Human Resources Is Not Only The Place

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.

External sources can also be beneficial if the company is looking for a fresh start or someone with some new ideas. External recruiting can help to diversify an organization while bringing in needed competencies. Hiring externally can be done through various ways such as Internet job boards, and staffing agencies. External hiring might be more costly but may provide more outstanding candidates. Whichever the organization decide internal or external, the position needed to be filled will determine the order of the search. Once you have started recruiting it is time to view your potential qualified candidates.

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)

External - Candidates are sought from outside of the organization (not current employees) through methods such as want ads, head hunters (recruiters), job fairs, on-campus recruiting, etc... Advantage - allows firms to acquire new perspectives, expertise, and capabilities that they do not currently possess.

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 human-resources department is responsible for performing HR management. This includes overseeing numerous aspects of employment, such as compliance with labor laws, employee benefits, recruitment and retention just to name a few. According to APHSA (2016), there are four primary functions for which HR is responsible: Executing HR Administrative Functions; Developing Talent; Influencing Culture; and Influencing Direction. By executing HR admin functions the department; builds trust with administration, engages leadership in the development of jobs, recruits, hires, and assist with onboarding new employees. HR develops talent by creating employee development and training opportunities for increased performance as an organization. In utilizing this skill, it can create opportunities for leadership and promotions.

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 training Maersk traditionally provided to its trainees was extensive, and included formal courses and on the job training, including rotational programs that allowed employees to move across geographies and business units. (Groysberg, 2013) This kind of training was very costly, but was considered a solid investment because, employees would stay with Maersk throughout their careers. Currently Maersk

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.

Most organizations view human resources departments as less valuable than other departments because it’s not a revenue- generating department. However, it is quite the opposite because HR brings the organization its most valuable assets, which are its people.

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

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

Human Resource Management (HR). This is the management of a business’s workforce or people. It is responsible for several things including the selection, training and assessment of employees, making sure that employment and labour laws are complied with and ensuring the leadership of the company overseen properly. In smaller companies the HR department may just be a few trained staff, but in larger organizations there will be a whole department focussed on HR.