The Five Roles Of Human Resource Management

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HUMAN RESOURCE MANAGEMENT
Most experts agree that managing involves five functions: planning, organizing, staffing, leading, and controlling. In total, these functions represent the management process. The function we are going to focus on is the staffing, personnel management, or human resource management (HRM) function. Human Resource Management consists of many different strategic functions, two of which will be discussed in this paper. With the help of case studies, this paper aims to research on the best ways to carry out the two selected functions in an organization. (Dessler, 2013)
HRM concentrates on recruiting, managing and directing the organizations workforce. HRM has more of a role to play in areas such as compensation, performance
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Traditionally they have been in charge of recruiting and firing according to the supervisors, controlled payroll and administered benefit plans. However in recent years, the importance of HRM is being recognized with an increasing number of organizations now focused on the strategic utilization of employees. Employers are confronted with new obstacles, like trying to obtain greater profits from organizations, due to trends like globalization, indebtedness and technology. HR managers today are expected to be able to address and overcome these challenges. (Anon., n.d.)
INTERNATIONAL HUMAN RESOURCE MANAGEMENT
IHRM can be defined as a set of activities aimed at managing organizational human resources at an international level to achieve competitive advantage over competitors at national and international level. It includes typical HRM functions, such as recruitment, selection, training and development, performance appraisal and dismissal, all at an international level, plus activities such as global skills management, expatriate management and so on.
Multinational companies are where IHRM has a role to play. There are 3 main types of employees that are managed; home country employees, host country employees and third country
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Less overhead is required for a single office than a decentralized network. Not only do most utilities have to be replicated at each location but a dispersed staff may duplicate functions as well. Moreover, problems can occur if some managers require oversight that they are not getting. Unsupervised, individuals may end up doing things that go against company policies or nothing at all. This can lead to inconsistency and inefficiency. While each scenario has pros and cons, with appropriate training, managers can still make sure that they uphold the company’s goals in whichever strategy they choose. (Jagg, n.d.)
TRAINING AND DEVELOPMENT
Training is referred to as the process of imparting specific skills. While designing the training program, it is important to keep the company’s strategic goals and objectives in mind. Whether or not it’s possible to ensure a complete sync, competencies are still chosen in a way which benefits both the employee and the organization.
Development on the other hand is not primarily skills oriented. It provides general knowledge and attitudes which are helpful to employers in higher positions. Development provides knowledge about business environment, management principles and techniques, human relations, specific industry analysis. Many employees are chosen specifically for programs to develop them for future positions. This is decided on the basis of existing attitude, skills and abilities,
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