Human Resource Management : A Positive Impact On The Success Of An Organization

In analyzing the concepts discussed in Human Resource Management, I have found an interesting mix of education and forethought into the role of a human resource manager. Many of the aspect of human resource management such as HR planning, recruitment and selection, as well as, human resources development and labor relations all play a significant role in the success of any organization. There are many benefits to the learning that has taken place in this course that has helped me better understand HRM and its roll that will shape not only my position in business now but for future

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.

On the article titled “How Does Human Resources Management Affect the Success of a Health Care Organization?” Dale Marshall tries to analyses the influence of health care organizations. Marshall supports his idea with eight main arguments and each of them contributes to the success of health care organizations.

Proper training is to be given to employees in order to understand the importance of the data and how to protecting it.

Riordan manufacturing has requested an upgrade to their current human resources system. They currently have several disparate tools that are patched together in order to complete HR functions. Many Excel spreadsheets are used by different parts of HR, and combining all resources into one system can provide many time saving advantages and a more reliable system over all. By reviewing who the stakeholders are and what the best information-gathering techniques are we can ensure that we collect the information for the requirements and stay within the scope of the project.

In an era that has long gone bye, machines have taken over the process of tracking an employee’s information. Thus HR will create an information specialist position(s) to input the information of an employee when he or she is first hired, then the computer will use that number to route information to the necessary programs for data storage. This business system will need to do all the tasks that once were done by the HR personnel.

Human resources involves workers who are in charge of the organization and responsible for implementing strategies and policies that relate to the management of individuals. It is a very important part of a company’s success and ultimately decides how much the company can grow and achieve (Vasquez, 2003). Human resource managers seek to achieve this success by arranging the supply

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

a) Employee files – Consist of recommences, presentation appraises, and significant material. b) Job descriptions – List of employment duties and informative obligations. c) Electronic job posting – Will tender many settings with a record of occupation openings. d) Employee handbook – Electronic instruction manual accessible for the employees. e) Policies and procedures – Documentation of the corporate guidelines forces and working standards. f) Employee file updates - Delegates the employees to advice about individual information. g) Recruitment – For significant job opportunities, employing skilled applicants. The following records stream graph will display the process that the HR sector will use for new employees. The process will be performed by on-site recruiters. Administrators of the HRIS plan will get total access, and subordinate levels of administration will be allowed access to the information relevant to their job functions. By the restricted area computers, the consumer reference point will authorize the HRIS panel to approach the workstation assistant.

Employees and human resources (HR) are a business’ biggest asset. Appropriate management is important to a business the size of Riordan Manufacturing. Currently the company employs 550 employees globally. The HR database contains an enormous amount of information in all of the employees’ files and data regarding their respective careers at Riordan. The database should operate at peak performance at all times. The functionality of the current system is limited due to a quickly becoming outdated system compared to other systems that are currently available. The Information Technology (IT) department had been asked to analyze the current system and issue an analysis of the scope and feasibility of the project.

The economic environment in nowadays dynamic, it is fairly important for organisations and managers to recognise the curtail of Human Resource Management. It is clear that Human Resource Management (HRM) has become one of the most recommend management strategy in the modern business (Leopold and Harris, 2009). Human Resource Management is a technique process of managing people in the workplace to enable and enhance organization performance (Leopold and Harris, 2009). This theory involved the responsible to attracting, selecting, training and managing people which make employees become more valuable to the organisations. It invests effect in learning and development at work. Also to communicate with all employees at each level to reward successful employee relations (Wilton, 2011). Human Resource Management plays a very important role in the operation strategy and management concerns in work organisations of all kinds (Leopold and Harris, 2009). In aim to justify this statement by evaluate the benefit and importance of Human Resource Management in contemporary work organisations. This essay will focus on analysis the advantages of use Human Resource Management in business also underline by explain more detail about the different HRM strategy brings benefits and give competitive advantages impact to the organisation success. Then summarise by a general conclusion on the importance of HRM in contemporary work organisations.

Human Resource management teams work with the performance of activities such as bookkeeping, upholding policies and guidelines, employee performances, and ensuring labor laws are enforced. Human resource managers use information systems to help in their daily duties of payroll, training, and organizations of personnel files. Human Resource managers develop analyzes functions and determine the type of Human Resource Information system application is necessary to automate and create a strategic alliance for the Human resource department. The importance of determining the type of human resource information system application is to define which system can help make

The primary function of Human Resource Management is increasing the effectiveness and contribution of employees in the attainment of organization’s goals and objectives. For attaining the goals of the organization, the employees need to work effectively and perform at their best. To get appropriate outcome, the human resource department considers aspects like, equal employment opportunity, affirmative action, human resource planning, recruitment and selection, human resource development, compensation and benefits, safety and health benefits and employee labor relations. The importance of all these functions varies as per the nationality and generation of employees as well. But collectively they are important for retaining employees and getting best output.

The objective of the Human Resource Department is to design management systems to ensure human talent is maximized to effectively and efficiently achieve organizational goals. HR has seven functions that are intertwined. These functions are global, environmental, cultural geographic, political, social, legal, economic, and technological. Human resource management has the potential to drastically impact the success and effectiveness of an organization. Human Resources has heavily focused on recordkeeping and paperwork. It has often been considered a clerical and low-level administrative department. In most organizations, Human Resources is looked upon as the employee mediator in the organization. They tend to be the voice of the employee, building company morale and putting out fires involving crisis management. The problems they deal with are both employee work-related and not work-related. HR strives to ensure fair treatment for all employees. They work with varying departments throughout the organization in order to create and implement necessary programs and policies. HR works with equal employment opportunity and other laws, to ensure compliance. They work to fill current job openings by processing applications, interviewing, and training. They answer questions regarding benefits and wages and address safety issues. The expansion of technology and outsourcing have drastically transformed the

“Human resource planning is the most powerful tool of any organization 's success and the training of employees is regarded as one of the most important functions of effective resources management” (Jain, 1999). In the light of the aforementioned citation, this extract aids in inaugurating this Session Long Project (SLP) in a befitting manner. This essay will deliberate upon the intensified benefit that on-the-job training provides an organization. Coupled with, the impartial methods human resource management (HRM) professionals could utilize in deciding the advantages of on-the-job training. Additionally, this essay will contemplate the drawback of on-the-job training. Overall, this SLP will conclude with proposals as to the methods on-the-job training can be evaluated and exploited upon for succession planning. Nevertheless, this essay will commence with a succinct dialogue regarding the merit of on-the-job training.