Human Resource Management : An Integral Sector

Is Human Resources important? Should it be done away with altogether? Dr. Dave Ulrich gives his take on the topic in his article, “A New Mandate for Human Resources,” in the Harvard Business Review. This topic is up for debate because of the widespread variance in differing opinions on the matter. HR is the department of a business or organization that deals with the hiring, administration, and training of personnel. In this paper, I plan to summarize and critique Ulrich’s “A New Mandate for Human Resources” for young business majors or those interested in reading this article.

Like most other department managers, the primary function of a human resource manager is responsible for overseeing department functions as well as managing employees. This is why the human resource manager must be extremely familiar with every square inch of each discipline of human resource management. This includes Equal Employment Opportunities and Affirmative Action, human resource planning, recruitment, and selection, human resource development, compensation and benefits, safety and health, and employee relations. In this reflective essay I will discuss each of these disciplines and how they work together. Additionally, I will discuss which functions I believe to be the most important, and how human resource management can be optimized for shaping organizational and employee behavior.

For many years, the department of Human Resources has been associated with the hiring and firing arm of a company. As the need shifted to acquiring, managing and developing the most important assets, the role and activities of the department of Human Resources has become even more important within organizations that desire to

The roles of Human Resources (HR) professionals are changing. HR managers were previously viewed as the patrolling unit of executive management. Yaduvanshi (n.d.) says that “their role was associated with personnel and administration functions that organization viewed as paperwork. In this role, the HR professional served executive agendas well, but was frequently viewed as a road-block by the rest of the organization. While some need for this role occasionally remains, much of the HR role is transforming itself.”

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

To work in the Human Resource management field you must maintain and improve the company by planning, implementing, and evaluating employee relations and human resource policies, programs, and practices. It is a challenging and yet rewarding field to work in. However, just like every business field, people who work in the human resource department face many challenges when it comes to discrimination.

The purpose of this paper is to discuss the practical implications of David G. Carnevale and Kay Ham’s publication “Going Beyond Human Resource Management Technique” found in Chapter 11 of the Handbook of Human Resource Management in Government.

This article discusses the foundations of the modern human resources department and covers the three historical periods of development to where modern human resources has evolved. There are three main historical periods that are discussed including - pre-industrial, bureaucratic, and high performance. All three of these periods have played a vital role in the field of Human Resources. The pre-industrial period ended with the revolutionary war. This time period saw a lack of human resource management due to “inequality, inflexibility and misalignment that would be unimaginable today.” Slavery and indentured servitude were common throughout the American colonies and the only means to learn a trade were through apprenticeships which

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 an important department with in many larger companies and one that is greatly needed for such functions as; hiring, firing, insurance, and public relations. While in the past Human Resources has been able to operate with little friction from any outside influences, it would seem over the years some new challenges for this department have complicated their fairly standard sets of operations. These challenges while difficult to deal with are may not be enough to break down the functioning capacity of human resource departments, but challenges that are being faced by Human Resources because of technology, economic relations, and job descriptions are changing at a much more rapid pace than they once did. These ever changing

The role of human resources is a vital source of success for business. In early days when there was no HR department, employees did not know how to act when difficult times strikes or how to solve critical/ethical issues. After World War II, many soldiers were returning home; employers needed help in recruiting workers. This was the time when HR evolved; a small group of managers came together to build a professional society that served the purpose of the duties of HR department. (Jackson, 8)

In today’s work environment, organizations are continually seeking an advantage over the competition. One resource to assist with this ambition is to utilize the human resources (HR) department as a strategic partner in the micro and macro planning of the organization. This paper will define the role and function while distinguishing the duties and responsibilities of an effective HR department.

“Human resource management (HRM) is the managing of human skills and talents to make sure they are used effectively and in alignment with an organization’s goals” (Youssef, 2012). The primary role of human resource management is to plan, develop, and order policies and programmers designed to make prompt use of an organization’s human resources. It is that part of management which is concerned with the people at work and with their relationship within an organization. I currently work for a Human Resource agency in my town as a Workforce Development Manager. I do have some responsibilities as a human resource manager, but I am limited to some. In this reflective paper I will explain how the HRM aspects work together to perform their primary function and determine if any of the five are more valuable than the others. Finally, I will determine if the HRM role can be optimized for shaping organizational and employee behavior

* The AAP must exist to eliminate past imbalances based upon a protected group category.

The next transformation to occur with Human Resource departments in the late 1980s was coined as the “New” HR (Groysberg et al., 2006, p. 2). This new evolution brought HR into a strategic role within the company. The department acted like a business within a business – dealing with “leadership and talent development, promotion of organizational learning, succession planning, and dissemination of knowledge” (Groysberg et al., 2006, p. 2). This new strategic HR strived to deliver actions that could help execute the company’s goals, motivate employees to align with company strategy, and directly help implement goals.