Managing Human Resources - Essay Example

? Managing Human Resources The most significant asset in any organization is the employee. As a group or individually theemployees play a crucial role towards the success of the company and; therefore, they should be acknowledged. When a business becomes successful, it is because of the influence that the employees have brought to the company. A good management in human resource will guarantee the satisfaction of the employees. It is advantageous to manage employees individually so that their development within the organization is monitored. The management provides all the required resources to the employees so that they can perform their duties well. A reliable human resource sector that works well assists the organization to achieve its strategic goals by acquiring the attention of workers, sustaining them and managing their needs. Every department of human resource strives to do this. Great focus is put on forming an efficient human resource system in a company. Most of the departments in the companies utilize the human resource to make plans and means of processing formal assignments. The organizations that have unstable managing in human resource sector go through formal disarray and lack of the administrative skills in the staff activities. Managing Human Resources Human resources are available in any successfully performing organization. The organization should go on despite how large or small the company is, and this essentially depends on the competence and performance of the people it has. Human resource management is just but a formal name to the activities that utilize the potential and the performance of the people that are respected despite the way the organization refers to the management. All members of the organization are responsible for activities that go on in the organization (Quinn & Hilmar, 2004). Thus, these members get the advantage of utilizing the resources as is discussed in this topic. Recruiting and developing workers to become more valuable to the institution is the management of human resource. Various roles of the managers in the human resource department are discussed in this context. There’s a misunderstanding that we have a significant difference in the administration of human resources in commercial versus non-profit companies. In the real sense, they should have a similar management. Nonprofits inherently have volunteers, which are human resources that are not paid. Volunteers are to be managed like normal employees. Although they are not given money, they are other ways in which they are compensated (Carter, 2009). There is a similarity in volunteer and paid staff management; therefore, there should be a clear specification of the volunteer’s roles, and their recruitment should be carefully done. In addition, they should be given proper training and orientation, their organization into suitable teams with appropriate leaders are crucial, there should be performance monitoring, incase issues regarding performance arise they should be addressed, volunteers also need to be motivated through rewarding them for outstanding performance (Carter, 2009). Employees welfare regarding risks and liabilities are considered by the organization and the same should be considered for the volunteers. The organization should identify the most significant duties it has and then people are supposed to be recruited, oriented, prepared and organized so that they can successfully perform the identified roles. For a business to be successful, the right employees should be allocated the right duties at the right time so that they are able to perform their duties with a good attitude. The work of the human resource is, therefore, to get the qualified employees. Employees should be fairly compensated for the labor they provide for the organization, therefore, the human resource is supposed to pay the employees (Carter, 2009). Employees should be well informed with the current development so that they can implement the knowledge into applied skills with the aim of achieving the set goals in the organization, in order to achieve this; human resource offers training to its members. Human resource should ensure that members of the organization comply with the rules and regulations set for the company regardless of the people’s diversity which includes values, attitude and perspectives (Ulrich, 2008). Human resource should ensure that there is safety of the people within the workplace including managing drugs and preventing violence. Human resource should maintain employees with exceptional performance and; therefore, they should evaluate personal productivity, interpersonal skills and encourage team work. Public relations are the key values that most managers in human resource department must posses in order to have strong interpersonal and communication relationship with their employees and their customers. Managers in the human resource department implement a business plan where they participate actively in commerce and marketing decision. The highly committed professionals in human resource are able to implement a new plan and apply marketing policy that can generate capital to the company. Employees face many issues in the company, therefore, the availability of human resource in the organization provides consultancy to the employees whereby employee’s needs are managed, and the disputes are solved in highly professional and skillful approach. Management of human resource is a strategic and inclusive approach of organizing people and customs of place of work and the environment (Carter, 2009). Effective management enables workers to contribute efficiently and industriously to the company's general direction and the achievement of its goals and objectives. Managing in human resource is deviating from conventional personnel, management and transactional duties that are considerably outsourced. The expectation now is that managing in human resource should increase the value of strategic use of employees and the employee plan should impact the company in quantifiable ways. The managing of the human resources deals with the lasting management of the company (Ulrich, 2008). The department of human resource evaluates the span of the company and develops strategies that could be profitable to the business in the future, and bring in steadiness to the company and gives it reputable means to survive in the coming years. Human resource manager should correspond to the needs of the shifting organization. Successful companies are more flexible, tough, quick to shift course and give all their attention to their customers. Regardless of the size of the company, the human resource manager is responsible for every function which deals with employees needs in order to have a successful company (Carter, 