Why We Hate Hr?

Human resource departments today have a more distinct, calculated position within organizations, and human resource strategy influences the bottom line. “One of the challenges for HR leaders is convincing executive leadership teams that human capital is one of the most important resources in which the company can invest” (Mayhew, 2014, p.). Subsequently, “this return on investment is an essential part of the argument for including HR as part of an overall business strategy” (Mayhew, 2014, p.). Human resource departments utilize the information given to them from company executives and leaders, coupled with their respective expertise on all things personnel, and they plan and implement staffing concerns for the betterment of the organization. From preparing job analysis, to comparing inventory and forecasting, it is the responsibility of human resources to consider the objectives of an organization and fulfill those goals while operating the specific planning relative to HR.

Martell and Carroll (1995) stated that there are two types of human resources: strategic and operative. They went on to describe four characteristics of human resource initiatives: (1) They are long-term oriented; (2) They are connected with the corporate strategies; (3) They are connected with the organizational performance; and (4) The line managers are involved in the details of decisions regarding human resource management. Too often, both operations managers and human resource mangers forget that they are working toward the same goal. Often, human resources will adopt policies and procedures that are hard for line managers to implement, and line managers expect human resources to have an inherent understanding of the processes taking place on the plant floor. The relationship between the best human resource practices and organizational performance must always

Upon the first read of Hammonds’ “shot heard ‘round the world” article, one would consider it to be a poignantly appropriate article that calls the polarizing function of Human Resources to the carpet. However, a second or third reading of the article, Hammonds’ extraordinary words begin to show their flaws. Given the subjective nature of HR, it wouldn’t be difficult to muster up some relevant anecdotes that support his argument. So let’s skip the fancy rhetoric and call Hammonds’ article for what it is, lazy; and here’s why.

Jennifer explained to me the basic role of the human resources department of an organization or corporation. I learned that it’s one of the most important aspects of a business, because they are the ones who make sure all of the other departments are running as efficient as possible. Helping with the hiring process of new employees is something I didn’t know HR is a part of, and they help hiring managers find the best possible candidates and make sure everything is in place for their future employment. Jennifer also informed me that the role of HR is constantly changing, and the old stereotypes of HR being the ‘sticklers’ or the ‘mean people’ is slowly changing. Human resources’ job is to follow and enforce the rules of the government and corporation, and that’s why they were always portrayed negatively.

The Issue here we are addressing in this assignment bellow is the problems of Human Resource Management, the author here has through the topic “Why we hate HR?”

Human resource management has gained atmost importance in the past few years. Studies have found that there is a relationship between human resources of an organization and performance. From an era of slaves to an era of knowledge resources, People have been regarded differently throughout the years. People are now considered to be energy resources which are directly responsible for the effective working of the organization. An organization with good human resources and its effective management forms an effective organization.

Human Resource hasn’t always been the hot topic like it is in today’s discussions on better performance management systems. Human resource has always been limitedly considered as the mere workforce that strictly follows the company’s mission and readily falls in compliance with the management’s decisions. That has always been the idea until recently, with gradual advancement in business studies, when effective HR management is considered probably the foremost contributing element towards increased overall productivity of an organization. A well-formed, well thought out and thoroughly connected HR policy that is structured as a self-empowered mechanism that digs deep getting to know about the issues and concerns of the common employee, addresses those concerns with the utmost hospitality and sets up checks and balancing systems to foresee any mishaps, communication gaps and other problems that might erode the relationship between the management and human resource in the future.

Within this article the author explains about two elements dealing with the Human Resource department within a company. These two elements are whether HR is indispensible or obsolete for companies.

The human resource (HR) in an organization deals with the day to day operations of the human resources department. The HR department deals with business law, compensation, employee relations, benefits, medical and the like. HR focuses on whom the organization hires, whom the organization fires and remediation to employees who need discipline and retooling to continue their employment. The functions of the HR department in my organization include: recruiting and retaining talent, performance management and compensation, employee benefits, recruitment and staffing and employee rights and safety. In spite of the turbulent environment facing the healthcare industry today, my organization has however proven its effectiveness in performance measures however, improvement is needed in the areas of defining and aligning organizational purpose, creating organizational alignment and accurately measuring the right things. In rating this department, there are questions regarding the organization’s strategic process that will be examine below. Recommendations will include creating an organizational culture where trust, open communication, and fairness are emphasized and demonstrated. Providing employees with opportunities for career advancement, offering a higher total rewards package than other organizations that compete for the same talent.

Thesis: This report will offer insights into the challenging field of a Human Resource Manager.

Two extreme theoretical approaches to HRM are instrumental (hard) and humanistic (soft). Instrumental HRM stresses the rational, quantitative and strategic aspects of managing human resources. Performance improvement and improved competitive advantage are highlighted. Humanistic HRM recognises the need for the integration of HR policies and practices with the organisation’s strategic objectives, but places emphasis on employee development, collaboration, participation, trust and informed choice.

This essay will discuss and analyse Strategic Human Resource strategies and how these strategies impact on an organization 's performance and how literature supports or dispels these claims. This essay will focus specifically on High Performance Work Systems and how they impact the organisation and also the individual employee as “The proponents of Strategic human resource management make bold claims about its relevance to and its positive impact on organisational performance.” This essay will discuss those bold claims and determine how positive it is for the organisation’s performance.

Human resources managers can also teach employees how to deal with different behaviors amongst each other. Human resources conducts needs assessments for the organization’s current workforce to determine the type of skills training and employee development necessary for improving skills and qualifications. Companies in the beginning or growth phases can benefit from classifying training needs for existing staff. It’s much less expensive than the cost to hire additional staff or more qualified candidates. In addition, it’s a strategy that also can reduce turnover and improve employee retention. Human resources specialists usually are charged with the responsibility of determining the level of employee satisfaction, often an confusing measurement at best. With carefully designed employee surveys, focus groups and an exit interview strategy, human resources determines what underlies employee dissatisfaction and addresses those issues to motivate employees. The cost to hire new or replacement workers, including training and ramp-up time, can be excessive for employers, especially small businesses. With a well-constructed recruitment and selection process, the human resources function can minimize expenses regarding advertising job postings, training new employees and enrolling new

As a human resource manager, there is a duty to manage workforce productivity. This adds on to the normal workload and responsibility of a human resource manager but is needed for optimizing the return on investment for the organizations’ labor expense. When looking at any organizations’ human resource department the main purpose is its effectiveness both in staff and in business. In order to be effective, most human resource managers first must develop an effective professional. That begins with the hiring process, great leadership and clear goals. High-performing employees are the foundation of productivity (Sullivan, 2011). To make a decent return on workforce investments, human resource managers must hire and retain employees, set direction and execute those directions. If the manager’s goals of the organization are clear and communicated the employees will be more motivated and focused because an unclear mission will result in a lack of focus and a low level of engagement and commitment toward achieving it (Sullivan, 2011).

This review will examine the problems that HR managers go through as they source for the best talent and skills in the market to enable them push the company to higher heights. Literature on the same is abundant, and HR managers have themselves to blame if they do not take advantage of the available information to better their resources.