The Field Of Human Resource Management

In an era of organizational flux due to competition and globalization, companies and employees are faced with constant change. Leaders must be able to adapt to change as the environment shifts. HR has been known as the organizational change agent, administrative expert, and employee advocate. More recently they have been regarded as business strategic partners for many organizations. In order to be successful and remain competitive in today’s market, Human Resources (HR) must be considered a strategic partner if an organization wants to flourish. Top executives today commit significant resources to ensure that their company’s functions are capable of rapid change and achieving their

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,

Human Resource professionals can send out mass emails to current staff regarding changes in policies, insurance plans, and internal job opportunities. Without technology in general, communication in the business world would still be pretty much manual. Human Resource professionals can also send emails to those who are not employed with the company, or current applicants. The emails can contain information regarding documents needed in order to further the hiring process or information regarding setting up an interview. Speaking of interview, Human Resource professionals or upper level managers can hold interviews via a webcam. This gives the hiring company an advantage because, simply clicking a button, numerous candidates can submit their recorded video responses and the recruiting staff can easily access the responses. This reduces the time HR or recruiters need to invest in conducting the interview (Morgan, 2016). Video interviews are also beneficial to applicants who are working and cannot take time off to attend a physical interview. The applicant can record the video at any time (usually 24 to 48 hours from the time the email was sent).

Technology is evolving more and more every day, making it nearly impossible to be employed without at least some knowledge of technology such as cell phones, computers, and the internet. As a result of the consistent increase in technology, human resource management (HRM) is evolving into a technology based function in many organizations. Several HRM services have been made available through the use of technology, changing the face of HR from a person to a portal. The practice of human resource management has drastically changed as companies provide universal access to HR services through technology and web based applications. The term E-HR refers to the use of web-based technology for human resource service delivery (Johnson, 2011).

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

There are two purposes that HR technology serves in an organization. The first is to improve the efficiency of employee data and HR activities collection. At Xerox, the use of HR technology has been instrumental in making HR services more accessible to their workforce. The second purpose of HR technology is to capture a greater degree of informational data that enables HR planning and managerial decision making. Again, Xerox made use of this aspect by supplying intranet employee surveys and tracking employee views on the company and HR. The

To work in the Human Resource management field you must maintain and improve the company by planning, implementing, and evaluating employee relations and human resource policies, programs, and practices. It is a challenging and yet rewarding field to work in. However, just like every business field, people who work in the human resource department face many challenges when it comes to discrimination.

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)

Just as many other aspects of life, human resources is a field that will continue to evolve with the current trends and demands of society. Human resources professionals not only need to be kept abreast of the changing laws and regulations, but also keep up with current trends that effect the workforce and business as a whole. An HR professional is a strategic partner that will work hand in hand with the executives and company management in order to organize and

HR will have to evolve from an administrative role to a strategic partner, to ultimately be able to add value to an organization. HR’s ability to communicate more effectively due to technology will help it become a better business partner. In today’s tumultuous economic environment, talent acquisition has become a concern for many companies. HR must have the capacity to implement practices that can move quickly and manage talent. HR effectiveness can be measured by the positive impact it has on the company’s performance. HR can align the organization’s function, system, and employee behaviors with

Drivers for change: •Dissatisfaction in many organisations with HR’s contribution to the restructurings and mergers in the early 2000’s. •Increasing disillusion with HR’s contribution beyond following the latest management fad. This disillusion has led to calls to reduce the cost of HR and to see harder measures of outcomes, whilst increasing HR’s flexibility and business focus. •The move in many businesses to outsource non core activities including HR whilst providing a stronger business contribution by enhancing HR’s contribution to strategic business initiatives. •The change in organisational models themselves that are trying to balance the need for centrally driven efficiencies with locally driven responsiveness. This highlights the challenge of providing strong functional expertise with the need to align with different business needs. •A shift in the role of HR from being employee focused to an organisational and management focus. •The adoption of ERP systems accelerated by legacy fears in the run-up to Y2K and the use of these systems to improve and systematise administrative and HR processes so they become more efficient and consistent whilst linking seamlessly to the front office. As one commentator said: “The human resources function within companies today needs to look at itself much more as a business, because that is how executives are looking at it and

My desired career is that of a human resource generalist. The field of a human resource generalist is responsible for the recruitment, new employee orientation, on-boarding and off-boarding, and prepares and maintain employee handbook of the organization’s workforce. To obtain a position as a human resource generalist, employers look for someone with a bachelor’s degree in human resource management depending on the amount of experience, this would get you an entry level position. But to become a top candidate for a human resource position, employers look for someone with a master’s degree. The field of human resources can be broken down into many categories, for example, HR managers, sr. managers, and directors of human resources. Job growth for HR generalist is expected to grow by 9 percent from 2014 to 2024, making it a fast growing occupation, reports the U.S. Bureau of Labor Statics with the median annual salary of $104,440 for an HR manager. The reason why I chose this career is that I am very passionate about working with people in a way they can help themselves. It 's important to find the employees who are the right fit for the job and who can help improve the success of an organization.

Industry examiner Brian Sommer, the founder of TechVentive, profess an alter to miniature HR departments will be generated by new technologies and heightened employee contribution in HR processes. As he claims, “Many businesses are going to get a lot of capability done by better technology, more self-service and the employee doing a lot on their own. ( Osterhaus, 2013).” For example, employees will increasingly offer their own intelligence into self-service systems.

In today’s rapidly changing business world, the need has arisen to harness the resources to its optimum use in order to gain success in the business arena. Technology plays a vital role as this applies to the most valuable resource of Human resource too. Technology has greatly influenced the transformation from traditional and personal management to a more strategic human resource management approach.

Human Resources are what make and shape an organization. In today’s world, employees are entitled to many rights and benefits that did not exist in years past. Having an established HR department within your company no matter the size is vital to the long-term success of your organization. In larger companies HR is a common