Introduction
Human Resources Management
Human resource management is the deliberate and logical approach to the running of organizations most important asset-the persons who work for it and who independently and collectively make a contribution to the attainment of the organization’s aims. Human resources are a term that describes the persons who form the staff of an organization. Human resources are also the name of the department in an organization tasked with the overall duty of realizing the plans and procedures which relate to the organizing of individuals who work for it. It refers to the personnel capacity available in an organization dedicated to accomplishing its aims. Human resources management, therefore, means hiring people, enhancing their abilities, utilizing, retaining and compensating them for their services in line with the work and requirements of the organization (Armstrong, 2006).
Explanation
The human resource management department functions in addition to motivation, recruitment, maintenance, and retention of staff include ensuring compliance with the legal framework that concerns employees, administer benefits and handle conflict within the organization. Recruitment involves job analysis, the formation of job descriptions, interviewing and assessing personnel needs of an organization. Human resources management is responsible for employee benefit plans and their management. Benefits include vacations, medical plans, bonuses, training, and pension management. The department also ensures compliance with employment laws and standards. These laws relate to discrimination, minimum wages, safety, and harassment. This is done with the ultimate aim of minimizing liability and litigation resulting from claims. The human resource management department is also an avenue used by staff to lodge complaints, suggest improvements and praise the working the environment or their interactions with supervisors. (Borade,2010)
Human resource management strategies are the tactics the organization has for supervising staff, ethos, organizational structure, advancement and for deciding how individuals match your organization’s plan for the future. First and most important is deciding the kind of people who are required to work in an organization. The human resource management department needs to find out the character traits of personnel that is required to assist the organization to achieve its overall aims.
Another component of the strategy is the organization’s programs in addition to training and retraining programs, the organization should plan employee retention strategies which include bonus structures and opportunities for future promotion. It is also important to determine the organization’s ethos and whether its culture is beneficial or detrimental to achieving its aims. Strategy related to structure involves job descriptions and administrative structures. Another important component of the human resource management strategy is the advancement of the organization in the long run (accel-team.com).
Conclusion
Some of the new trends in the field of human resource management include enterprise feedback management. It is a structure of processes and software that enable organizations to interact and create a dialogue with employees, partners, and clients regarding important issues and concerns relating to the organization (Tas and Sunder,2004).The I.S.O. (International Organization for Standardization) 9000 family of standards relating to quality management systems specifies the role of the human resource management department in the overall product quality outcome. Business process outsourcing is another trend that involves organizations concentrating on core functions and contracting other specific functions and processes to a third party service provider. (Tas and Sunder,2004)
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