Human Resource Management Roles

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.

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,

Hernandez, S. Robert, and Stephen J. Connor. Strategic human resources management in health services organizations. 3rd ed. Clifton Park, NY: Delmar Cengage Learning, 2010. Print.

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

The primary function of human resources management is to increase the effectiveness and the contribution of employees, which are in alignment with the organizations goals and objectives. With in human resources management, there are many components or pieces of the puzzle that allow human resources management to exist. Such pieces of the puzzle include, equal employment opportunity, affirmative action, human resources planning, recruitment, selection, development, compensation, benefits, safety, health and benefits. Each of which will be discussed. In human resource management,

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 resources departments (HR Departments) are important and vital assets in a health care organization because HR Departments understand what health care is from a payers, physicians, consumers, regulators, and employees perspective. HR Departments provide strategic planning and functional support to an organization. HR Departments need to work with individuals in the organization to ensure the organization is successful and make sure every employee understands his or her duties (Gomez-Mejia, L., Balkin, D., and Cardy, R., 2010).

The human resource department has insufficient system and practices to fulfill the objectives of the organization successfully. With a devalued sense of equity and expectancy of the HR and employee relations, any attempt of a flourishing organizational alignment is dismal. A human resource department is vital to the success of the management of people within an organization. The leadership team should realize this and utilize the strength that lies within the HR structure to its own advantage.

Human resources professional facilitate training and other developmental opportunities for employee engagement. As a strategic partner in the organization, these practices lead to higher levels of job satisfaction and commitment. Training also increases employee job performance and productivity levels which leads to higher profitability and sustainability for the organization. Employees communicate with human resources professional about concerns such as interactions with management, colleagues or vendors. If the employee feels these interactions are against policy, or unethical, human resources professional serves as a confidant to employee to report these issues. Human resources professional should work with executive leadership of the organization to create the organizational culture and must tailor human resources practices to the needs of the organization (Pereira & Gomes, 2012). Human resources is responsible for creating training, performance management metrics and recommending policies that assist the organization with meeting its

F. & McConnell, C. R., (n.d.). Human Resource Management in Health Care. Retrieved from https://www.betheluniversityonline.net

The importance of human resources to the delivery of healthcare has kept growing over time and HR has become intrinsically important to the delivery of efficient and effective health care. At this point the organizations which have managed their human capital successfully and effectively have been able to serve their patients effectively(Kabene et al, 2006). In a scenario where the health care sector is faced with major human resource related issues the HR has a major opportunity to become a

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

Human Resource management has a high impact on the overall organization being managed. HR management makes certain that human talent is used successfully and resourcefully to accomplish organizational goals. As an organization core competency, human resources has distinctive competencies that generates high value and sets apart an organization from competitors in areas such as productivity, quality and service, employee skills, and innovative changes. HR management activities can be grouped into categories which include strategic HR management; equal employment opportunity; staffing and talent management; compensation and benefits; and employee and industry relations. This paper will

Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes to “establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent with but also support the achievement of business goals.” (Massey, 1994, p. 27)

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