...Human Resource Management Roles Adryenne Valenzuela April 30, 2012 HCS/341 University of Phoenix Human Resource management (HRM) is an organization’s team focusing on recruiting, managing, and directing employees. In this paper, I will discuss the human resource management’s role in the health care industry along with the functional roles of the human resource department. HealthcareAdminstration.com, 2011 states that, “Human Resources Management (HRM) plays a vital role in the health care workplace in ensuring the delivery of health care services and facilitating optimal patient outcomes.” In the health care industry, the human resource department is there to fill the needs that the employers and employees encounter. The main role of a human resource manager is to manage all aspects of operations that are personnel related (HealthcareAdministration.com, 2011). Some examples of what a human resource manager in health care is responsible for include, hiring, physician and nurse recruitment, employee orientation, counseling, claims handling, staff morale/ retention, etc. (HealthcareAdministration.com, 2011). The functional role of a human resource department is to manage and assist the human element of the company (Stringer, K 2012). According to Gómez-Mejia, Balkin, & Cardy, 2010, “the role of a company’s human resource department is to support, not to supplant, manager’s HR responsibilities.” The human resource department is there to help the company meet its...
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...Roles and functions of Human resource department Introduction The Human Resource Department deals with management of people within the organisation. There are a number of responsibilities that come with this title. First of all, the Department is responsible for hiring members of staff; this will involve attracting employees, keeping them in their positions and ensuring that they perform to expectation. Besides, the Human Resource Department also clarifies and sets day to day goals for the organisation. It is responsible for organisation of people in the entire Company and plans for future ventures and objectives involving people in the Company. (Handy, 1999) Research has shown that the human aspect of resources within an organisation contributes approximately eighty percent of the organisation’s value. This implies that if people are not managed properly, the organisation faces a serious chance of falling apart. The Human Resource Department’s main objective is to bring out the best in their employees and thus contribute to the success of the Company. These roles come with certain positive and negative aspects. However, the negative aspects can be minimised by improvements to their roles and functions. These issues shall be examined in detail in the subsequent sections of the essay with reference to case examples of businesses in current operation. Positive aspects of Roles and Functions of the Human Resource Department Recruitment of Employees This is one of the...
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...Role Function in Human Resources Department The human resources department main objective is to bring out the best in his employees and contributing to the success of the company. The department is responsible for hiring members of the staff and keeping them in the position once it has been filled. Individual management entails helping employees identify his strength and weaknesses, correct their shortcoming, and make their best contribution to the enterprise One of the roles of the human resources department is recruitment. Recruitment will allow the company to find the right person who will fit in with the company. The company can conduct education and psychological measurements. By making sure the applicant has the right attitude and has what the company is looking for will be a big benefit (Bhagria, 2010). Keeping the employees motivated is something that human resources will want to do for them. Offering incentives to those that exceed expectation is a good thing for the company. This will allow persons who are following behind to want to improve as to reach the goal to receive the incentives as well. Human resources department has been taken for granted for a long time. Many people are unaware for all the human resources (HR) can offer. Today human resources department are looking to be proactive by looking ahead and seeing what it will take to get the company to the next level. In the past human resources department only responded to problems as they came up (Luis...
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...the social and human dimension will appear and grow gradually in the organisation. Human Resource Management, also known as HRM, is the function we can find within the organisation that focuses on recruitment, management, and provide direction for the employees. Humans and the potential they process are really important, they drive an organisation. Without them, everything is falling apart. Human Resource Management works to ensure that employees are able to meet the organisation’s goals. “Human Resource Management is responsible for how people are treated in the organisation. It is responsible for bringing people into the organisation, helping them perform their work, compensating them for their labours, and solving problems that rise” (Cherrington, 1995, p5). Human Resource Management deals with ensuring that the employees display the highest level of efficiency and effectiveness in the performance of the organisational functions through providing the basic conditions of work to the employees to ensure achievements of the highest levels. It is difficult to define de HRM. Some people think that it is just a modern term for the personnel management, or that it’s a generic term for all management activities. They also can think that now the HRM is more for the companies than for the employees. It’s a vague and elusive concept and we can find different definitions and interpretation in the books about Human Resource Management. The place of the Human Resource Management differs...
