals while operating the specific planning relative to HR.

1. Which of the HR models appears most appropriate for managing personnel in a health care organization? Why?

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,

A corporation’s human resources branch is the joining between its individuals and every unit beneath its top. On the outside, an “HR division look as if there is to do little more than hold on to organizations records. In employing and hiring HR administrators are also working more with the “recruiting and hiring departments in their offices to help them make better decisions.” The reason for this is very easy to understand, HR executive has a tendency to have countless people skills,” which comes accessible because a job meeting is all about reading people.” (https://cenidianblog.wordpress.com)

The HR Function drives performance and provides line managers with the tools and resources to increase the performance of the organisation’s employees. It must do this by identifying the business values and formulating a strategy in line with these. This strategy must then be effectively implemented at all levels.

Indicative Content: Understand key contemporary business issues affecting the HR function within private, public and third sector organisations. Types of organisation; the role of management within them; ways in which HR is delivered; the main functional areas of management; the search for sustained organisational performance, business

| Explain how different organisational structures and management roles can impact on the HR Function (AC: 1.3)

According to the Reference of Business (2015), human resource management (HRM), or human resource development, entails planning, implementing, and managing recruitment, as well as selection, training, career, and organizational development initiatives within an organization. As you can see there are multiple functions within the area of human resources. In these function mentioned above can also create different career paths depending on the size of the organization. A smaller company may have an individual covering every function. A larger company may break it down into different specialties. Reference of Business (2015), states the structure of HRM departments differs according to the type and size of the organization that they serve. But many large organizations (including

‘HR strategy, a ‘people plan’, that will help you ensure you have the right people in your business, at the right time with the right skills to ensure you achieve your business goals’.

The traditional HR functions in the early Twentieth Century included keeping employee records, implementing training, recruiting and monitoring employee welfare (Nayab, 2011). These HR functions have been dated as far back as the industrial revolution (Taylor & Woodhams, 2012; 23).

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

Their various HRM practices allow them to attract and retain the best staff and deliver on their service mandate. At a functional level they have implemented HRM practices to align the leadership, skills, induction and socialisation, training, development, rewards and recognition, remuneration, career progression as well as transformation with the strategy of the company.

Planning means looking ahead and chalking out the future courses of actions to be followed. The ongoing process of systematic planning to achieve optimum use of an organization 's most valuable asset is human resources department. The objective of human resource (HR) planning is to ensure the best fit between employees and jobs, while avoiding manpower shortages or surpluses. The three key elements of the HR planning process are forecasting labor demand, analyzing present labor supply, and balancing projected labor demand and supply.