Functions and objectives of human resource management

Human
resources Function in an organization is the powerhouse of people movements
through which an organization tries to achieve its goals and objectives. This
function deals with people related concerns of a company like recruitment,
selection, training, payroll, career advancement, training and development etc.
HR (Human Resource Management) departments were originally called personal management.
They were compartmentalized with silos of departmentalization with very little
scope of integration. It all started with the Socio – technical systems by the
Tavistork Institute which studied the workers in coal mining through the “long wall “experiment and they
were able to understand the challenges of non social cooperative movements in
work. The social factors at works started playing all lot of significance. It
was then the role of HR became very important and dominant.
Earlier
HR was a documentation function; however, with changing times it has become the
reservoir to employee life cycle information to drive businesses. Human resources are the biggest asset for the
achievement of company goals. Learning the way business works and perform is
the greatest challenge in business today. HR
role in positioning itself in to a competitively intelligent and useful
role for strategy formulation was very important to make its stand in the
organization. Thus the role of HR today is that of a strategic partner which
develops the unique capabilities of the people resource of the organization to
assimilate employee strengths. Thus the definition of the HRM is as it is a
process of enhancing the physical, mental and emotional strengths of the people
resource of the organization so that they contribute effectively to
organizational benefits.
Strategic
Human resource management involves a very futuristic approach for implementing
effective HR practices that aim to achieve the strategic goals through people movement.
From an administrative role to a strategic leap has been a trajectory growth
for the department. New business thought, changing global markets, changing
business models, changing landscape of workers , cultural challenges , ethical
concerns and evolving knowledge workers have posit great scope of opportunity
on HR personal’s .HR needs to play a very critical role for driving business opportunities
through directing the manpower to learning and development to achieve the
business objectives.
The basic functionaries of HR department are:
1)
A line
function: He works with the HR officers in same department to organize and
reorganize the same.
2)
A
coordinative function: He helps to try to connect all departments together for
a collaborative output.
3)
Staff or
support function: They coordinate the overall maintain ace of the well being of
employees to provide them with support of payroll , benefits , performance,
training and development.
The main roles an HR officer needs to take
care are
1)
Driving
Business Strategy
2)
Formulation
of Employee Benefits
3)
Compensation
and Benefits administration
4)
Training and
Development
5)
Right source
Hiring
6)
Talent
engagement
7)
Performance
management
The below figure highlights the functions of
HRM:
There could be two types of roles generated from above functions namely, Employee Services role , which implies the HR is responsible for all the above functions for a set of employees or an expertise role where HR is part of a singular expertise role and develops or formulates policies and procedures only for a definitive role.
The
fundamental role in human resources management is to maximize the potential
strength of the employees through effective people management skills.
Post Graduate Diploma In Management (PGDM) HRM
Organizations
and HRM can essentially be visionaries driving the business excellence through
strategic approach. HR needs to target both the hard and the soft issues that
creates building block for people enhancements program. Out of the major roles
of HR functions there are predominant:
Training
and Development: T & D is becoming a great need for resource planners due
to the skill shortages that are being experienced in Industry today. Training
and developing is attributed to development of KSA’s that is knowledge skills
and abilities for improving employee performance that would impact the
organizational performance. HR has started with many e-learning portals like
iClams in TCS which are knowledge repositories where the employees share,
contribute and explore the growth of rich knowledge data base. Also e- learning
tools are equipping employees to learn 24*7. They are effective as learner pace
cane be handled.
Compensation
and Benefit Administration: Defining the business strategy and the benefits
that achieve the desired organizational goals are very imperative. Balanced
score card approach to define the benefit strategies could be very impact full
for competitive strategize of the organization. Bouquet of benefits is offered
by organizations to customize the employee differences and needs.
Effective
Performance Management: Performance management has elevated itself to talent
transformation and retention. Being able to plan, monitor and assist the
employee performance and thereafter bridge his deficiencies through effective
feedback is very essential Talent is about the overall enhancement of the
employee skills set.
To be
able to deliver HR must focus on key activities and align them to company
objectives. For HR is very important to be effectively aware about the business
nuances to be able to deliver effective results. Thus they need a strategic
alignment to planning and formulating business plans in accordance to people
strengths and availability. HR needs to be aware of the computational skill set
that needs to be channelized.
The
organizational or career chat for an HR officer is as follows:

The
functional roles as seen from the above chart highlight the verticals in to
which HR function is broken in to. A strong coordination is required among
these groups for effective performance.
The
challenges for HR professionals is to remain abreast with the environment,
highlight employee needs, formulate people friendly policies, to update the functions
of HR , identify lapses in processes and to ethically see the oneness in the
system.
HR
audit should be very strong to incorporate the process malpractices so that the
problems can be identified and rectified.
HR
professionals should be very well aware of HR in the digital age to be able to
analyze the employee information to insightful organizational developmental
changes. Through effective HRIS practices in Place Company can handle most of
the HR functional aspects on HR systems like ERP. ERP-SAP and Oracle are really
good ERP in place which many organizations are using for an effective IT human
resources systems in organizations.
There
is a paradigm shift in which employees are changing the way organizations are
benefiting through its Human resources functions. SHRM role is to create
learning organizations that can evolve institutions to self learning mode.
People create, collaborate and reform information s o as to provide upgraded
people initiatives so new problem resolution and people engagement drives. An
HR department can play a very essential role in people assimilation. This would
increase employee bonding and create retention among employees. To be able to
retain the good performers and growth their career graph strategically could be
very important and critical role of HR.
Learning communities and ethical practices must be stressed
upon. Human resources can be like the cultural new breeders for change and
reformations in organizations. So HR professionals should foray their work
seriously with very high level of commitment and so as to help organizations to
reform through people movements.
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