Situational assessment is yet another common practice of the human resource departments. It involves a continuous evaluation of the current performance levels of an organization to establish existing gaps between the current performance and its desired performance levels using the gap analysis. In case any gap is identified, the human resource departments implement policies as well as procedures that can address the issues concerned. The study examines a comparison of the revolution of Human Resource from Personnel Management, analyzes the objectives of HR as well as its contribution to the organization, how HR enhance the manner in which organization hire, fire, administer benefits and improve the internal and external communication of an organization as well as how it improves its competitiveness (Hyde 112).
The functions of the HR department are persistent throughout the organization. For example, Line managers, in general take most of their time on human resource activities including hiring, evaluating, firing as well as scheduling employees. Specialists within the Human Resource Management department provide organizations with activities such as staffing and maintaining effective workforce. Therefore, HRM is responsible for work design and job analysis in addition to training and development, compensation, team-building, recruiting of employees, performance management through appraisal, employee health and safety issues, and developing some valid methods used in selecting staff.
It is important to note that HRM department offers the tools, data and processes utilized by the line managers in their tasks of human resource management within the organization (Ulrich 308). Recruitment technique innovation of HR departments to hire most suitable candidates for the job Given the sensitive nature of the human relations and the functions which HRM departments must execute, discretion is considered a crucial element to the field of human resource management. It is apparent that management of organizational performance involves tough decision-making processes such as deciding on who to let go, promote or hire.
This indicates that recruitment and selection is the key process followed by the human resource departments to attract qualified individuals for a vacant position in the organization (Hyde 69). HR departments consider the processing of hiring Personnel as the best way to find the right employee not only for the present needs of the organization but also as an asset to the future business needs. Through the process of determining the behavior, various attitudes and skills of the respective applicants, recruiters in the HR departments prepare various questions to be used for interviewing the best people that can provide competent services for organizational effectiveness.
However, every organization looks for excellent employees who can help in the successful organizational effectiveness not only to be used in the present but also in the future for its sustained competiveness. This calls for the management of HR departments to focus on both the employer’s work ethics and respect all the employees irrespective of their personal or economic status in life (Wofford 138). Through the human-relation management policy, HR departments find it easy to monitor and adjust to the market changes as well as recruit for specific talents needed for organizational effectiveness.
Therefore, organizations through their HR departments develop wider network s of the staffing businesses so as to meet their needs. This helps to avoid conflicts between the HR department and the purchasing department in cases where the factor is price reduction and not the real evaluation of human quality. Organizations also apply innovative approaches to the recruitment process to ensure that every step to recruit’ is well utilized. The management of HR departments may decide to adopt some direct hiring strategies, perform alongside agencies, or implement a preferred supplier appraisal.
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