Human Resource Management Roles Paper.
Human resource management is an essential component of an organization that is charged with the role of managing and organizing people in an entity. The primary responsibilities of a human resource manager, as cited by Chris Hendry (2012) are divided into three categories; staffing, remuneration, and benefits as well as defining and designing work in an entire organization. Human Resource Management Roles Paper. As such, human resource department is vital for any organization that relies on employee performance to meet its objectives and mission. Elvis Foster (2014) argues that the essential purpose of a human resource department revolves around maximization of overall productivity of an entity by optimizing the effectiveness of the available employees. Given the circumstances surrounding Electro More Company, that is, its difficult to hire more employees due to the inadequacy of potential employees in the market, the HR department, therefore, needs to optimize the available employees to accomplish desirable productivity levels of the company. Human Resource Management Roles Paper.
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Given the low rate of unemployment in the area Electro More is headquartered and operates in and its consequential effect on identifying and hiring employees, there is the need to overcome this obstacle by establishing a long-lasting relationship between the organization and technical school and community college for purposes of absorbing the best students upon their completion of school into the organization. The department also needs to define and design critical jobs that are aimed at strategically accomplishing the goals and objectives as well as the mission of Electro More Company, and how to reward and compensate employees assigned in such jobs. To do this, John Shields et al. (2017) recommend a design for an organizational structure for human resource department that clearly outlines different units and also illustrates the roles and responsibilities of each unit.
Figure 1: Organizational Chart for H.R Department
According to John Bratton and Jeff Gold (2017), the primary function of a human resource department is to oversee the functions of other departments and also manage employees through appropriate planning, implementation, and evaluation of principles, programs, and policies of the department. Foster (2014) articulates the essential responsibilities of an H.R department like hiring qualified personnel, designing a compensation plan, training employees, addressing the concerns and relations of employees, and ensuring a safe working environment among other functions. The functions of an H.R department are, however, dependent on the size of an organization with small companies having minimal tasks while large and comprehensive companies having extensive roles and responsibilities (Clarke, 2003). For a medium-sized organization such as Electro More, the functional units of the H.R department, as reflected in the diagram shall include recruitment, employee relations, compensation and benefits, training and development, and workforce safety.
Recruitment is one of the most crucial tasks of human resource department; recruitment is centered on identifying what kinds of people will work with an organization, in this case, Electro More. The personnel in charge with the recruitment process shall ensure the right people – those who possess the knowledge, skills, experience, and expertise among others – are hired to work for the organization and what positions are suitable for their levels of qualifications. The H.R department, therefore, needs to come up with appropriate strategies aimed at ensuring the recruitment processes lead to hiring the best employees in the market.
The compensation and benefits unit is concerned with the how employees are rewarded and compensated for their inputs into the organization. The role of the person in charge of this functional unit is to ensure employees are sufficiently paid, on a regular basis, for their efforts into the company. Some of the responsibilities include establishing a compensation plan, designing reward systems, and making ensuring such systems and plans are efficiently administered throughout the organization. Additional responsibilities include making sure employees are entitled to compulsory and optional benefit opportunities such as insurance and retirement. (Dessler, 2006)
According to Sheehan, Holland, and Dowling (2002), in an environment that involves many people working together, complaints, conflicts, and other employee concerns are bound to arise. This aspect makes employee relations management, a critical functional unit within the HR department. The role of an employee relations manager is to ensure there is ultimate unity, cooperation, and harmony among all employees. As such, an employee relations manager is charged with the responsibility of investigating employees’ concerns conflicts, and interests and providing solutions to such problems.
Training and development, as well as workforce safety, are other essential functional units for the company. The company is into manufacturing, and it is struggling to survive in a competitive industry. As such, appropriate skills, knowledge, and abilities need to be instilled into existing employees to ensure they meet minimum requirement regarding their positions and are also updated on the trends of the industry for purposes of improving their performances (Armstrong & Taylor, 2014). Lastly, the law and regulatory bodies and agencies mandate companies to provide a safe and secure working environment for all its employees. As such, a workforce safety manager is charged with the role of performing regular analysis of the organization with the aim of determining any risks and potential harm to employees and effectively addressing them.
References
Armstrong, M., & Taylor, S. (2014). Armstrong’s handbook of human resource management practice. Kogan Page Publishers.
Clarke, S. (2003). The contemporary workforce: Implications for organizational safety culture. Personnel Review, 32(1), 40-57.
Dessler, G. (2006). A framework for human resource management. Pearson Education India.
Foster, E. C. (2014). Human resource
Human resource management is an essential component of an organization that is charged with the role of managing and organizing people in an entity. The primary responsibilities of a human resource manager, as cited by Chris Hendry (2012) are divided into three categories; staffing, remuneration, and benefits as well as defining and designing work in an entire organization. As such, human resource department is vital for any organization that relies on employee performance to meet its objectives and mission. Elvis Foster (2014) argues that the essential purpose of a human resource department revolves around maximization of overall productivity of an entity by optimizing the effectiveness of the available employees. Given the circumstances surrounding Electro More Company, that is, its difficult to hire more employees due to the inadequacy of potential employees in the market, the HR department, therefore, needs to optimize the available employees to accomplish desirable productivity levels of the company. Human Resource Management Roles Paper.
