Human resources management - Essay Example

Human Resources Essay Within the field of human resources management, leadership and recruiting are some of the most significant subjects. This is because both pertain to the human resources discipline and bring out the relationship that the human resources professionals share with other employees working in the organizations. The need is to know where anomalies come about and how these are tackled amicably by the human resources management function on a consistent basis. The requirement is so set in order to find out how the modern day business organization has been shaped up and how this will continue to be a much appreciated entity in the times to follow (Torrington 2008). This field is one that will continue to last for a long period of time until some other discipline is introduced by the management gurus which is considered better and more up to date than the human resources management ideology which is ruling the roost as of now. Within the management concerns, the need is to understand how management and leadership play their dire roles within the making up of the human resources management function that individuals know of. This is the reason why management and leadership tenets are being appreciated by people because they bring in a sense of empathy with how things are carved out and how these will continue to be in the coming times. The management understanding is based on the premise that employees will be led by someone who knows how to take care of the people working under him and how they will relate with one another on an organizational level. How management turns out to be the savior for organizations today is a point that needs much attention (Rees 2001). This is because organizations know that if the management concerns are paying heed to the likes and dislikes of its employees whilst at the same time concentrating on manifesting its own role, then perhaps it is doing something worthwhile. However, this needs patience on the part of the organization which is doing its best to bring about a change for the better of all and sundry. The ideology behind it is to bring a change which will instill a new direction and a sense of purpose which was felt missing from the related ranks. Similarly, leadership is of dire value because it asks of the employees to be commanded by a leader that has his own will, direction and authority. It gives him the room to maneuver how he wants to see things through and basically to lead people through his meticulous ways. The leaders always find it hard in the beginning to bring drastic changes but with the passage of time and perseverance they are able to bring the amendments that they had already planned for in the past, as far as organizational requirements and tasks were concerned. Leadership is also an interesting topic because it touches upon areas of significance, gives the employees something to think about and basically makes everyone within the organization something to derive learning from (Hopkins 1998). A good leader allows his team to grow and develop with the passage of time, and with this professional growth and development is just a part and parcel as there are many other dimensions that are readily paid heed within the thick of things. Hence leadership that know how to instill a sense of pride within the employees’ realms is indeed the leadership that knows how to make-do with things that are available at its disposal. When it comes to recruitment measures, human resources management’s role is well cut out. What this implies is the need to comprehend that human resources management considers recruitment as one of the most significant aspects behind its institution (Boxall 2007). It suggests for the amendments that are required on its part. What is more important is the fact that the human resources management department knows beforehand that all recruitment and selection entities will be covered within the lengths and breadths of this unit. If this happens on a consistent basis, there will be room for improvement as and when required and minor changes will be the order of the day. However, if this does not come about in a free flowing manner, then there are problems of a magnanimous nature that need to be taken care of. The human resources management needs to showcase that employees are being hired according to the wishes and requirements of the top management, and they are being shown the door when the top management feels that there is a need for downsizing. Also incremental changes within the rules and regulations as to how the human resources management function will work are also required which is a given in the challenging business environments of today. As an example, human resources management professionals find it difficult to combine the role of leadership and recruitment together even though it is their main job to do so. Some believe that management and leadership are separate roles which must be kept under the domains of the top management but this is not entirely true. Recruitment then again, is accepted as a part and parcel of the human resources management function (Porter 2008). Indeed recruitment forms up as the key behind the tasks of the human resources management function but it is not the only job that it does. The management and leadership concerns are equally important as these look to place responsibilities upon people who have been recruited at different levels and cadres within the organization (Shenkar 2004). The need is to know where the missing links and gaps are and how to tackle them in the most suitable way. Now the question centers on how management and leadership are closely related with human resources management and how recruitment is an essential link of the human resources management structure. The link seems obvious and there is more than enough reasoning available to suggest how the relationship becomes supplemental with the passage of time, as long as an organization succeeds in its goals and objectives (Iles 2001). The answer to these queries is made apparent in the form of knowing how organizations are doing their utmost to find out anomalies which seem obvious for a number of reasons. For example, some organizations would combine the recruitment function with the leadership one so that the overall role of the human resources management is manifested in the truest sense. As another example, some human resources management functions give a great deal of authority to people outside of their department who are good at leadership and recruitment measures. This is an interesting proposition because leadership and recruitment are specialist tasks and should be given such emphasis if required (Handy 1993). There are organizations that would go to such lengths in order to give their human resources management a kind of relaxation as far as their working domains are related. The need is therefore set on knowing who what best and how things are shaped up within the dynamics of the human resources management concerns. Sometimes, the management and leadership quarters focus more on recruitment themselves because they are of the view that it provides them more authority and coverage. Leadership and recruitment therefore pose as some of the more key areas where human resources management has to concentrate upon and that too for a number of valid reasons. The need is to understand how to combat this issue once the human resources management has drafted its charter. The requirement is also set to tackle the queries regarding how these units will function, either being hand in hand with one another or in complete isolation (Blyton 1998). This is the way under which success shall be achieved for the sake of the human resources management function present within an organization. Since leadership instills confidence and agreeableness within an organization, the remaining concentration is paid on how well the employees are being hired for performing the tasks. If they are hired correctly, there is no reason why they would not be able to perform their tasks in an able capacity. However, when errors occur within recruitment, then there are bound to be grave issues that are encountered by all and sundry. In the end, it would be sound to state that the human resources management is an important field which needs to be given attention by the organizational top heads and all concerned. When this starts to happen then leadership and recruitment measures begin to be treated significantly and with utmost priority. Essentially speaking, the human resources management has attained attention due to the decisions that are made under the ranks of the leadership and management quarters and the recruitment drives which are handled by it nonetheless (Hollinshead 1995). It would be a good omen for any business concern to pay heed to the wishes and desires of its employees which then again is a grave issue tackled in a head on way by the human resources management function. Works Cited Blyton, Paul. The Dynamics of Employee Relations. Basingstoke Macmillan, 1998 Boxall, P. The Oxford Handbook of Human Resource Management, 2007 Handy, Charles. Understanding Organizations. Penguin Publishers, 1993 Hollinshead, Graham. Human Resource Management. Pitman, 1995 Hopkins, Shirley. Diversity Leadership: A Mandate for the 21st Century Workforce. Journal of Leadership Studies, 5, 1998 Iles, P. Employee Resourcing. Human Resource Management Journal, Thomson, 2001 Porter, C. Exploring Human Resource Management, 2008 Rees, D. Skills of Management. 6th edition, 2001 Shenkar, Oded. One More Time: International Business in a Global Economy. Journal of International Business Studies, 35, 2004 Torrington, D. Human Resource Management, 2008 Read More