The Human Resources Management Course For Bethel University 's Management

In analyzing the concepts discussed in Human Resource Management, I have found an interesting mix of education and forethought into the role of a human resource manager. Many of the aspect of human resource management such as HR planning, recruitment and selection, as well as, human resources development and labor relations all play a significant role in the success of any organization. There are many benefits to the learning that has taken place in this course that has helped me better understand HRM and its roll that will shape not only my position in business now but for future

Bhagria, A. (2010). Roles and Functions of the Human Resource Department; Young HR Manager. Retrieved May 4, 2014, from

Byars, Lloyd L., and Leslie W. Rue. Human resource management. 10th ed. New York: McGraw-Hill Higher Education, 2010. Print.

Human Resource Management is defined as “the policies, practices, and systems that influence employees’ behavior, attitudes, and performance” (Noe 3). The responsibilities of the human resource department of any company can be characterized by three product lines, providing administrative services, being a business partner, and also being a strategic partner. When referring to handling administrative services and transactions, that means handling administrative tasks for a company by recruiting and hiring employees and answering any questions that they may have. Next is being a business partner, meaning that by having an effective HR system that keep track of everything at the company and looking for skills that the company may be in need for the future, and understanding what the business needs. And finally, being a strategic partner. Being a strategic partner entails contributing to the company’s goals and strategy by understanding what is needed in the HR department and provide a competitive advantage.

Human resources are a viable employee within any organization. HR specialist cover a range of responsibilities to include, implementation of policies, workplace safety, to managing payroll and benefits. Some HR management specialists may also be responsible for some if not all of the budgeting and planning aspects related to human resources within a company, negotiating employee health insurance and retirement benefits as well as compensation, training, and coordinating recruitment in a

Brimley and Garfield (2012) proclaim, the expanded role of human resources is the administration of personnel: the skill of leading and managing people. They also assert, human resource administrators typically focus on the following areas: recruitment, salaries, benefits, certification, and retirement. As a result, the human resource team are people experts (Brimley and Garfield, 2012). “Notwithstanding the importance of personnel duties, the role is broadened to include improving the ambiance of the profession,” claim Brimley and Garfield (2012, para. 1, p. 367). Brimley and Garfield also claim, a human

In any organization it is important for HR to touch all levels of the organization and to understand the organization’s environment. An organization who values their employees cannot afford having a human resources department that does not function in a strategic partner role. Human resources professionals, in organizations are equipped with the knowledge, skills and abilities to work with talented senior leaders in an organization. They have the ability to successfully partner with each department within an organization to understand the overall business. HR professional can assist in designing strategic plans to balance the needs of the organization, the employees and the stakeholders. HR can help align efforts of the various functions within the organization with the established goals. They can support the organization’s functions by recruiting, developing and retaining company team members who are crucial. HR should be the driver of the organization’s values. They must not only focus on internal tasks but must step outside the box and fully understand the organization as a whole, how it operates, the competition and what could influence the organization's progress. They must be able to handle change, perform environmental scanning, understand outsourcing and processes

These roles are not vital because other roles can be cross-trained to perform these tasks. Sales associates can be trained to both merchandise and serve as a cashier when needed. This cuts cost in more ways than one. We are able to eliminate the payroll of three positions, which makes up for a large amount of employees and expense. To cut the costs of a new store opening team, we can simply allow employees from other local stores to choose to help with new store openings in the area. Of these (16) employees at each of the 50 of the slower stores that are being downsized, none are able to stay, even if that means taking a pay cut. There is no specific experience needed for these jobs.

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

Though the traditional model for human resources focuses on administrative duties regarding personnel, including legal compliance, documentation and hiring/firing employees, the duties in the general HR category have expanded. Today, an increasing number of companies are utilizing specified forms of HR consultants, including HR business partner, coordinators and specialists. By understanding the job requirements

The role of Human Resources in organizations has grown immensely. The growth has increased the depth of the department and now includes vital areas such as employee engagement and development. The inclusion of these two areas maintains the scope of the department, which is to acquire, manage and develop talent.

The role of the human resources (HR) department can play a significant role in the success and achievements of an organization. The department, which has evolved from the

The Managing Human Resources class has been a great experience for me. My perception of HR has changed since we started the class. In the beginning of class, I thought all HR departments were the same as the only one I’ve ever experienced throughout my career; which happens to be with the Tennessee Wildlife Resources Agency (TWRA). I now understand HR can be much more and TWRA’s HR is not providing many of the services it could be. Unfortunately, TWRA’s HR is only delivering functional expertise, rather than strategic performance. I now understand there is a problem when HR departments are only providing functional expertise (Becker and Huselid 2009).

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 resources professionals also suggest strategies for increasing employee commitment to the organization. This begins with using the recruiting process or matching employees with the right positions according to their qualifications. Human resources management team helps a business develop a competitive advantage, which involves building the ability of the company so it can offer a unique set of goods or services to its customers.