Human Resource Management At Paychex, New York, Paychex Inc.

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 plays a key role in designing the performance management framework. Human Resource role is manifold and each of these roles well played can be highly beneficial to the organization. However, as it is now, the people in the department do not seem up to par. In the article, "Why We Hate HR," written by Keith H. Hammond, the author portrayed a negative stance on the department. He listed four reasons describing what is wrong with the Human Resource people. Based on those four main criticisms, three individual interviews were conducted to see either Hammond’s point of view is agreeable or not. The interviewees also have given their personal experiences and opinions when comparing their

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

Paychex, Inc. is a top provider of payroll, human services, retirement, and insurance services. Paychex outsources their services to small and medium-sized businesses. They are headquartered in Rochester, New York, but they have more than one hundred offices and hundreds of thousands of clients nationwide. Paychex’s mission statement is “We will be the leading provider of payroll, human resource, and employee benefit services by being an essential partner with America’s businesses” (“Paychex, Inc.,” n.d.). The company was founded in 1971 and opened with $3,000.00 and a great idea. Paychex has a tradition of a commitment to success and a record of achievement. Their goal is to empower business owners to focus on the growth of their business. Paychex offers payroll and benefit services to their clients so they can focus on running their business (“About Paycheck.,” n.d.).

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

During my career as a human resources professional I have had the opportunity to be exposed to the diversity of several industries like Health Care, Manufacturing and Digital Content. These interactions allowed me to understand the role played by human resources, regardless of industry or line of business, is vital for any organizational success. Without people organizations would not function. My work experience has also provided me

Margery Harris is a proficient and accomplished Human Resource leader. At the age of 55, Harris already has an extensive experience in Human Resource and consulting. Margery Harris has a bachelor’s degree in Finance and Real Estate Finance at The Ohio State University. She also holds a master’s degree from the University of St. Thomas. Before she started her journey in human resource, she worked for the Continental Airlines as a financial controller of the company’s international division. She also worked as a landman at Shell Western E&P. Margery Harris’ career in human resource started in 1996 when she worked for Santa Fe Synder in various human resource positions including vice president. From 2000 to 2005, she was the senior vice president

How well a business manages its assets and resources predicates its overall success. Companies that spend financial resources foolishly are apt to find themselves in bankruptcy. Companies that work capital equipment resources beyond the machine’s capabilities or for other than intended purposes are apt to experience downtime and/or lose the equipment to failure. The same premise holds true for a company’s human assets. However, unlike other company assets, which depreciate over time, human assets appreciate over time when managed properly. The article, Importance of Human Resource Investment for Organizations and Economy: A critical Analysis, explains the importance of managing human assets as follows:

According to Biswas & Director (2013), human resource initiatives such as recruitment, selection, compensation and the administration of workforce takes up the largest component of company’s operating costs.

There are several important reasons of human resource planning that business organisation carry out regardless their size and it is important for the continuity of any business organisation to plan. However, in many business owners may not include human resource planning at the beginning of their business but later realise the importance of human capital and no business can survive without having competitive human capital.

Human resource is the one of the most important productivity factor in the organization. Therefore organization need to utilize the other productivity factors of land, capital and entrepreneur. Therefore utilizing the human resource or labor is a vital factor for the organization. Because, satisfying the organizational internal and external customers are more difficult, if they become

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

I. Attention Getter: The Society of Human Resource Management quoted John Green, a Vice President of Human Resources in an article they released called The Look and Feel of Strategic Human Resource Management: Conversations with Senior HR Executive saying “In the past, when I started the business, the people would look for security and plan to be there the rest of their life. They had more of an attitude of “What can I bring to the company?” But in today’s world, we have employees with the attitude of “What can the company do for me?” Now we try to tailor our employee benefits programs to meet the needs of our employees in order to keep them, and at the same time, make our employees fit the business model that we are in. Unlike the past, today, when we are planning and developing business plans for the future, we have to take into consideration the skills of our workforce and what it wants from us.”

This is an analysis of the Harvard Business School case study -- Sonoco Products Company (A): Building a World-Class HR Organization. This analysis outlines the challenges of Sonoco Products Company to revise its corporate strategy (i.e. products, structure, Human Resources, etc.) to remain competitive and continue its growth in the volatile, ever-changing global packaging industry. In 1995, Cindy Hartley, Senior VP, Human Resources, came to Sonoco and found the Human Resources (HR) function broken. She soon began working on a plan to rejuvenate HR and link HR processes to Sonoco’s business objectives. As Ms. Hartley was well on

There are several important reasons of human resource planning that business organisation carry out regardless their size and it is important for the continuity of any business organisation to plan. However, in many business owners may not include human resource planning at the beginning of their business but later realise the importance of human capital and no business can survive without having competitive human capital.