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...Outsourcing Human Resources Management Functions: Recruitment and Selection Uni*********** Research Paper for HRM**** Section 1202 ********** March 16, 2012 Outsourcing Human Resources Management Functions: Recruitment and Selection Introduction In the recent past, the competitive environment for many organizations has changed, with the organizations having to operate in globally capitalized environments, rapid industrialization, and changing technology (Abraham, 1988); and just recently a global economic downturn which has had organizations to downsize their operations. As a result, these organizations are constantly seeking new managerial methods, as both a way for the organization to be competitive and to cut operating cost; the most successful method is the outsourcing of business processes. Normally the Human Resources Management (HRM) function of recruitment has traditionally been performed in-house; advocates for outsourcing this function have increased and argue that outsourcing can reduce costs associated with recruitment and selection (Klass, 2001). Some organizations delegate crucial human resource functions to outside firms as a means of utilizing available expertise, reducing expenses, and to be able to concentrate on important business activities (Abraham and Taylor, 1996). The influence of increasing levels of globalization, technological changes, the complexity of business...
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...Human Resource Management is the function of an organisation that deals with recruitment, placement, promotion, training, and development of company employees. This essay will consider the history of this complex role and the many functions it encompasses. In the 19th century personnel management was introduced into the workforce. This was created because, the harshness of industrial conditions, coupled with the influence of trade unions and the labour movement. Social scientists such as Taylor and Fayol has impacted on personnel. Taylorism was an idea taken on board by personnel management it is a theory that analyzes and synthesizes workflow processes and improving labour productivity. The core ideas of the theory were developed by Frederick Winslow Taylor in the 19th century. Fayol impacted on the personnel management by introducing planning, organising and controlling the workforce. Another key event of the development of Human resource management was the introduction of collective bargaining on both local and national levels. Due to increasing number of shop stewards, local bargaining become more common. In addition to the growth of collective bargaining, larger employers constructed their own polices regarding the employees actions. As a result of collective bargaining employers started to implement their own staff pollicies not just about pay but for example pensions, training and safety. National bargaining effected employers on a larger scale. This was...
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...CHAPTER ONE 1. BACKGROUND OF THE STUDY Before an investor commits his funds to any investment in stocks, he must ensure that such stock is the type that is capable of satisfying his investment objectives. These objectives which vary from one investor to another include:- i) security (safety of capital invested) ii) adequate return on investment by way of dividends iii) growth prospects/capital appreciation iv) spread of risks, etc. The exercise of security analysis is based on the general assumption that the intrinsic value of a company can be discovered by an assembly and analysis of financial information relating to its operations. This then forms the basis on which the investor could evaluate each stock in the market and determine the extent to which it satisfies his specific objectives before deciding whether or not to invest. 2. STATEMENT OF THE PROBLEM A decision to invest in stocks, like any other investment decision, has a direct impact on the investor’s networth. The main issue which this study focuses on is to examine how prudently an investor can select securities based on conventional objective criteria so as to improve his networth. Consequently, some relevant research questions that direct the study include:- - determining the profitability of the companies whose studies are being offered to the investor and likelihood of maintaining or improving upon such performance...