2009). Human resources managing functions are considered to be performed by the manager corresponding with the company’s workers. The manager is supposed to plan and assign resources within the organization. The manager should give direction, vision and goals to be that guide the employees in the company. Developing of an atmosphere, where workers can desire motivation and input. The resource manager should provide opportunities for official and informal improvement. A terrific resource manager should be a role model in moral values, the way he treats other people. Human resource manager is supposed to challenge the workers in the organization to sustain the energy within their work place. The manager should be able to handle any negative influences within the workplace by removing any obstruction which may hinder the progress of the employee (Carter, 2009). The human resource manager should be in charge of the processes that allow the company to sustain the competition seen on external market. The roles played by a human resource manager in the production company are different from the roles played by a manager in another firm such as the Information and Technology firm. This is because different companies have different foundations and use different methods to attain their goals. Therefore, the human resource manager of an organization needs to develop the right roles in the company from the foundation to processes that have importance added to the company. Human resource managing includes marketing the company’s image to the external market (Quinn & Hilmar, 2004). Unfortunately, in the majority of the organizations, the services of human resource are not offering the importance of having human resource instead they attend to the insignificant administrative responsibilities. The departments of human resource can be taken over by the advanced technology or be outsourced to vendors who provide excellent services at an affordable price because this is the current trend in most business. Although this trend may be looked upon as cynical, it simply shows that the human resource departments should ensure that their performance in the organization brings value to the company and to the employees (Carter, 2009). Technology is to be used appropriately to computerize daily activities and, therefore, managers should pay more attention on human resource activities that which is significant to the organization. Technology provide several advantages, like on the benefit of the employee whereby employees can join the benefits programs in the long run keep a comprehensive documentation of benefits that are monitored through the system and internet, this occurs because technology computerizes this process. Although there is a debate on the significance of human resource management department, every person concurs with the need to run human resources effectively for an organization to exploit its competitiveness. Human resource manager plays a fundamental role in the company’s achievement through his familiarity and support for the workers. This support includes knowledge on how to make a work setting where people choose to be inspired and be happy. Promoting successful methods of setting goals, conveying messages and empowerment through liability, creates member of staff ownership of the company. The human resource professional assists in establishing the traditions of the organization and environment where the group has the capability, concern and dedication to attending to customers in a good way. The human resource manager offers employees with growth opportunities, workers support program, income sharing policy, company growth interventions, suitable process methods to workers complaints, ways of solving problems, and regularly planned communication chances (Quinn & Hilmar, 2004). Information about and the capability to implement productive change policy make the skilled human resource manager exceptionally valued. The knowledge on how to connect change to the planned needs of the company will reduce employee frustration and opposition to change. Human resource managers add value to the company by consistently evaluating the value of the human resource function (Ulrich, 2008). The manager sponsors and gives support to change in other sectors within the company and the work performance. To boost the general success of the company, the human resource manager champions the recognition of the company’s strategic plan which include the mission of the company, the company’s vision, the customs that direct the company, the specific goals that employees need to strive towards and the accomplishment plan. The manager finally assists in establishing the evaluation that shows the company how delightful it is getting the achievements in all this. Well, as much as some people claim that human resource managing is not particularly relevant in the organizations, the advantages of still maintaining this department in the companies is clearly illustrated in the context. No matter how large or small a business may be, structuring and sustaining a high-profile system in human resource is extremely beneficial in a company which wants to prevent disputes and crisis in the future (Ulrich, 2008). Human resource can be installed in a small company at a low profile by hiring a manageable staff and gradually growing it as the company progresses. The steady assessment of the efficiency of the company brings the need for human resource professional to regularly champion transformation. Conclusion The main factor in the success of most companies is improving the department of human resource. This topic has discussed a variety of ways in which human resource management is essential to the organization. It has also discussed how technology today can computerize everything and, therefore, posing challenges to some companies. Proper way of scheduling and implementing of human resource managing should bring the positive outcome of general development to the personnel (Carter, 2009). The responsibilities within human resource management diverge very much, and also collaborate with various sectors from the managerial to the executive. Human resource managers put into consideration that the correct people are effectively working in the correct places in order to achieve the goal set for the organization. Many companies face an unstable environment where alteration is almost constant. Human resources are, therefore, the core of a successful response scheme. References Carter, McNamara. (2009). All about Human Resources and Talent Management. New York: Authenticity Consulting, LLC. Ulrich, D. (2008). A New Mandate for Human Resoources. Harvard Business Review , 215-247. Quinn, J., & Hilmar, F. (2004). Human Resource Management. Sloan Management Review, 12(4), 123-125. Read More