Given the low rate of unemployment in the area Electro More is headquartered and operates in and its consequential effect on identifying and hiring employees, there is the need to overcome this obstacle by establishing a long-lasting relationship between the organization and technical school and community college for purposes of absorbing the best students upon their completion of school into the organization. The department also needs to define and design critical jobs that are aimed at strategically accomplishing the goals and objectives as well as the mission of Electro More Company, and how to reward and compensate employees assigned in such jobs. To do this, John Shields et al. Human Resource Management Roles Paper.(2017) recommend a design for an organizational structure for human resource department that clearly outlines different units and also illustrates the roles and responsibilities of each unit.
Figure 1: Organizational Chart for H.R Department
According to John Bratton and Jeff Gold (2017), the primary function of a human resource department is to oversee the functions of other departments and also manage employees through appropriate planning, implementation, and evaluation of principles, programs, and policies of the department. Foster (2014) articulates the essential responsibilities of an H.R department like hiring qualified personnel, designing a compensation plan, training employees, addressing the concerns and relations of employees, and ensuring a safe working environment among other functions. The functions of an H.R department are, however, dependent on the size of an organization with small companies having minimal tasks while large and comprehensive companies having extensive roles and responsibilities (Clarke, 2003). Human Resource Management Roles Paper.For a medium-sized organization such as Electro More, the functional units of the H.R department, as reflected in the diagram shall include recruitment, employee relations, compensation and benefits, training and development, and workforce safety.
Recruitment is one of the most crucial tasks of human resource department; recruitment is centered on identifying what kinds of people will work with an organization, in this case, Electro More. The personnel in charge with the recruitment process shall ensure the right people – those who possess the knowledge, skills, experience, and expertise among others – are hired to work for the organization and what positions are suitable for their levels of qualifications. The H.R department, therefore, needs to come up with appropriate strategies aimed at ensuring the recruitment processes lead to hiring the best employees in the market. Human Resource Management Roles Paper.
The compensation and benefits unit is concerned with the how employees are rewarded and compensated for their inputs into the organization. The role of the person in charge of this functional unit is to ensure employees are sufficiently paid, on a regular basis, for their efforts into the company. Some of the responsibilities include establishing a compensation plan, designing reward systems, and making ensuring such systems and plans are efficiently administered throughout the organization. Additional responsibilities include making sure employees are entitled to compulsory and optional benefit opportunities such as insurance and retirement. (Dessler, 2006)
According to Sheehan, Holland, and Dowling (2002), in an environment that involves many people working together, complaints, conflicts, and other employee concerns are bound to arise. This aspect makes employee relations management, a critical functional unit within the HR department. Human Resource Management Roles Paper. The role of an employee relations manager is to ensure there is ultimate unity, cooperation, and harmony among all employees. As such, an employee relations manager is charged with the responsibility of investigating employees’ concerns conflicts, and interests and providing solutions to such problems.
Training and development, as well as workforce safety, are other essential functional units for the company. The company is into manufacturing, and it is struggling to survive in a competitive industry. As such, appropriate skills, knowledge, and abilities need to be instilled into existing employees to ensure they meet minimum requirement regarding their positions and are also updated on the trends of the industry for purposes of improving their performances (Armstrong & Taylor, 2014). Lastly, the law and regulatory bodies and agencies mandate companies to provide a safe and secure working environment for all its employees. As such, a workforce safety manager is charged with the role of performing regular analysis of the organization with the aim of determining any risks and potential harm to employees and effectively addressing them. Human Resource Management Roles Paper.
References
Armstrong, M., & Taylor, S. (2014). Armstrong’s handbook of human resource management practice. Kogan Page Publishers.
Clarke, S. (2003). The contemporary workforce: Implications for organizational safety culture. Personnel Review, 32(1), 40-57.
Dessler, G. (2006). A framework for human resource management. Pearson Education India.
Foster, E. C. (2014). Human resource management. In Software Engineering (pp. 253-269). Apress, Berkeley, CA. Human Resource Management Roles Paper.
Hendry, C. (2012). Human resource management. Routledge.
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Sheehan, C. R., Holland, P., & Dowling, P. J. (2002). Human resource management, employee relations.
Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., … & Plimmer, G. (2015). Managing Employee Performance & Reward: Concepts, Practices, Strategies. Cambridge University Press.
management. In Software Engineering (pp. 253-269). Apress, Berkeley, CA.
Hendry, C. (2012). Human resource management. Routledge.
Sheehan, C. R., Holland, P., & Dowling, P. J. (2002). Human resource management, employee relations.
Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., … & Plimmer, G. (2015). Managing Employee Performance & Reward: Concepts, Practices, Strategies. Cambridge University Press. Human Resource Management Roles Paper.