Every successful company owes its success to its employees. These people, often known as employees, are the backbone of any organization. They are responsible for boosting the organization’s growth, and without them, it couldn’t accomplish its goals. This is the reason why any organization’s success depends on having an effective Human Resources (HR) department.
Personnel Management was initially used to refer to Human Resource Management (HRM). Its scope was limited and had an inverted approach.
Starting a dissertation can be exciting and scary for students who want to learn about the connection between HRM and organizational success.
However, navigating the complexities of academic research and writing an engaging dissertation requires knowledge, direction, and scholarly rigour. This is where specialized help, such as HRM Dissertation Help, comes in.
Organizational Success with HRM: A Strategic Imperative
It treated employees as tools and its work was routine. Its communication with employees was indirect. The resolution of labour disputes was done in an adversarial manner. Management actions were procedural, characterized by slow decision-making with a focus on gathering employee applications and interviewing and a touch of training and innovation was unheard of.
Today, HRM focuses on effectively utilizing employees to ultimately achieve the organization’s goals. Employees, here, are treated as assets. Their functions are strategically assigned and performed. Placement is carefully made. Technology and change are taken seriously at all times. The management role is geared toward bringing about transformation. They are eager to learn and develop and to add to whatever they already know thus making training intentional.
Labour disputes are treated on a personal level and communication or sharing of information is done directly to the affected employee. Disputes are amicably resolved between employer and employee or between employees or between employer and the employee’s representative commonly known as the Union.
Actions taken by management are done on a need basis. These include recruitment, training, transfers, appraisals, reward, and recognition. Decisions are made fast by employing data processed through applications like Integrated Human Resource Management Systems (IHRMS), In HRM, employees are treated with a lot of value.
Human Resource Management recognizes line managers in every other department within their organization. They train them on both HR and Organization policies and they are directly involved in developing these policies. They are also supported in the implementation of these policies. They are essentially part of the human resource team.
Role of Human Resources
The HR department of the company is responsible for the recruitment and retention of personnel. HR is responsible for searching, hiring (and firing), and training personnel. It is in charge of employee relations and benefit programs. It’s where employees go when they have inquiries about their jobs, resolve problems, and express grievances.
HR Outsourcing
Since the mid-twentieth century, several businesses have outsourced some of the more typical administrative, transactional HR duties in order to free up the department to develop and implement more meaningful, value-added programs that have a beneficial impact on the business.
In this approach, the following functions may be outsourced:
- Payroll management
- Employee advantages
- Recruitment
- Background investigations
- Interviews at the end of a career
- Risk administration
- Resolution of Disputes
- Safety Inspection
- Office procedures
The utilisation of current tools, such as recruitment software, can assist HR departments in increasing their efficiency. As a result, they may have more discretion to focus on adding ever-greater value.
Key Activities of HR
The Conference Board (CB), a member-driven economic think tank, discovered six critical, people-related activities that HR must effectively perform to contribute value to an organization. They are as follows:
- People management and utilisation.
- Connecting performance evaluation and compensation to competencies.
- Developing skills that improve individual and organisational performance.
- Increasing the level of innovation, inventiveness, and adaptability required to boost competitiveness.
- Using innovative methods to work process design, succession planning, career development, and inter-organizational mobility.
- Managing technology implementation and integration through improved personnel, training, and employee communication.
Human Resource Management Strategies
Commencing in the 1980s, a surge in strategic initiatives reverberated within HR departments. This drive emerged from research examining the profound influence of employee-related concerns on a company’s sustained success.
- Collectively termed human resource management (HRM) strategies, these approaches encompass holistic management of people, organizational culture, and the environment. HRM delves into hiring, overseeing, and guiding employees within a business context.
- Employing HRM techniques, an HR department assumes a proactive role in fostering workforce development. This involvement may extend to advising management on methodologies, strategies, and business enhancements.
- Google epitomizes a proactive approach to employee engagement through its HR department. The company prioritizes employee well-being through on-site wellness facilities, meals, fitness centres, massage programs, and ergonomic support. Google’s ethos embodies the belief that content employees are pivotal to enhanced productivity.
Whether it’s conducting empirical studies to assess the efficiency of HRM strategies or studying emerging trends like remote work and digital HRM, dissertation help services give students the resources and support they need.
Functions of Human Resources
An HR department handles a variety of key human resources functions. The following are five well-known responsibilities:
- New employee recruitment, hiring, and onboarding
- Taking care of employee compensation and perks
- Offering job/career development to employees
- Individual employee work-related difficulties are addressed.
- Creating policies that affect the entire company’s working environment
An organization’s human resources department manages every stage of an employee’s career, from hiring and onboarding through training, firing, and retirement. To stay on top of compliance and legal concerns, HR dept also needs to monitor industry developments and policies.
Human resource departments are increasingly focusing on human resource management, using strategic investments and efforts to strengthen an organisation’s personnel. HRM’s long-term goal is to produce a more positive, loyal, and productive workforce, which helps the organisation in the long run.
Conclusion
In conclusion, Human Resource Management (HRM) is the foundation of organizational performance, having evolved from a purely administrative function to a strategic imperative. To fuel business development, modern human resource management focuses on developing talent, encouraging innovation, and increasing employee engagement. HR departments play an important role in maximizing the potential of each individual inside the organization by strategically aligning people management with business objectives. As businesses navigate the difficulties of the modern workplace, the role of human resource management (HRM) in building a positive, productive workforce remains unparalleled, emphasizing its prominence as the backbone of organizational success
