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The Business of Managing Human Resources - Coursework Example

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The paper "The Business of Managing Human Resources" discusses that Human Resource Management (HRM) departments of organizations are beset with major responsibilities in helping out their staff members survive the challenges presented within the work environment…
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The Business of Managing Human Resources
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Download file to see previous pages The paper begins with a background of how HRM began as an answer to personnel concerns.  It begins with a brief discussion of equal opportunities in organizations and goes on to highlight the roles of HRM.  It then goes on to explain the necessary needs and ingredients in making organizations successful in terms of people management.  Leadership of people at the top positions of the organisation is also discussed along with concern for the health of employees especially in preventing ‘burnout’.
Human Resource Management has evolved from its origins to include a wider scope of responsibility and a multitude of functions. A trip down memory lane reveals that it was initially the accounting department which took care of administrative transactions that concerned personnel. However, when recruitment, selection, industrial relations and terms of employment became acquired tasks, special departments were given the responsibility of handling them, usually under the name Personnel Department. (Van Marrewijk & Timmers, 2003). As organizations grew, a need for more knowledgeable, flexible and innovative workers was felt, causing a new trend called Human Resource Management (HRM).
HRM has since been ascribed an essential role in achieving the goals of organizations. Its rise had important implications for the recognition of workers. The competencies of employees have been given more notice in recruitment and selection as well as in training and development (Van Marrewijk & Timmers, 2003). Its strategic position as a sounding board for top management and facilitator and change agent in the restructuring and transformation processes of the company is equally balanced with its role as an important partner for employees. “Thus, the HRM function positions itself in two ways: as the architect of new organizational structures and work systems, and as a coach in management development processes and companion of employees in turnaround processes” (Van Marrewijk & Timmers, 2003, p.174) ...Download file to see next pagesRead More
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