Human Resource Management

Introduction

The human resource department of any firm is in charge of handling the organization’s most significant investment: its personnel. Human resource departments are in charge of training, selecting, and hiring new employees. Companies establish strategic goals to decide how a business plan will be carried out. When a company sets strategic objectives, it articulates exactly what it expects to achieve. As a result of their efforts, things will happen. Strategic objectives are commonly defined when a firm applies a new approach.

The function of Human Resources in Organizational Behavior

Because every firm’s top concern is its workers and other staff, the HRM can help a company achieve its strategic goals. It makes little difference if a firm is small or large; all companies, even non-profits, require human resources (Pfeiffer, 2007). The human resource department is responsible for locating and employing qualified candidates for various positions of the job titles supplied by senior executives. After that, the HR department goes through a thorough hiring process that includes: Interviews, testing, and medical exams, among other things, which are all part of the process. The HR department then develops an efficient plan for the continuous improvement of workers.

Here’s how we can say that the leading role of the HR executives and staff is to lead teams and place them in the place at the correct time to help the firm accomplish its strategic goals. Furthermore, an HR manager is a critical aspect of the company’s key development, tied to its vision. This includes their lobbying and interaction with the government. Employee engagement and production have an impact on the firm’s success rate. HR aims to develop the group’s employee Employer connection by fostering effective goal-setting, incentives, interaction, and getting results. The HR Manager’s job includes hiring, educating, supervising, and evaluating the team’s success (Garavan, 2010).

A change manager is essential at every level in the company. If you want to meet the sales goal that has been established, an approach can help. If a new approach has to be adopted, change management is needed. If a business disruption impacts your company, one should adopt the approach through change management. Change Management involves putting rules in place in reaction to a particular situation to accomplish the intended results.

HR may make a difference in achieving corporate goals in the following areas:

• Matching the purpose and aims of the company

Many corporate executives and employees struggle to stay in rhythm with the firm’s underlying ideas, culture, and goals and objectives because they are too focused on increasing profit, gaining more customers, trained staff, and meeting objectives. Your human resources department will benefit from leadership team discussions, previously implemented skills training, and other organizational aspects. Your firm’s purpose and objectives can be communicated with the help of a resultant force or a recruitment firm (Gupta,1993). They can also help you adjust your posture. Employees should be familiar with the work environment, even if their fundamental values appear to be an issue at times. Especially during economic reorganization, HR plays a vital role in reigniting institutional values and beliefs within the business.

• Maintaining a healthy corporate culture.

A good business culture draws new staff and keeps current ones pleased. Workers that are a good fit for the company culture are more likely to love their job and be even more effective. Human resource experts listen closely to how culture influences all workers and make every effort to maintain it. And, because corporate culture shifts as future breed join the company and as it develops, your HR team ought to be aware of this (Pfeiffer, 2003). Everybody’s goals and work ethic should be evaluated regularly. As changes occur, the HR manager has to make sure that the current culture and values align with the aim and strategy. If it’s no longer functioning. New projects to reform the environment and boost employee motivation can be developed if this is the case.

• Converting objectives into personnel requirements

When it comes to paying levels, employment services initiatives, pieces of training, and worker associated benefits, HR professionals can help your company manage costs and stay afloat. They’re also in charge of estimating expenditures and assessing the risks associated with your project’s objectives. Organizations need to focus on achieving future goals with techniques that boost employees’ total performance on an excellent productivity plan to function (Ozkeser, 2019). HR can assist retain talent by offering positive training and engaging work settings that help workers feel more satisfied.

• Results evaluation

To track the firm’s overall productivity, HR should keep track of employees’ performance. Human resource specialists can then utilize the KPI data to improve employee evaluation processes and create reward measures to encourage staff to exceed objectives and aspirations (Yong et al., 2020). This may also help them propose changes to a workplace or a policy. In response to staff concerns, the agency’s procedures will have changed.

• Increasing staff growth

In addition to finding qualified employees, HR is in charge of directing competency evaluations, career terrain, and long-term planning. In addition, your HR department coordinates onboarding and training programs for both existing and new employees. By enhancing personal and team capabilities, you can help your organization achieve and even exceed its business goals and achievement (Davidescu, 2020). They also increase employee satisfaction and engagement, which is crucial for fostering a positive work environment and developing a successful group.

Conclusion

The human resource department is responsible for strategic decision-making such as recruiting, evaluating and educating qualified applicants. They are also changing champions in a company, guaranteeing that change is done correctly. Human resources professionals are more than just job agencies looking for skilled and competent people throughout the year. They’re additionally in charge of retaining top people and implementing a plan of action to unite your company and achieve your objectives. By involving your HR team early in the planning process, you can guarantee that the appropriate programs and policies back your objectives.

Reference List

1. Davidescu, A.A., Apostu, S.A., Paul, A. and Casuneanu, I., 2020. Work flexibility, job satisfaction, and job performance among Romanian employees—Implications for sustainable human resource management. Sustainability, 12(15), p.6086.
2. Garavan, T.N., and McGuire, D., 2010. Human resource development and society: Human resource development’s role in embedding corporate social responsibility, sustainability, and ethics in organizations. Advances in Developing Human Resources, 12(5), pp.487-507.
3. Gupta, A.K. and Singhal, A., 1993. Managing human resources for innovation and creativity. Research-Technology Management, 36(3), pp.41-48.
4. Ozkeser, B., 2019. Impact of training on employee motivation in human resources management. Procedia Computer Science, 158, pp.802-810.
5. Pfeiffer E., Junquera, B. and Ordiz, M., 2003. Organizational culture and human resources in the environmental issue: a literature review. International Journal of Human Resource Management, 14(4), pp.634-656.
6. Pfeiffer, J., 2007. Human resources from an organizational behavior perspective: Some paradoxes explained. Journal of Economic Perspectives, 21(4), pp.115-134.
7. Yong, J.Y., Yusliza, M.Y., Ramayah, T., Chiappetta Jabbour, C.J., Sehnem, S. and Mani, V., 2020. Pathways towards sustainability in manufacturing organizations: Empirical evidence on the role of green human resource management. Business Strategy and the Environment, 29(1), pp.212-228.