Essay about The Importance Of Human Resources

Is Human Resources important? Should it be done away with altogether? Dr. Dave Ulrich gives his take on the topic in his article, “A New Mandate for Human Resources,” in the Harvard Business Review. This topic is up for debate because of the widespread variance in differing opinions on the matter. HR is the department of a business or organization that deals with the hiring, administration, and training of personnel. In this paper, I plan to summarize and critique Ulrich’s “A New Mandate for Human Resources” for young business majors or those interested in reading this article.

HR is in a position to add value by proper formulation and implementation of these important functions thus supporting organization strategy.

The HR function is responsible for initiatives to drive culture and engagement ensuring that staff are motivated and committed to the organisation achieving their objectives. This is demonstrated through their performance and validated through enhanced teamwork, and also that they are committed to go above what is expected of them to ensure

You will work with your HR colleagues to identify the business values as they evolve and formulate a strategy in line with this. In order for HR to add value in any organisation, the team members of that HR Function must align their goals to that of the organisation. You will work with the HR team to design strong policies and procedures which encourage managers and employees to focus on the growth of the company and maintain the competitive edge.

The human-resources department is responsible for performing HR management. This includes overseeing numerous aspects of employment, such as compliance with labor laws, employee benefits, recruitment and retention just to name a few. According to APHSA (2016), there are four primary functions for which HR is responsible: Executing HR Administrative Functions; Developing Talent; Influencing Culture; and Influencing Direction. By executing HR admin functions the department; builds trust with administration, engages leadership in the development of jobs, recruits, hires, and assist with onboarding new employees. HR develops talent by creating employee development and training opportunities for increased performance as an organization. In utilizing this skill, it can create opportunities for leadership and promotions.

Succession planning can be applied to individual roles and to pools of positions, for which similar skills are required.

In any organization it is important for HR to touch all levels of the organization and to understand the organization’s environment. An organization who values their employees cannot afford having a human resources department that does not function in a strategic partner role. Human resources professionals, in organizations are equipped with the knowledge, skills and abilities to work with talented senior leaders in an organization. They have the ability to successfully partner with each department within an organization to understand the overall business. HR professional can assist in designing strategic plans to balance the needs of the organization, the employees and the stakeholders. HR can help align efforts of the various functions within the organization with the established goals. They can support the organization’s functions by recruiting, developing and retaining company team members who are crucial. HR should be the driver of the organization’s values. They must not only focus on internal tasks but must step outside the box and fully understand the organization as a whole, how it operates, the competition and what could influence the organization's progress. They must be able to handle change, perform environmental scanning, understand outsourcing and processes

Managers want an HR function which understands the workforce and can help balance the organisations employee and business needs. They want a proactive HR function which identifies issues before they happen and works with managers to address them. They would like HR to help them with their most challenging people issues including motivation, change and skills development. An HR function which does not understand the business and the workforce completely loses its value.

In my role as HR, I need to be prepared for the rapid changes in the business environment; organizations are increasingly looking at human resource as a unique asset that can help provide a sustained competitive advantage., I will ensure the HR strategy is in alignment with the business strategy of the company I am responsible for. Obviously, my ultimate goal is to provide a full-fledged effort to ensure the productive and fruitful integration between HR strategy and Business strategy.

This exam has two (2) parts – multiple choice and short answer essay. Circle the correct answers

A manager must recognize the employees with knowledge and skills and encourage them to use their abilities. Organization and managers should recognize their successful business which this success depends on human capital and

Succession planning should be combined with talent reviews to help employees understand their current skills and abilities and the skills and abilities needed for their future career. Succession planning educates employees about the competencies required for different jobs in the organization. This is vital because employees can use this knowledge to create short-term and long-term goals. Management should be conducting talent reviews and succession planning with employees so they can develop goals and strategies to meet these goals (Argosy University Online, 2016).

An organization cannot put together an outstanding team of professionals without good Human Resources department, commonly referred to as “HR”. HR managers focus on a wide range of responsibilities

The objective of the Human Resource Department is to design management systems to ensure human talent is maximized to effectively and efficiently achieve organizational goals. HR has seven functions that are intertwined. These functions are global, environmental, cultural geographic, political, social, legal, economic, and technological. Human resource management has the potential to drastically impact the success and effectiveness of an organization. Human Resources has heavily focused on recordkeeping and paperwork. It has often been considered a clerical and low-level administrative department. In most organizations, Human Resources is looked upon as the employee mediator in the organization. They tend to be the voice of the employee, building company morale and putting out fires involving crisis management. The problems they deal with are both employee work-related and not work-related. HR strives to ensure fair treatment for all employees. They work with varying departments throughout the organization in order to create and implement necessary programs and policies. HR works with equal employment opportunity and other laws, to ensure compliance. They work to fill current job openings by processing applications, interviewing, and training. They answer questions regarding benefits and wages and address safety issues. The expansion of technology and outsourcing have drastically transformed the

What does the future of Human Resources (HR) look like and is your organization prepared to handle those changes? Literature indicates that there is a significant overhaul underway and emerging in the field of HR particularly with respect to its role in the twenty-first century. Forbes contributor Jacob Morgan, interviewed several top human capital HR offices (i.e. Deloitte and Marriott) and concluded the name and function of HR is experiencing an immense transformation. This revolution is requiring Organizations and HR leaders a like to act, respond, and engage like never before. HR has been described in terms of “an approach consisting of four basic functions: 1) staffing, 2) training and development, 3) motivation, and 4) maintenance" (Follis, 2001, p. 38). Your organization 's HR should be preparing to strategically position the organization to excel where it is currently but more importantly where function of HR is headed in the future based on alignment with the organizational elements (i.e. mission, vision, objectives etc.).