The Human Resources (HR) department is invaluable to a company when examined in the full spectrum of their duties within the company. Just as important to a company is the human resource philosophy or management culture. The duties within the confines of HR are immense, and the word confines is applied loosely, due to the fact that HR's realm lies within every facet of a business, in fact, there are no particular "areas" in which HR does not (or should not), have at least some input. Throughout the critique and recommendations of the "Why We Hate HR" article, some of the focus will be on the roles and responsibilities of HR as well as the importance of a good HR management philosophy.
Article Critique
In the article, "Why We Hate HR" one
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64-96).
Organizational Behavior and Leadership
When looking at a company's organizational behavior towards HR, and what that behavior is, it is better to start at the top of the company, because all other levels mirror that of the top. On review of the HR article, there is an example that most executives do not consider HR as being an essential part of the team. HR is merely the department, which schedules all the company picnics and handles employee issues that management does not want to, or cannot address. The truth is that human resource is the central hub of any company. A well run human resource department can make a company and its employees successful, just as well as a poorly run human resource department can cause a company to fail by hiring bad employees, not handling legal issues, and being non-compliant to regulations set forth the by the government.
In an organization where the behavior towards HR is flippant and demeaning, a culture change needs to be made. In order to make a culture change, training of the management staff would be essential. By insuring, that all levels of management fully understand what HR does for a business will create a culture that supports this stance. This will be shown through examples of poorly run human resource departments versus well run HR
The HR department officials in most organizations perform as they should. In most cases, they also focus on achieving the right things. Human Resource departments focus organizing, controlling, and hiring employees in organizations. When organizations apply HR practices, the results are great client satisfaction, a good net margin, and reduced sickness absence (Richard and Johnson, 2001). Vermeeren et al. (2014) posit that there is a great relationship between performance and HRM. Most organizations use the human resource department to ensure that operations run smoothly.
The purpose of this reflective paper is to show my understanding along with what I have learned about HRM (human resources management) and the different way HRM impacts the success behind every business, along with the rules and regulations that go with it. Over the last five weeks I have learned quite a bit about HRM and will reflect on that throughout this paper. “Human resource management is the managing of human skills and talents to make sure they are used effectively and in alignment with an organizations goals.” (Youssef, 2012). I will be including the things I learned throughout the last five weeks in this
In an era of organizational flux due to competition and globalization, companies and employees are faced with constant change. Leaders must be able to adapt to change as the environment shifts. HR has been known as the organizational change agent, administrative expert, and employee advocate. More recently they have been regarded as business strategic partners for many organizations. In order to be successful and remain competitive in today’s market, Human Resources (HR) must be considered a strategic partner if an organization wants to flourish. Top executives today commit significant resources to ensure that their company’s functions are capable of rapid change and achieving their
Human Resource plays a key role in designing the performance management framework. Human Resource role is manifold and each of these roles well played can be highly beneficial to the organization. However, as it is now, the people in the department do not seem up to par. In the article, "Why We Hate HR," written by Keith H. Hammond, the author portrayed a negative stance on the department. He listed four reasons describing what is wrong with the Human Resource people. Based on those four main criticisms, three individual interviews were conducted to see either Hammond’s point of view is agreeable or not. The interviewees also have given their personal experiences and opinions when comparing their
The role of a Human Resource department is ever changing in today’s volatile business environment. Over the years HR have become strong strategic partners within an organization by providing functions such as recruitment,
The role of a Human Resource department is ever changing in today’s volatile business environment. Over the years HR have become strong strategic partners within an
Armstrong, M. 2003, A Handbook of Human Resources Management Practice, 9th Edition, London, Kogan Page
Further to the recent organisation re-structure forecasting the closure of the HR department, the following report has been created to highlight the importance of the HR activities and the support it offers within the organisation.
Strategy is defined as: a way of doing something, or a game plan or plan of action. As a HR manager you must possess the ability to look at things from a strategic approach (Anthony, Kacmar, & Perrewe', 2010). Over the years the whole approach to HR has changed drastically and continues to change. This approach requires an employer to see human beings as a resource to the organization. The development of people is now the most important asset of improving the performance of an organization; this is accomplished through improving designs and methods of Human Resource Management.
HR Function has evolved from a traditional people management foyer to a value added consulting service provider that accelerates improvement and development in all facets of operations. In order to fully capsize functionality of HR in organizational structure, HR capabilities should be aligned with organizational strategies designed to achieve set targets. This requires introducing meticulous changes in current HR Policies and revamping the structure and procedures to reinstate the roles and responsibilities of HR function to emerge from being compliance and administrative focussed to a decisive role that fosters partnership with Management team/Executive council. Once HR Policies are established it will be critical to measure, monitor
Most organizations view human resources departments as less valuable than other departments because it’s not a revenue- generating department. However, it is quite the opposite because HR brings the organization its most valuable assets, which are its people.
C. Leatherbarrow & J. Fletcher, 2014, Introduction to Human Resource Management, guide to HR in practice, 3rd edition, London, CIPD
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
Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes to “establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent with but also support the achievement of business goals.” (Massey, 1994, p. 27)
The field of human resources (HR) plays a critical role in the performance and success of organizations. As organizations have become increasingly more complex, the effective management of HR has become even more important. The traditional perception of HR as only an administrative office is no longer valid. Instead, contemporary HR is directly involved with the internal organizational structure, business operations, and variety of functions carried out by employees on a daily basis (Reed & Bogardus, 2012). HR functions impact the organization’s strategic planning, improvement processes, and goal achievement. Six core bodies of knowledge provide the foundation for all of these HR functions. These areas are: strategic