The Core Functions Of Human Resource Management

The primary function of human resources management is to increase the effectiveness and the contribution of employees, which are in alignment with the organizations goals and objectives. With in human resources management, there are many components or pieces of the puzzle that allow human resources management to exist. Such pieces of the puzzle include, equal employment opportunity, affirmative action, human resources planning, recruitment, selection, development, compensation, benefits, safety, health and benefits. Each of which will be discussed. In human resource management,

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

Wright and McMahan (1994) define strategic HRM as “the pattern of planned Human Resource deployments and activities intended to enable the organisation to achieve its goals.” A HR function should impact the success of an organisation; a policy must remain current and suitable to both the internal and external environment. Ulrich and Lake (1990) affirm, ‘HRM systems can be the source of organisational capabilities that allow organisations to learn and capitalise on new opportunities.’

This summary paper provides a full description and analysis of the Human Resource Management (HRM) function. Included in this paper are key topics discussed in this module: the basic functions of Human Resource Management: planning and forecasting human resource requirements, recruitment and selection, appraisal, evaluation and employee motivation. Additionally, this paper addresses employee quality of life and productivity programs and improving the physical work environment. The relationships between successful business and Human Resource Management are examined as well as how Human Resource Management strategies can be incorporated into business strategies to improve profit.

The three key functions of the human resource management (HR) department that support the health care field the most are: motivating healthcare employees, demographic and diversity trends, and information systems in the field. (ncbi.nlm.nih) If an organization is unable to provide a work environment that motivates its staff to perform to their maximum potential, staff will gravitate to another organization. Healthcare organizations must value their staff by providing professional training opportunities that allow for professional growth and advancement within the organization. Employees must be valued for their training, talents, and motivation when productivity and performance improve. If employees feel they are a valued partner in

Human resources is considered key within the business, job roles consisting of recruiting employees so that the business can function and operative payments and other employee procedures. Therefor without these imperative duties businesses would have difficulties creating a respectable operational environment for the employees. In addition human resources is key for businesses to acquire results so that the company is always moving forward within different markets “human resources is accountable for a number of key results areas and management competencies” (John H. McConnell, 2011)

Human Resource Management is one of the most impornant issue in the company. This is the integration of all processes and systems which ensure staff are developed within an organization. HRM includes training, providing benefits, resolving disputes, communicating with all employees in an organization. Human Resources Management is the process of tof example planning, assessment of employees, motivating, attracting. It covers area like workforce planning, performance management, development, recruitment and selection. In this essay I focus on those two processes – recruitment and selection and also attracting employees. Recruitment and selection processes are the core functions of HRM because here decisions are made who will be hired to the company and it is so important to choose the best people.

Today 's fast-paced, competitive business environment has resulted in "rediscovery" of the human resource management function as a group that may be able to enhance firm competitiveness and performance by being "strategic" (Dyer & Kochan, 1995; Ulrich, 1997). Strategic Human Resource Management is a term describing an integrated approach to the development of Human Resource Strategy that will enable the organization to achieve its goals (Armstrong, 2005). Whiles strategy is an action that managers take to attain one or more of the organization’s goals. Strategy presents a general direction set for the company and its various components to achieve a desired state in the future. This results from the detailed

To ensure a high probability of success in the implementation of strategic human resource management, the HRM function needs to be truly strategic in its orientation.

To ensure a high probability of success in the implementation of strategic human resource management, the HRM function needs to be truly strategic in its orientation.

Strategic human resource management is best defined in line with the original concept of strategic, integrated and coherent approach to employment, development and well being of the people/ personnel working within the organisation ( Armstrong M. , 2012). Boxhall and Purcell (2003) describe HRM as all those

The world of organizations in the past few years is turning more and more attention to human resources, since the quality and skills of the latter are a real competitive advantage for companies operating in all sectors.

beginning of 1990s, it has been accepted that in order to improve business performance and develop

The economic environment in nowadays dynamic, it is fairly important for organisations and managers to recognise the curtail of Human Resource Management. It is clear that Human Resource Management (HRM) has become one of the most recommend management strategy in the modern business (Leopold and Harris, 2009). Human Resource Management is a technique process of managing people in the workplace to enable and enhance organization performance (Leopold and Harris, 2009). This theory involved the responsible to attracting, selecting, training and managing people which make employees become more valuable to the organisations. It invests effect in learning and development at work. Also to communicate with all employees at each level to reward successful employee relations (Wilton, 2011). Human Resource Management plays a very important role in the operation strategy and management concerns in work organisations of all kinds (Leopold and Harris, 2009). In aim to justify this statement by evaluate the benefit and importance of Human Resource Management in contemporary work organisations. This essay will focus on analysis the advantages of use Human Resource Management in business also underline by explain more detail about the different HRM strategy brings benefits and give competitive advantages impact to the organisation success. Then summarise by a general conclusion on the importance of HRM in contemporary work organisations.

Primary function human resource management can divide into primary and secondary function primary function is directly involved with obtaining, maintaining and developing employee. Primary function included human resource planning, equal employment opportunity, staffing, recruitment, and selection.