Human Resources 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.

Today in the 21 century HR is the pipeline for every organization. However, when you think of HR you really done think about how import they are in an organization being able to reach their goals. In relation to Target, the HR department is continuously involved in helping the organization with their strategy and achieving goals. No as a Team Leader within Target I cannot emphasize enough how important the HR department is important. From helping with recruitment, employee retention, total rewards, performance management, while also taking into consideration employee law with ever decision or situation the HR department supports and give an organizations strategy the foundation for success.

The HR department ensures there is a sustained quality to relationships. They establish and communicate policies, practices and rules the organization expects both management and employees to follow. After establishing a job description, manager will work closely with HR team to review and learn of the recruiting process. Having the manager work closely with HR ensures that legal obligations and policies are followed throughout the hiring process. HR will also help assist with matching the job description to the salary required for the position.

The Society of Human Resource Management defines the function of human resources as “dealing with the management of people employed within the organization” (Society of Human Resource Management, 2014). At Lifetime Care, the Human Resources Department performs much like a business partner to the Agency and contributes to the bottom line. The Human Resources Department consists of talent acquisition, employee health, compensation and benefits, a manager, and a director. While the primary functions of human resources have not changed, and undertaking has begun. HR has new ways to maintain employee files and communicate are. Human Resources

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.

HR directors oversee the HR systems and practices in assigned facilities. They work closely with senior leadership to establish strategic HR goals and fulfill the organization’s mission. This may require them to counsel health care executives on sensitive HR issues within the framework of federal regulations and standard health care industry practices. An HR director in a health care organization consults with management regarding all HR operations, including benefits, recruitment and employee relations. They must ensure that new and existing employees receive adequate training. They oversee records maintenance related to subpoenas, regulatory inquiries, management requests and mandatory

The view of the job description differs depending on the groups and objectives needed to achieve set goal within the department or organization. Job description will describe the position’s responsibilities, duties as well as minimum qualifications and education. “Exactly how job descriptions are prepared and used is a complicated story that has it origins in the creation of civil service systems and merit system principles.” (Borrego, 2012) Elected and appointed officials may consider positions management a necessity in order to control the magnitude and direction of the organization’s staff when considering the quality of budget management and program evaluation, but most elected officials will only consider the job description and classification if they are considering ways to reduce the budget. Merit system reformers believe that they must consider analyzing, and classification of a position in order to achieve an effective and equity of a civil service system. They consider this as the stepping-stones for a responsive and professional public administration. Human Resource Specialists and position management positions think about recruiting, selection, pay equality and performance evaluation with considering a job description and classification. The job description and classification aids in recruiting so that must create a clear and accurate job description. This will help with the selection process by eliminating individuals that do not meet the minimum qualifications.

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 HR department and staff members are advocates for both the company and the people who work in the company and the HR Director will make sure this is being achieved. They will implement policies and programs for the whole company, be responsible for performance management and improvement systems, organisational planning and development, policy development and documentation, employee relations, compensation and benefits administration, employee safety, welfare and health. The HR Director will report to the Board of Directors.

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

Why do organizations need a Human Resources department? The need for Human Resources developed during the industrial ages since the factories were tasked with managing a large number of employees and maintaining their employees safety. During the 20th Century, the Human Resource function expanded to complying with social requirements and the productivity of its employees. At the end of the 20th Century, the Human Resource function focused more on developing their leaders due to the increase of technology and globalization, (“Brief History of Human Resources and HR Management”, n.d.). What exactly is Human Resources? Human Resources is the “process of assessing HR programs and services to determine effectiveness or efficiency,” (“SHRM HR Terms.,” n.d). So what is Human Resource Management? Human Resource Management is the “formal structure within an organization responsible for all decisions, strategies, factors, principles, operations, practices, functions, activities and methods related to the management of people,” (“SHRM HR Terms.,” n.d). The difference in the definitions demonstrates how the Human Resource position is constantly evolving from the managing of employees, to the managing of the productivity of its employees and now to developing management into stronger leaders. This paper examines relationship that exists between the Human Resource professional and a manager in the Farmer Insurance organization. The reader will have better

The HR department is also bestowed with the responsibility of planning future organisational goal in relation to people or clarifying these same goals to staff members. This function of the department ensures that people in the organisation have a general direction which they are working towards. Organisations that have a clear direction are always more effective; those members of staff will be more result oriented rather than just working for the sake of it. The Department is also responsible for setting day to day objectives necessary for streamlining activities within the organisation and thus ensuring that work is not just done haphazardly. (Hyde, 2004)

HRM has been gradually evolved as an essential department in any organisation that performs various duties other than general hiring and recruitment functions. The idealised role of HRM is to make strategies related to employee empowerment and those strategies should be linked with business strategy. This association between HRM policies and business strategy, results in improvement in business performance. Therefore, this phenomenon makes HRM an important factor in organisational decision making and performance. In contemporary practices the emphasis on HRM functions and role has increased in many countries including Australia and they are more focused towards formulating programs for employee empowerment. New and challenging roles for

Today’s human resource department requires more input and collaboration from the finance department than ever before. Smaller organizations may combine the two together instead of having two separate departments because both are strategic partners that help maximize an organization. This paper will describe the role of finance in the life of a human resource manager, important financial decisions that human resource managers make which rely on financial information and knowledge of financial tools, and how knowledge of finance within an organization can lead to better managerial decisions.

CJ Hotels need to assesses their HR department and fully understand the functions and requirements of HR within the current economic climate as well as the importance in relation to the labour market.