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...Functions of Human Resource Management in Mariott Success Functions of HRM Human resource management of Marriott has a great role in contributing to the hotels success. Marriott is known for its hospitality and a smooth working environment. HRM has big role in the success of Marriott. A. Primary functions of human resource management in Marriott’s success 1. Staffing (recruitment and selection) Most appropriate and suitable person to a particular job is selected. Potential applicants are interviewed with a face meeting with members of management. One on one interviews, Panel interviews, Sequence interviews are performed to ensure the right person for the job. Background investigation and medical tests are also conducted. 2. Compensation and benefits There is an equitable internal wage structure, a competitive benefits package, as well as incentives for the Marriott employees. Salaries and Wages are given keeping in mind all the following factors: • Cost of living • Supply and demand of labor • Government requirements (minimum wage rates) • Competitor wage scales • Trade Union influences • Labor productivity • Health, safety and security of the employees is given the first priority. 3. Human Resource Planning: This is concerned with planning for both present and future demand and supplies. Marriott has done well in implementing a successful strategic plan and adaptions for the future changes in the market 4. Equal employment Marriott is...
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...Functions of HRM Human resource management of Marriott has a great role in contributing to the hotels success. Marriott is known for its hospitality and a smooth working environment. HRM has big role in the success of Marriott. A. Primary functions of human resource management in Marriott’s success 1. Staffing (recruitment and selection) Most appropriate and suitable person to a particular job is selected. Potential applicants are interviewed with a face meeting with members of management. One on one interviews, Panel interviews, Sequence interviews are performed to ensure the right person for the job. Background investigation and medical tests are also conducted. 2. Compensation and benefits There is an equitable internal wage structure, a competitive benefits package, as well as incentives for the Marriott employees. Salaries and Wages are given keeping in mind all the following factors: • Cost of living • Supply and demand of labor • Government requirements (minimum wage rates) • Competitor wage scales • Trade Union influences • Labor productivity • Health, safety and security of the employees is given the first priority. 3. Human Resource Planning: This is concerned with planning for both present and future demand and supplies. Marriott has done well in implementing a successful strategic plan and adaptions for the future changes in the market 4. Equal employment Marriott is concerned with both moral and legal responsibilities and prevents...
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...ADMINSTRATION MODULE NAME: HUMAN RESOURCES MANAGEMENT 1. Explain the concept of human resources management and discuss the role of human resources management function in an organisation. According to Bratton and Gold (1999:11) Human resources management is described as the process that specialises in the management of people in work organisations. Human resources management emphasis that employees are critical in achieving sustainable competitive advantage, that human resources practices need to be integrated with the corporate strategy. Human resources specialist helps organisational controllers to meet both the efficiency and equity strategic objective. Human resources management seeks to achieve two sets of objectives which are to improve employee’s performance and enhance organisational efficiency. The major role of human resources management in an organisation is the hiring and firing of employees which involves attracting the best employees on the market, keeping them in their positions and ensuring that they perform according to the organisational expectation and enhance overall strategic goals of the organisation. Recruitment of employees is the major role performed by the human resources department. This ensures that the organisation selects the most skilful and competent people. This role involves evaluation of the ability and competence of potential employees in relation to the goal of the organisation. Human resources Management is an approach...
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...International Journal of Humanities and Social Science Vol. 3 No. 8 [Special Issue – April 2013] Implications of Retrenchment on Human Resource Personnel and its Functions: A Case of Mines in Masvingo Province Maunganidze F Faculty of Social Sciences Great Zimbabwe University Zimbabwe Mupezeni L Pfebeni G Faculty of Applied Social Sciences Zimbabwe Open Univesity Zimbabwe Abstract The study focused on the implications on human resource personnel of conducting and driving the retrenchment exercise. The research study was prompted by the economic and social decline which Zimbabwe was subjected to for the past couple of years. This scenario necessitated the need for many organisations, including mines to engage in some retrenchment exercises. Previous studies have largely focused on how the retrenched would be affected before, during and after the retrenchment exercise. It has been a norm for organisations to try to cushion their departing organisational members from possible financial, social and psychological effects of the retrenchment exercise through some workshops such as stress management and entrepreneurship. The retrenched were viewed as the only victims of the retrenchment exercise. This study however took a different approach by considering the effects of the retrenchment exercise on the drivers of the program, the human resource personnel, taking into consideration the fact that some bonds would have been existing among employees, especially having in mind the collective...
