The Roles of Human Research Managers

The roles of Human Resources (HR) professionals are changing. HR managers were previously viewed as the patrolling unit of executive management. Yaduvanshi (n.d.) says that “their role was associated with personnel and administration functions that organization viewed as paperwork. In this role, the HR professional served executive agendas well, but was frequently viewed as a road-block by the rest of the organization. While some need for this role occasionally remains, much of the HR role is transforming itself.”

Human Resources (HR) managers today are faced with many different issues than those in the past. While human resources managers are still responsible for the interviewing, hiring, training and orientation of new employees, this position has developed into much more than the initial hiring of the employee. They are also responsible for keeping employees and other managers up-to-date and aware of the diversity issues, and strategically implementing programs that align with the goals of the organization.

The human resources (HR) department is responsible for managing the staffing of an organisation. These responsibilities including hiring new staff (recruitment), providing staff training, carrying out staff appraisal and any other issues

The function of the Human Resources departments is generally administrative and common to all organizations. Organizations have formalized processes the selection, evaluation and billing. An efficient and effective management of "Human Capital" progressed to a more urgent and complex process. The HR function consists of tracking existing employee data capabilities personal history, skills traditionally includes, services and content. To reduce the manual workload of these administrative

Human resources is the department which deals with certain aspects of a business or organization including, but not limited to, hiring, administration, and training of personnel. Therefore, this department is choosing the future of a firm, and their decisions can either make or break a firm. It should fall under their responsibilities to be the motivators and promotors of a comfortable and successful work environment. If we better our human resources platform in such a way that benefits our workers, we will experience increased production, and more importantly we will yield greater profits.

Human Resource Management (HRM) has evolved from many terms and functions in the last century such as finance, accounting, marketing; the personnel were responsible for hiring and firing, compensation, payroll, and benefits. HRM was known to handle routine employment obligations. Previously, the administrative human resource focused primary on clerical administration aspect of a business such as processing information, recordkeeping which included essential legal paperwork and policy implementation. (Mathis, Jackson, and Valentine, 2014, p. 15). Human resource administered performance appraisal of employees’ past performance to determine pay and promotion. Other functions of human resource were to persuade employees of the organization’s interest as well as to persuade management of employees’ interest and obligations.

Historically Human Resources were strictly a personnel department responsible for recruitment and retention of the workforce. In the business world today the Human Resources professional is a business partner with the organization. HR works with all members of the management team in creating the organization’s business strategy, aligning the business plan with the strategic plan as well as building/acquiring talent, succession planning, and professional development.

The HR Function can and increasingly is making significant contributions to building an organization that is staffed by the right human capital to carry out the work of the firm and enable the accomplishment of business strategy. By doing this every end of the corporation will benefit from it, and be able to grow in the business world. (Johnson, 2015)

The field of Human Resource Management is necessary for most businesses to grow and succeed into larger and successful companies. HR can be defined as the part of the company that focuses on the people rather than the business itself. HR does improve the business, but the key focus is on the people. Responsibilities that HR usually holds includes finding new employees, hiring new employees, teaching the new employees the culture of the company and their role in the company, as well as taking care of former employees. The way that Human Resource departments accomplish all these tasks is going to change in 2016 because of the introduction of new technology.

Hiring the right person whose values, principles and goals that fit with the culture of the organisation with necessary training will go a long way toward ensuring employee loyalty and retention. Success in selection has always been the highlight of high performance HRM models whereas the cost of flawed decisions can be considerable to both the employer and employee. Knowledge about jobs and their requirements must be collected through a process known as job analysis (Werther et al., 2003, pg 119) in which information about jobs is systematically collected, evaluated and organised by the HRD. Pfeffer and Veiga (1999) highlighted the modus operandi in effective hiring and selection. Such selections usually deal with a large number of applicants and the selection process focus on the attributes and critical skill not only for the job but for the future of the organisation as well. Firm should also focus on using suitable hiring techniques that seeks out outstanding candidates who are not only possess technical expertise, but also highly committed and trainable.

Although Human Resource Management did begin as a administrative job, advancements in technology has increased a business’s resources to the point of needing this department to take on a more strategic role. The HR Department is or all intend and purposes the center point for the employees needs ranging from - payroll, benefits, vacation, as well as staying up to date with the legal matters. The roles the HR department have always been aimed at meeting the needs of the employee, with a strategic approach, the HR department will be continue to be aimed at meeting the needs of employees, as well ensuring the employees can meet the needs of the company as well.

‘Human resource management is the strategic and coherent approach to the management of an organization’s most valued assets- the people working there who individually and collectively contribute to the achievement of the objectives of the business’ (Wikipedia, nd). Human resource management is responsible for how people are treated in organizations. It is responsible for bringing people into the organization, helping them perform their work, compensating them for their labors, and solving problems that arise (Cherrington, 1995, p. 5). With the introduction of Information Systems, human resource management has gone beyond the traditional personnel management functions and developed Human Resource Information System (O’

Human Resource Management (HRM) has evolved from many terms and functions in the last century, such as finance, accounting, marketing; the personnel were responsible for hiring and firing, compensation, payroll, and benefits. HRM was known to handle routine employment obligations. Previously, the administrative human resource focused primary on clerical administration aspect of a business such as processing information, recordkeeping which included essential legal paperwork and policy implementation. (Mathis, Jackson, and Valentine, 2014). Human resource administered performance appraisal of employees’ past performance to determine pay and promotion. Other functions of human resource were to persuade employees of the organization’s interest as well as to persuade management of employees’ interest and obligations.

This review will examine the problems that HR managers go through as they source for the best talent and skills in the market to enable them push the company to higher heights. Literature on the same is abundant, and HR managers have themselves to blame if they do not take advantage of the available information to better their resources.

The management has to recognize the important role of Human Resource Department in order to successfully steer organizations towards profitability. It is necessary for the management to invest considerable time and amount, to learn the changing scenario of the HR department in the 21st century. In order to survive the competition and be in the race, HR department should consciously update itself with the transformation in HR and be aware of the HR issues cropping up. With high attrition rates, poaching strategies of competitors, there is a huge shortage of skilled employees and hence, a company 's HR activities play a vital role in combating this crisis.