Human Resource Management

Human resources management can be defined as the management of people within the organization.  The organization is made of people who are referred as the human resources and HRM activities are carried to develop skills and motivation (Valentine, Mathis, & Jackson, 2013).  HRM is responsible of ensuring that organization members achieve the set goals and there is a human relation.  HRM has various objectives such as ensuring  that HR are utilized effectively , there  is a well-defined organization structure as well as respect and reconciliation  between employees and employers within the organization (Valentine, Mathis,  & Jackson, 2013).  The following are the roles of HR.

Planning

HR play the role of planning the manpower requirement and it is the responsibility of HR manager to ensure that there is the required number of workers and they all work on the right position. The manager also foresees the organizational changes and provides control measures (Valentine, Mathis, & Jackson, 2013).

Job analysis

The role of HR is to analyze the pertinent information of a specific job. The manager analyses the type of skills and level of knowledge required   to execute a specific job.  Job analysis is done by job description where the manager provides a written record of specific job and duties.  It is also done through specification where the manager provides a written record with personal characteristic and human qualities for specific job (Valentine, Mathis, & Jackson, 2013). Last, job analysis is done through job design and in this process; job is structured in terms of technical efficiency, method used and systems.

Performance appraisal

This is a role played by HR where a manager evaluates employee behaviors in terms of quantitative and qualitative. It is done for the purpose of decision making, merit rating and improving relations within the organization members (Valentine, Mathis, & Jackson, 2013).

 

The HR roles are changing in 2016 in that the technological changes are increasing rapidly and they are advancing the business operations.  Technological changes are occurring in production, marketing and management and the planning role is requiring effective recruitment and   high level of skills (Paauwe, Guest & Wright, 2013).  Duties are being distributed in a different way since planning is requiring systems concepts and legislative control. In the role of job analysis, change is being noticed in that there is new job evaluation approach and the change is as a result of job change, legal challenges, rise in productivity and decentralization of organization (Paauwe, Guest & Wright, 2013).  The technology is changing job rapidly and new ways of getting job information is used since both employees and employers want to know the status of job. Last, there is a change in performance appraisal since it has been noticed that performance appraisal helps the organization in meeting its goals.  Managers have confirmed that the role is wide-ranging and it must ensure a well-defined culture, structure, leadership, system and fulfillment of psychological needs (Paauwe, Guest & Wright, 2013). This will influence the performance   and they will compete so that they can get reward during performance appraisal.

Strategic importance of HRM

 HRM is strategic important in that it acts as a decision making tool by planning and setting project proposals.  Managers use strategic ways in deciding the priorities in different projects.  It implements policies and programs which managers use in setting business operations.  HR strategy builds team of HR and people set common goals, sets vision and provide solutions to organization problems.  HR strategy increases productivity through innovation and workers are prepared with respect to the organizational changes (Paauwe, Guest & Wright, 2013). It offers strategic way of selection and organization employs skilled workers. HR strategies helps organization to motivate workers thereby influences performance and meets organization goal.

Reasons why managing the human resources is a challenge

Competition is a factor which makes the management a challenge in that there are many multinational organizations and there is a technological advance. Due to the competitive nature, organizations are forced to reduce costs and use international outsourcing in order to maintain its competitive edge in the global market.  Organizations are reducing workforce and struggling to retain employees thereby causing turnover, increase workload and lack of employee loyalty (Paauwe, Guest & Wright, 2013).  Other challenge is on human relations management and there is a high growth of rivalries due to industrial unrest.  Industrials holds political affiliations and this creates problems in managing HR. Workers and consumers are holding high education level and this is a challenge to managers as the government is eliminating illiteracy (Paauwe, Guest & Wright, 2013).

 

 

 

Reference

Valentine, S., Mathis, R. L., & Jackson, J. H. (2013). Human resource management.

Paauwe, J., Guest, D., & Wright, P. M. (2013). HRM and performance: Achievements and challenges.

Chichester, West Sussex: Wiley.