The Role Of Human Resources

By | July 7, 2023

The Role Of Human Resources – Every company, big or small, uses different types of funds to keep the business going. Income includes money, assets, or assets that are used to generate income for a business. For example, a retail store uses records and inventory, while a consulting company may have software or buildings. Regardless of business, all businesses have one thing in common: they need people to make their money for them. This is our goal throughout the text – to make money by using people’s skills and abilities.

Human resource management (HRM) is the process of hiring people, training them, paying them, developing policies related to them, and developing strategies to keep them. As a field, HRM has evolved over the past twenty years, giving it an important role in today’s organizations. In the past, HRM was responsible for processing payroll, sending employees birthday gifts, organizing business trips and making sure forms are filled out correctly – that is, management is more than just a critical role in the company’s success. Jack Welch, General Electric’s CEO and CEO, summed up HRM’s innovation: “Besides holidays and birthdays and signatures … et al., 2010).

The Role Of Human Resources

The Role Of Human Resources

It should be emphasized here, at the beginning of this text, that every manager has a role in human resources management. Just because we don’t have the title of HR manager doesn’t mean we don’t do all or some of the HR management tasks. For example, most of the controls are related to employee compensation, motivation and retention, making these areas not only a part of HR, but also a part of management. Therefore, this book is essential for anyone who wants to be an HR manager and for anyone running a business.

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Have you ever worked with an HR department at your job? How is the relationship? What is the company’s role in that particular organization?

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Keep in mind that many HR management tasks are performed by other business leaders, which makes this experience important, regardless of the career path you’ve taken. Most experts agree on seven main roles that human resource management plays in organizations. These parameters are described below.

You need people to do the work and get the job done in the organization. Even with the most sophisticated machines, humans are still needed. For this reason, one of the most important functions in HRM is personnel. Employees are involved in the entire process from submitting a job to negotiating a salary package. In the workforce, there are four main steps:

Every organization has policies to ensure fairness and consistency within the organization. One of the tasks of HRM is to develop the oral message about these policies. In policy development, HRM, management and supervisors are involved in the process. For example, the HR department may identify the need for a policy or policy change, seek feedback on the policy, draft the policy, and then communicate that policy to employees. It is important to note here that HR departments cannot act alone. Everything they do should involve other departments in the organization. Some examples of workplace policies include:

What Is Human Resources?

These topics are covered further in Chapter 6 ‘Remuneration and Benefits’, Chapter 7 ‘Retention and Motivation’, Chapter 8 ‘Training and Development’ and Chapter 9 ‘Employee Benefits Negotiation’.

HR professionals must determine that the salary is reasonable, appropriate to the company’s standards, and high enough to attract people to work for the company. Wages include everything an employee earns for his or her work. Additionally, HR professionals must ensure that the salary is comparable to the salary paid by others doing the same job. This includes creating compensation systems that take into account the number of years with the company, years of experience, education and the like. Examples of employee compensation are as follows:

Retention involves keeping and motivating employees to stay with the organization. Salary is the most important factor in employee retention, but there are other factors. 90% of employees leave a company for the following reasons:

The Role Of Human Resources

Despite this, 90% of managers believe that employees are leaving for pay (Rivenbark, 2010). As a result, managers often try to adjust their pay packages to keep people from leaving, when pay is not the reason they leave. Chapter 7 “Retention and Motivation” and Chapter 11 “Employee Evaluation” discuss strategies for retaining top employees based on these four factors.

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When it’s time to hire new employees, we want to make sure they’re not only trained to do the job, but continue to grow and develop new skills in their jobs. This results in increased productivity for the company. Training is an important factor in employee motivation. Employees who feel they are developing their skills enjoy their jobs, which translates into higher employee retention. Examples of training programs may include the following:

We will discuss each type of training in more detail in Chapter 8 “Training and Development”.

Human resources must be aware of all laws that apply to the workplace. An HR professional may work with one of the following laws:

The legal environment of HR management is constantly changing, so HR management should always be aware of the changes that are taking place and then communicate those changes to the entire management team. Before presenting a chapter on human resource management laws, we will address these laws in each relevant chapter.

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Security is important to all organizations. New laws are often created with the goal of establishing federal or state standards to ensure worker safety. Unions and union contracts can have an impact on worker safety requirements in the workplace. The HR manager is responsible for identifying employee safety requirements and ensuring that the workplace complies with federal and union standards. Employee safety issues can include the following:

We focus on these issues in chapter 12 “Working with trade unions” and chapter 13 “Safety and health at work”.

Caption: Knowledge of the law related to the protection of employees is a common practice of human resources. In some industries it is very important; in fact, it can mean life or death.

The Role Of Human Resources

In addition to these important responsibilities, good communication skills and good management skills are required for HR management and general management. We discuss these issues in Chapter 9 “Employee Access Discussion”.

The Role Of Human Resource Management And The Human Resource Professional In The New Economy

In addition to managing internal factors, the HR manager must consider the external forces at play that can affect the organization. External forces, or external factors, are those over which the organization has no direct control; however, they can have a positive or negative impact on HR. External factors may include the following:

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For example, the trend towards flexible working hours (allowing employees to set their own schedule) and telecommuting (allowing employees to work from home or anywhere away for a specific period of time, such as one day a week) are external factors. changed human values. HR needs to be aware of these external issues, so that policies can be developed to meet not only the needs of the company but also the needs of the individual. One example is the Patient Protection and Affordable Care Act, which was passed into law in 2010. The implementation of this bill has important implications for HR. For example, a company with more than fifty employees must provide health coverage or pay a penalty. Currently, it is estimated that 60% of employers offer health insurance to their employees (Cappelli, 2010). Because health insurance is mandatory, serious concerns and the use of health benefits as a strategic plan are major external issues. Any manager who acts without considering external forces may alienate employees, resulting in unmotivated and unhappy employees. Ignorance of external factors is a form of law-breaking, and the consequences are worrisome.

Understanding external factors is critical to a successful HR business. This allows him to make decisions based on changes in the external environment. To develop this knowledge, it is necessary to read various books.

One way managers can find out about outside influences is by attending forums and reading various articles online. For example, the Human Resource Management Society’s website, SHRM Online

Human Resource Management

, not only job posting examples in the field, but discuss current HR issues that can help managers make better decisions when it comes to personnel management. In Section 1.3 “Today’s HRM Challenges,” we dive into some new external challenges related to human resource management roles. In section 1.1.2 “The Role of HR Management”, we discuss some of the skills needed to succeed in HR management.

Most professionals agree that there are seven main tasks performed by HR professionals. All of these factors must be considered in context