The Five Roles Of Human Resource Management

One would feel that true progress could not be made without conflict because without conflict, you have no change. Progress means a movement toward a goal or to a further or higher stage (http://www.dictionary.com/browse/progress?s=t ). If you do not have conflict, then what will motivate you and/or the reader? Conflict is a big component to everyday life because conflict is what makes progress. Conflict means to come into collision or disagreement (http://www.dictionary.com/browse/conflict?s=t ). These questions arose when talking about can true progress be made without conflict: Did conflict help both sides progress? Was conflict an important role in the resolution? (Pearson 2). No matter how big or small the conflict is, no one can go through life or make progress without conflict.

build human capital it must develop strategies for locating the best talent, enhancing skills, training programs, and professional development. Human Capital is vital to an organization as it is an investment towards stronger performance and better financial results. Additionally, organizations even attempt to practice globalization with HRM strategies; which is known as international human resource management (IHRM). IHRM is to coordinate and manage diverse people on a global scale. However, every strategy would not work for every organization; especially for internal organizations.

Today, the human resource has developed more than those functions. HRM needs to launch and maintain cordial relations between management and the employees (Bhatt, 2014, para.1). It needs to design a system that not only protects employees’ benefits but also preserve their legal rights. Also, it needs to help workers in managing their career plans by providing them proper and accurate training and guidance (Bhatt, 2014, Objectives of HRM section, para.1). It needs to construct and endorse ground-breaking cultures and beliefs that help in the growth and success of the

In recent years due to the factors like globalization and removal of trade restrictions have created fierce competition in the domestic market for the well-established domestic firms. So, this competition has encouraged many domestic producers to enter into the international business through exporting their product to the different parts of the world or licensing or joint ventures to gain higher profit. By following the paths of international business may encounter the new challenges that are coming along with international human resource management. International human resource management is the set of distinct activities, functions and processes developed by MNC’s, to attract, develop and maintain their human resources. (Taylor et al, 1996) The IHRM mainly deals with six core activities. They are recruitment and selection, training, career development, compensation, performance management and employee relation management.

By allocating a team to hire employees it makes the role of HRM much easier and efficient. This allows them to address the policies implemented much effectively. Human Resource Management covers four main areas; employee influence, work systems, human resource flow and reward management. Different roles of the HRM allows to manage the organisation thus fulfilling the assigned areas. One key role of HRM is the executive role, where the managers are viewed as specialists that encompass Human resources or people management. The audit role are concerned with the company’s HR policy thus checks the organisation to ensure all HR policies such as health & safety, staff appraisals are being implemented. The Management Information System in Harrods undertakes the facilitator role of the HRM, which helps or facilitate other departments to achieve the organisational strategy through the HR policies implemented. This in turn allows Harrods to maintain its identity as a Top Employer. Similarly the People Support team could be classed with the consultancy and service roles, allowing the department to act as internal consultants offering expertise, advice and assistance to line managers and other staff in order to achieve the organisational objective. (Brockbank, 2008). This ensures that the HRM values the importance of discretion, compliance and unwavering support.

General speaking, Human Resource Management plays an essential role for an enterprise, especially for a multinational enterprise. What is Human Resource Management? Noe et al. (2006: 5) defined HRM that “HRM refers to the policies, practices and systems that influence employee behavior, attitudes and performance in order to support business goals and objectives” while Dowling

In recent years due to the factors like globalization and removal of trade restrictions have created fierce competition in domestic market for the well-established domestic firms. So, this competition has encouraged many domestic producers to enter into the international business through exporting their product to the different parts of the world or licensing or joint ventures to gain higher profit. By following the paths of international business may encounter the new challenges that are associated with international human resource management. International human resource management is the set of distinct activities, functions and processes which are used by MNC’s to attract, develop and maintain their human resources. (Taylor et al, 1996) The IHRM mainly deals with six core activities. They are recruitment and selection, training, career development, compensation, performance management and employee relation management.

International Human Resource Management (IHRM) is the management of Human Resource in business operations in at least two nations and IHRM issues are the HRM issues and problems arising from the internationalization of business, and the HRM strategies, policies and practices which firms pursue in response to the internationalization process (Rajan, 2013).

HRM is a key issue to be inclined by regulatory framework; an important influence the HR department when company embarks on an international operation for business performances. HRM has been defined to be a function that helps organisations to achieve their goals hiring and obtaining performing workers ((Philpott, 2010).

Human resource management (HRM, or simply HR) is the management of an organization's workforce, or human resources. It is responsible for the attraction, selection, training, assessment, and rewarding of employees, while also overseeing organizational leadership and culture, and ensuring compliance with employment and labor laws. In circumstances where employees desire and are legally authorized to hold a collective bargaining agreement, HR will also serve as the company's primary liaison with the employees' representatives (usually a labor union).

HR has taken on many different roles and strategies throughout its history. They have grown from trying to improve economic efficiency in manufacturing jobs to making a case for strategic workforce management. The need to align HR with the business has become more vital than ever. Financial markets exert persistent pressure for growth, especially in evolving markets. Customers demand more and superior service at lower cost. And cost-efficiency, resource preservation and governing compliance have become issues for almost every business (Mundy, 2012). This is why understanding the basic roles of HR can help as well as understanding where they need to be to grow. HR positions generally fall into one of two categories: generalist and

“Human Resource Management (HRM) is the function within an organization that focuses on the recruitment of, management of, and providing direction for the people who work in an organization (Heathfield, 2016)”. While the HR professional is responsible for the organization development that generates the culture of the organization by ensuring that the key functional areas are met. The five functions chosen that works coherently with each other are as follows: analysis and

According to (Armstrong & Taylor, 2017) HRM can be explained as a strategic, unified and comprehensible passage to the hiring, developing and comfort of employees in organisations. Thus, HRM essentially focuses on corresponding Human Resources (HR) with fundamental and functional requirements of the company to

Armstrong (2009) defines Human Resource Management (HRM) as a strategic, integrated and coherent approach to the employment, development and well-being of the people working in organizations. Similarly, Legge (1989) defines Human resource management as a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an integrated array of cultural, structural and personnel techniques.

Part 1 Human resource management has several areas in common between organizations; they deal with the legal activities of the client, ensure that job descriptions are accurate, interview, train, manage EEO and Affirmative action, and ensure compliance to a wide spectrum of regulations. Recruitment and training have been part of HRM for decades, and overall considerably between clients. HRM usually does the advertising, screening, and initial testing; then once hired, basic training and orientation to the company. These issues are tactical, but strategic in that HRM is now tasked with planning and projecting employees, helping to retain talent, and recruiting more aggressively and robustly rather than simply advertising for a job. Strategic HRM takes on an even more common role becoming involved in job forecasting and strategic planning, executive searching, and linking within the business process cycle to help measure and ensure quality (Armstrong, 2008).