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...INTRODUCTION Human Resource Management is defined as a 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 its objectives. HRM is a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic development of a highly committed and capable workforce using an integrated array of cultural, structural and personnel techniques (Storey, 2001). Beer et al, (1984) defined HRM as a strategic approach to the management of human resources that involves all management decisions and actions that affect the relationship between the organisation and employees. John Storey (1987) believes that HRM can be regarded as a ‘set of interrelated policies with an ideological and philosophical underpinning’. He suggests four aspects that constitute the meaningful version of HRM: 1. a particular constellation of beliefs and assumptions; 2. a strategic thrust informing decisions about people management; 3. the central involvement of line managers; 4. Reliance upon a set of ‘levers’ to shape the employment relationship. In today's litigious workplace environment, being on top of legal issues that directly affect individual employees and organization is critical to the success of the HR profession. In this study, we will critically analyze and evaluate legal issues as it affects the functions of HRM in Nigeria and...
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...Human Resource Management: Context, Concept and Doundaries UNIT 2 THE CONCEPT AND FUNCTIONS OF HUMAN RESOURCE MANAGEMENT Objectives After reading this unit, you should be able to: l l understand the meaning and concept of human resource management; and explain the functions of HR, and responsibilities and new roles of HR practitioners. Structure 2.1 2.2 2.3 2.4 2.5 2.6 2.7 Introduction Concept of HRM Objectives of HRM Human Resource Functions Summary Self Assessment Questions Further Readings 2.1 INTRODUCTION Human resource management (HRM) is an approach to the management of people, based on four fundamental principles. First, human resources are the most important assets an organisation has and their effective management is the key to its success. Second, this success is most likely to be achieved if the personnel policies and procedures of the enterprise are closely linked with, and make a major contribution to, the achievement of corporate objectives and strategic plans. Third, the corporate culture and the values, organisational climate and managerial behaviour that emanate from that culture will exert a major influence on the achievement of excellence. This culture must, therefore, be managed which means that organisational values may need to be changed or reinforced, and that continuous effort, starting from the top, will be required to get them accepted and acted upon. Finally, HRM is concerned with integration - getting all the members of the organisation...
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...The Organizing Function of Schlumberger MGT/330 January 30, 2012 James Malm Organizing is the function of management which follows planning. It is a function in which the bringing together and amalgamation of human, physical, and financial resources materializes (Organizing Function of Management, 2008). All of these resources are imperative in acquiring results. Consequently, the organizational function assists in the achievement of results which in fact is vital for the functioning of an organization (Organizing Function of Management, 2008). According to Chester Barnard, “Organizing is a function by which the concern is able to define the role positions, the jobs related and the co- ordination between authority and responsibility.” It is for this reason that a manager continually has to organize in order to get results. A manager executes the organizing function when he identifies all the activities that need to be performed. Activities like preparation, sales, record keeping, quality control, and inventory all need to be identified before they can actually take place. Once all the activities needing to be performed have been identified, the manager begins to organize them by department. When organizing by department the manager will unite people in a way that relates...
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...Human Resource Management Human resource management deals with programs that help manage the employees that work in a company or organization. Human resource management might be known by different names depending on the employer. For example it is not uncommon for human resource management to be called the personnel department, employee development, or industrial relations (Ivancevich, 2010). However, the name does not matter as much as the many functions that human resource managment performs, which makes this department strategically important for any company or organization. Many employees may think that human resources is simply there for record keeping and filing, but they are responsible for several major functions that include: Equal Employment Opportunity enforcement, human resources planning, human resources development, compensation and benefits, safety and health, and employee and labor relations. One of the first major functions of human resource management is to ensure that all current and potential employees are treated fairly according to the Equal Employment Opportunity Commission laws. One of the areas that fall within the Equal Employment Opportunity Commission laws is Affirmative action. Affirmative action is the actions appropriate to overcome the effects of past or present practices, policies, or other barriers to equal employment opportunity (Ivancevich, 2010). This area of the human resources management function is very important because it ensures...
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