Ideal Human Resources Department Essay

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,

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.

At its most basic, corporate culture is the personality of an organization or simply how things are done around there. However, in a broader sense it refers to 'the moral, social and behavioral norms of an organization based on the beliefs, attitudes and priorities of its members.' It determines how employees think, act and feel. Every organization has a different concept about the kind of culture that it should have, therefore cultures across organizations may differ despite of having certain common elements1. However common to all organizations is the essential need of fostering a sense of family so that employees do not feel that their work is isolated from other parts of their lives. In fact the culture of an organization should be

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 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.”

To survive over challenges and be able to gain profit, the successful organizations are one who is able to respond quickly to the changing environment which means turning strategy into action, managing the processes efficiently as well as maximizing employee commitment and contribution. The need of developing those above capabilities force top management look back at the important of HR.

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

Corporate culture is an element of organizational design that is very difficult to define. Culture is described as the “unwritten, feeling part of the organization” (Daft, 2016, p. 386) and can be formal, informal and intangible. Daft explains that “the visible elements of culture…reflect deeper values in the minds of organization members” (2016, p. 387). The deeper values that Daft is referring to are the essence of culture and are therefore difficult to qualify and quantify. Large or global companies additionally and frequently develop subcultures, and this further complicates an outsider’s perspective and ability to discern a culture accurately (Daft, 2016).

An organization’s culture governs day to day behavior. This type of power may be seen as a control mechanism, which businesses use to manipulate internal and external perception. Every organization has a set of assumed understandings that must be adopted and implemented by new employees in order for them to be accepted. Conformity to the culture becomes the primary basis for reward by the organization. “The role of culture in influencing employee behavior appears to be increasingly important in today’s workplace, as organizations have widened spans of control, flattened structures, introduced teams, reduced

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)

Corporate Culture is widely used in many organisations and has a variety of definitions. It has been defined by Koozes, Caldwell & Posner cited by Moorhead/Griffin, (1989:494) as:

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 is a function which is essential in every organization, but also one which is most criticised. The debate whether HR is for the benefit of the employees or the organization has been one of the most contentious issues in management. The fact is that, the purpose of HR function is to enable the organization to achieve its strategic goals by providing it with the best possible talent. Therefore, before evaluating whether HR is on the side of employee or management, one must understand that HR is part of the organization and exists for the benefit of the organization. However, this does not necessarily mean that HR has to be against the interest of employees.

It is without question that there are many vital theories within human resources that help human resource personnel to manage and direct the efficiency, productivity, and utility of their respective workforces. As such, the field of human resources is diverse and necessarily covers a very large range of key issues. However, the fact of the matter is the human resources department operates as a means of fulfilling two distinct roles. The first of these roles is obviously the need to provide the workforce of the entity/firm/organization in question with an internal advocate that they may utilize as a means of making the most of the work environment. Secondly, human

In the world of business, human resources play a huge role in organizations that impact the company’s employees and the employers. The contents of the department are to do job analysis and design, HR planning, legal requirements and manage diversity, recruitment, selection, orientation, training, and development, performance management, compensation, employee benefits and services, health and safety at the workplace, etc. Are all important factors when managing human resources which is why Human Resources is important, and why I do not agree with Keith H. Hammonds point of view on “Why we hate HR”. There a few points that he discussed that I do agree with for, example “Is the business effective and successful?” “Who does the company’s vice president of human resources report to?” and “Point of view about the future and how organizations are going to change.” Are just a few examples but overall I do not agree with why 1“HR people aren’t the sharpest tacks in the box”, 2“HR pursues efficiency in lieu of value”, 3“HR isn’t working for you”, and 4“The corner office doesn’t get HR (and vice versa)”. There are so many responsibilities that human resources do to ensure the company’s best interests in the organization and with its employees. To conduct that operations are running smoothly and effectively. For all these reasons, this is why I disagree with Keith H. Hammonds.