Distinctive Traits of Different Organizations - Essay Example

This helps the organization to make a collective effort to accomplish the objectives and goals set by the managers, efficiently and effectively. Since, Human Resource management is also about taking care of selection and recruitment of new employees, their role is to be vigilant as to select the best-suited people who might have the characteristics of maintaining and uplifting the standards of the organization according to their learned or innate skills.

The evolving concept of the Human Resource management also emphasizes upon the employees considered as capital assets rather than just working units. This means that managing people is more about managing a unit, which contributes in bringing success to the organization. Therefore, it is necessary to associate and assign those units with specific tasks that they are the most capable of doing. While doing so, it is also the roles of the HR management to provide them with all kinds of motivations including psychological and in terms of appraisals and promotions (Mathis & Jackson, pp. 5). For that purpose, it is equally important for the HR to hold specific trainings and workshops and to coordinate with all the employees to make them learn in what they might be lagging.

On the contrary, the first line supervisors and managers are responsible in being with a constant contact with departmental managers who have the charge of looking after the specific divisions of the organization. Their part is to collaborate with them for the employee’s basic needs and rights in achieving the organizational goals. They are also responsible in making sure that the policies of the organization are carefully articulated to the departmental managers so that they may circulate the same among the other lower level employees. These supervisors also need to be careful regarding any unexpected circumstances and should be prepared to solve any kind of internal issues concerning the people within.

However, all managers carry out certain functions, which are universal to every organization despite of its nature and purpose. These functions are of planning, organizing, staffing, leading, and controlling (Koontz & Weihrich, pp. 5-10). In planning, the managers are required to make proper objectives and missions for their organization and plan for specific action plans to achieve those goals. This requires efficient decision-making skills vis-à-vis choosing future courses of action from among alternatives. Secondly, in organizing, as mentioned above, people should be assigned proper tasks that they could perform better than others do. These should be coherent and exclusive so that an organized effort reflects at the end. The managers should know that people who are allotted to certain tasks know their jobs well and they have the necessary expertise to perform that. Staffing involves filling the different positions available with appropriate people within the structure of the organization. Managers should know the work-force requirements and place the people within those positions. In directing/ leading, managers possess the responsibility of influencing and motivating the people to contribute effectively in working for the organization. Since, they are the leaders, they need to perform well themselves to be good role models for others in the organization. In controlling, they need to use their authority to correct the employees where they might go wrong. They should scrutinize whatever is going on and evaluate the working based on the policies of the organization.

It is the duty of the HR management to ensure that all the departments of the organization implement the policies effectively that are made to achieve the unique objectives of the organizations. Since, HR makes the policies and laws, it also has to check that all the employees that are recruited in the organization are capable of following the prescribed laws, and if not, they are made to do so (Storey, Wright & Ulrich, pp. 6-8).

As mentioned earlier in this paper, according to the size of the organizations there are different departments and divisions that are managed by departmental heads and managers. HR management recruits people according to their talents and skills, but while working within their specific departments, they are always under the constant supervision of their departmental heads. These people see and evaluate the performance of the employees. Nevertheless, in a broader perspective, it is the duty of the HR management to call for and check the performance of every employee on monthly basis or according to the organization’s policies. This helps in making them decide about their further trainings, appraisals, promotions, and demotions according to individuals’ performances.