Explain The Key Functional Areas Of Human Resource Management

Human Resource Management (HRM) is all about balancing the organization’s people and processes to the best to achieve the goals and the strategies of the organization, as well as the goals and the needs of employees. The main role of an HR manager is to fulfil the integrating business operations and strategies across a wide array of culture, products, and ideas, while effectively delegating work among human resource specialist and line management. There are many key functions of a HR manager to the organization. Some of the key functions of a HR manager are

Human resources management is a business department and function that has the strategic approach to the management of the company’s employees. Armstrong (2006, p.3) defines HRM as ‘a strategic and coherent approach to the management of an organisation’s most valuable assets – the people working there who individually and collectively contribute to the achievement of it objectives.’ The HR business function provides an organisation with administrative support regarding the laws and legislation of

​The key functional areas of Human Resources Management are: analysis and design of work, recruitment and selection, training and development, compensation and

Human Resource Management (HRM) are activities managers perform to plan for attracting, develop, and retain a productive workforce (Kinicki & Williams, 2016). The role of human resource management is to prepare, develop, and administer policies and program designed to make expeditious use of an organization human resources. Part of control which is concerned with the people at work and with their relationship within an enterprise. HRM have their hands full; they have to face employees daily with a complaint, write-ups and sadly terminating of the worker. All areas of HRM such as, staffing, orientation, training, development, pay wages benefits are all significant parts that are dealt with daily. Human resource management presents itself as

Today, the human resource has developed more than those functions. HRM needs to launch and maintain cordial relations between management and the employees (Bhatt, 2014, para.1). It needs to design a system that not only protects employees’ benefits but also preserve their legal rights. Also, it needs to help workers in managing their career plans by providing them proper and accurate training and guidance (Bhatt, 2014, Objectives of HRM section, para.1). It needs to construct and endorse ground-breaking cultures and beliefs that help in the growth and success of the

Human Resource Management (HRM) is a relatively new approach to managing people in any organization. It is concerned with the people dimension in management of an organization since people are considered the key resource in this approach. An organization is a body of people, their development of skills, their motivation for higher levels of attainment, their levels of commitment are all relevant activities.

Managing human resources helps health care organizations to be effective. Human resource management (HRM) functions involve the recruitment, placement, evaluation, compensation and development of the employees of an organization. Human resource management incorporates various functions. The primary function of HRM is to increase the effectiveness and contribution of employees in the attainment of the goals and objectives of the organization.

Human Resource Management (HRM) is the terminology used to illustrate formal systems devised for the management of people within an organization. It is the method of managing an organization or company that is directly related to the employees of that particular organization. The success of a business often rely heavily on the performance of managing human resource. Maximizing the desires and benefits of an organization and helping a business grow by rewarding employees to help motivate and push them in their performance is one of the main aim of HRM. By doing this, it will have a positive impact on both the company and it’s entire organization.

Effective Human Resources Management (HRM) plays a major role in ensuring that an organization will survive and prosper. The HRM facilitates the most effective use of people or employees to achieve organizational and individual goals. The HRM consists of numerous activities which include, equal employment opportunity (EEO) compliance, job analysis, human resource planning, the recruitment, selection, motivation, and orientation of employees, performance evaluation and compensation, the training and development of employees, labor relations, and the safety,

People who are engaged in the management of human resources develop and work thought an integrated human resource management system. Five functional areas are associated with effective human resource management system: staffing, human resource development, compensation, safety and health, and employee and labor relations.

HRM is typically seen as comprising a range of practices, spanning the acquisition of employees, employee development, and employee retention (Stone & Meltz, 1993). Quresh, et al (2010) quoted that human resource management is linked with all the managerial functions involved in planning for recruiting, selecting, developing, utilising, rewarding, and maximising the potential of the human resources in an organisation. Job satisfaction, morale, optimism, and turnover are key drivers of organisational performance (Becker & Gerhart, 1996).

One type of training can involve teaching an employee how to operate a machine or to learn certain skill sets that are part of a smaller focus in the training process. This localized and short-term developmental training process can help increase productivity for the employee within a certain field of focus. The focus on employee development typically involves the short-term training for specific tasks or operational procedures that can benefit the production output of the company. In many cases, employee training might simply involve smaller training procedures, such as learning how to operate a machine or perform a certain function in a departmental setting. HR personnel can effectively train the employee to understand the specific expectations of performance, which need to be enacted. In a different mode, another type of employee development might be to train a talented employee to become a manger, which would entail utilizing a “career development” strategy to educate and teach the individual managerial skills. These skill sets provide a broader and more long-term training that defines a leadership style of training. For instance, an HR trainer might view a particular employee as being able to grasp leadership skills, which go outside of their specific training in a specific field of development.

Human Resources Manager (HRM) has a role in which they “efficiently achieve the objectives of the organization with and through the people. To achieve its objective, management typically requires the coordination of several vital components, called functions” (DeCenzo, Robbins, & Verhulst, 2013). These functions are what were discussed last week, with the four identified as planning, organizing, leading and controlling. The reason HRM is vital is to ensure the success of the business is partly because of employee satisfaction, motivated productivity and proper feedback is given both ways between managers and employees. This is where you come in to ensure employers are conducting business is a safe and ethical manner as well as ensuring employees are following proper procedures in the workforce. The role of an HRM to the workforce, one will come across situations where the need to know how to react, both legally and ethically. With all of this said, the overall goal of the HRM is to attract, train and keep good employees; keeping turnover rate low and subject matter experts employed.

Most workers are only absent from work for genuine reasons such as injury or sickness, every company has problems with people who take time off for no particular valid reason. A high level of absenteeism is not only extremely costly to employers but it can cause trouble to the rest staff. Many people has been undertaken research, looking into reason of absenteeism and they found out the main reason that people take time off in work is because high stress level. Absenteeism can be also cause because workers are not motivated enough. One of the best ways of reducing staff absenteeism is by changing the environment in which the company operates. Employers need to find out what the problem is and reason for absenteeism, and investigate. They have to see the level of the staff absenteeism such as personal problems or injury’s. employers should motivate their staff

People. The main function in which human resource management is based around is assisting, confronting, helping and managing people, i.e. employees and sometimes the customers. Human resource management can be defined in many different ways but from my readings of different sources, I can now see that the primary function of HR management is conversing with people.