The Five Roles Of Human Resource Management

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.

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.

Human Resource Management (HRM) are activities managers perform to plan for attracting, develop, and retain a productive workforce (Kinicki & Williams, 2016). The role of human resource management is to prepare, develop, and administer policies and program designed to make expeditious use of an organization human resources. Part of control which is concerned with the people at work and with their relationship within an enterprise. HRM have their hands full; they have to face employees daily with a complaint, write-ups and sadly terminating of the worker. All areas of HRM such as, staffing, orientation, training, development, pay wages benefits are all significant parts that are dealt with daily. Human resource management presents itself as

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).

With proper training, employees can gain an adequate knowledge concerning their field and attain more skills which will be beneficial not only for them but also for the success

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.

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).

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) is a strategic team/ member of staff that is placed in charge of people affecting an organisation this could be consumers or most importantly staff. This is an important area within a company that focus entirely on the people that interacts with companies according Beer et al, 1984 (as cited

Thirdly, training and development “involves identifying areas where skill development is needed, either in terms of specific skills or knowledge that a particular individual needs to master or organization-wide training needs. Training needs may be soft skills, like customer service, communication and leadership development, as well as technical skills such as computer skills and equipment operation capabilities. In some cases, HR professional is responsible for the employee development provide instruction themselves, while in others they bring in trainers, send employees out to classes or source online or computer-based training programs that can be used (White, n.d.)”. An example of training and development is succession training “where the company identifies an employee with managerial or executive skills and works with the employee to develop those skills. Creating a succession training program ensures that a company always have new managers being

The evolution of Human Resource Management has transitioned from a very simple administrative function to a very multifaceted strategic function that still includes administrative, operational, and strategic tasks in the organization. In the beginning of Human Resource Management, the roles of Human Resource personnel was mainly just to hire employees, deal with compensation, benefits, legal issues, and the firing of employees. Today, Human Resources Management has progressed into an imperative involvement in the success of all attributes of an eminent business establishment.

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

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

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).

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