Human Resource Management Functions and Applications - Research Paper Example

Human Resource Management al Affiliation) Human Resource Management A well run human resources department provides organization with structure and the capacity to meet business requirements through managing employees. Besides promoting individual development and working to maintain a productive and positive working environment, some more HR disciplines or functions are: maintenance of safety within the organization, compliance, personnel research record keeping, and compensation benefits. Safety of the working environment is fundamental. According to Safety and Health Act, employers must provide a safe working place for employees. One of the core roles of HR is to support workplace safety teaching and upholding rules for workplace injury and casualty reporting. Moreover, HR safety and risk experts often work closely with HR to manage compensation issues for the workers. Compliance with work and employment regulations is a key HR function. Failure to comply result in employee’s and general dissatisfaction with working settings that affect output and eventually, profitability. HR team must be alert of national and government employment rules and many other rules and regulations (Lussier, & Hendon, 2013).All personnel people participate in research activities. HR conduct research to get evidences and information about employees details in order to come up with and maintain a program that works. Through a well-designed research for instance survey, worker’s views can be collected on salaries, welfare services among others. It is therefore the sole duty of the HR to collect wholesome and current employee records are essential for most personnel functions. “Human resource managers must also create, administer and improve your compensation and benefit structures. Retaining excellent associates depends on many factors. Outstanding pay and benefits are two critical factors that will ultimately determine how well your employees feel about your organization and the likelihood that they will remain with your company in the future” Mondy & Gowan (2005). Constructing an effective compensation system and determining the best benefits package for all of your employees are skills that are mandatory for your HR manage Recruitment and employee selection It is very expensive to recruit employees. It is also a significant component of business and doing it properly counts. Choosing the right employee for a particular job, training them well and appropriately treating them, motivate these employees to produce good results and want to stay longer in the organization. In such situations, the organization’s original and current investment is rewarded significantly. An organization may have all of the up-to-date technology and the finest physical assets, however if it does not have the right workers it will struggle to attain the outcomes it needs. In addition to technical skill and proper experience, an organization needs to be sure that it can depend on candidates generosity, faithfulness and pledge towards the organization and its objectives. Utilization of human capital resources “Human capital is a fundament element in improving a firm resources and workers in order to increase productive as well as sustain competitive benefit. To withstand competitiveness in the organization human capital becomes an instrument used to increase output” (Mondy & Gowan, 2005). Human capitals denotes to procedures that relate to teaching, tutoring and other proficient creativities in order to increase the levels of knowledge, skills, capabilities, values, and social assets of an worker which will lead to the worker’s gratification and performance, and finally on a firm performance. Human capital is an vital input for societies particularly for workers’ nonstop improvement mainly on expertise, skills, and abilities. The continually changing business environment needs firms to strive for superior competitive rewards via dynamic business plans, which combine imagination and innovativeness. This is basically important for their long-term sustainability. Unquestionably, human resource input plays a noteworthy role in enhancing firms’ competitiveness. At a scan, considerable studies were carried out on human capital and their inferences on firm performance were extensively covered and clearly, human capital enhancement will lead to greater competitiveness and performance Balancing the needs of the organization with those of the employees Personal needs are very important. In regards to this both employees and employer, have personal needs to work on for instance employees have families, events and outside work events, they regard important. Organizations have products and services to supply to consumers and requirements to stakeholders and shareholders. Knowing this tension, some proprietors are affecting more creative tactics to attain a happy medium. They have understood that gloomy, frustrated employees are not fruitful and original. Communicate with employees to identify and implement the support they say they need. Educate them on rules presently available to them Interconnect with employees as this will help to identify and effect the support they say they want (Mondy & Gowan, 2005). In addition, offer proper support for workers working rotating shifts. Come up with a bi-weekly shift where one can only work for two continuous weeks on a given shift. Some companies may as well allow workers to swap shift times when these worker are genuinely committed elsewhere, be it attending a family business or personal events. The gain to the organization is less nonattendance of employees and more positive assertiveness toward work and hence high output. Moreover, an organization can schedule flexible hours for the employee. This can be achieved by planning organizational conferences away from work. Some companies request families to come for meeting sites both for fun and for productive (Noe, 2006). Advising organizational leadership on all aspects of human resources HR is a advice-giving function. In many compliments, an HR executive is no dissimilar from a lawyer, a marketing executive, or an organization consultant. The department demands a great deal of duty and very little authority. It has well established functional professional, however, it ought to work with clients who lack such expertise or competence, often they do not want to know it, and may not even pay reverence to it. Lastly, hem working in this department must gain the reverence and even liking of clients in order to be heard, and to be proficient in their job. In short- an HR exec ought to perform duties as a consultant. There are advisors and there are consultants. At the bottommost level of the consulting pecking order there is merely acquisition of technical expertise. At the higher stages of consultative relationship, one starts talking about a Reliable Professional Advisor. At these stages, a advice-giving professional can have true inspiration and influence over an organization, bringing his or her efficient expertise to bear without non-natural restriction, where suitable, for the better good of the organization. Most HR executives aim to -or should aim to- this level. Consultants and customers alike can profit from a trusted advisor association. In such an association, information is shared, which permits better problem descriptions and better explanations. Situations are better understood. Instruction is much more probable to be followed, and to be correct in the first place. Inadequacy of communication is minimized. Networks are made between problems, which might not then be made. Understandings are created, and are of advanced quality than would if not be the case. Individuals become individually satisfied, which is not only of inherent value, but helps build efficiency and faithfulness as well. Trust-based associations with customers are associations, which last, with the associated paybacks of finances as well. Reliable consultants and their advisees all profit luxuriantly. The fundamental to Reliable Business Consultant associations is trust. Advisers must work to become trustworthy. Being dependable is born to some; the rest of us can develop it. There are three parts to knowing reliance—understanding the stages of associations, the constituents of reliance, and the procedure of trust formation. References Lussier, R. N., & Hendon, J. R. (2013). Human resource management: functions, applications, skill development. Thousand Oaks: SAGE Publications. Mondy, R. W., Noe, R. M., & Gowan, M. (2005). Human resource management (9th ed.). Upper Saddle River, N.J.: Pearson Prentice Hall. Noe, R. A. (2006). Human resource management: gaining a competitive advantage (5th ed.). Boston, Mass.: McGraw-Hill. Read More