Human Resources Management - Essay Example

Human Resources Management Keon Dannell Miller HRMT 407 American Military Marlene Weaver Human resource management refers to the process of hiring, training and developing employees so that they become more valuable to the business entity. It involves conducting job analysis, planning for personnel needs based on deficits identified, meritocratic recruitment of personnel that ensures right people are hired for the right positions, orienting and training new and existing human resource, managing remunerations, personnel motivations, evaluating performance and resolving workplace disputes for the smooth running of the company activities (Mathis & Jackson, 2008).

Due to the diverse nature of the roles played by the human resources department of any organizations the unit could consist of several individuals based on their career roles. Recruiting and placement manager are in charge of sourcing for the right candidates to serve in the organization (Mathis & Jackson, 2008). This is mainly done through advertising for available positions, conducting the selection process through interviewing and making an employment decision based on the evaluation of shortlisted candidates (Mathis & Jackson, 2008).

A development and training specialist are in charge of orientation for new employees in the roles, they are expected to play in the organization. They also analyze employee performance to identify any deficits. The feedback obtained in applied in planning, coordinating and conducting training for capacity building (Mathis & Jackson, 2008). A career as a compensation and benefits specialist involves providing legal information to employees and the company on labor organization regulations in terms of employee remunerations, benefits offered, and compensations recommended.

They are in charge of wages and salaries administration. Strategic planning based on company performance and growth projections is done to evaluate the ability of available resources to sustain the set targets. Health, safety and security specialist ensures that the HR department is informed of current employee working conditions in the organization and possible improvement to create an environment that motivate optimal productivity (Mathis & Jackson, 2008).For effective performance of the HR department, a strategic plan is essential since it links the HR management to the organization overall strategic planning (Armstrong, 2011).

It guides future decisions in integrating HR strategies towards meeting the organization mission and vision while sustaining the needs of employees and other stakeholders (Armstrong, 2011). This plan ensures factoring HR activities into the operating budget. Developing the plan starts by assessing capacity. Staff knowledge, skills and abilities should be evaluated. An inventory is developed for every employee to fill their educational qualifications, professional skill, recreational and volunteer activities (Armstrong, 2011).

Conducting a realistic forecasting of future HR requirements should be based on organization goals such as growth targets. This defines the appropriate staff capacity and job descriptions that guide recruitment of right persons for right responsibilities at the right time. Gap analysis of skill deficit in the organization should be incorporated in development of a HR strategic plan (Armstrong, 2011).Strategic plan implementation involves actual activities that role out the recruitment strategy to fill up deficits aligned with the change they are expected to implement in the business.

Providing current staff with development opportunities to prepare them for different responsibilities in the organization can be done through training and capacity building workshops (Rothwell & Kazanas, 2003). Method preferred should be cost effective based on balance budgetary consideration. Collaboration with other organization in the same line of business would reduce cost of employee training and allowing employees to visit other organizations for bench marking to gain skills and insight.

Service outsourcing on short term basis is an appropriate strategy when those services are required for a limited period (Rothwell & Kazanas, 2003).ReferencesArmstrong M, (2011). Handbook of Strategic Human Resource Management. Philadelphia: Kogan Page Publishers.Mathis R.L & Jackson J.H. (2008). Human Resource Management. Ohio: Cengage Learning Rothwell WJ & Kazanas H.C, (2003). Planning and Managing Human Resources: Strategic Planning for Personnel Management. Massachusetts: Human Resource Development.

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