Chantal A. Belaire
University of Phoenix
Human Resource Management
According to (Rioux, Ph.D. et al., 2011, p. 4), “Companies should involve the human resources department in developing and implementing both business and people strategies. This type of partnership is necessary if an organization wants to change potentially inaccurate perceptions of HR and reiterate the HR function’s purpose and importance throughout its global environment”.
Human Resource Roles and Responsibilities
Human Resource Management (HRM) is defined as the capacity within an organization that concentrates on hiring, managing, and providing direction for the individuals who are employed in that organization. Primarily, HRM is the organizational function that handles issues related to individuals such as hiring, performance, compensation, wellness and safety, organizational development and training, communication, and administration. Effective HRM results in accomplishing the organization’s goals and objectives by enabling employees to contribute effectively and productively to the overall company’s direction (Heathfield, 2011).
When it comes to business, more and more organizations are in business across geographic and cultural boundaries. Many are lagging behind in promoting the HRM policies and services that keeps up with globalization. The HRM faces many challenges within the globalization process. A practice needs to be created that will regularly apply in different locations while also maintaining the different local cultures and practices. In order to meet this challenge, the human resource function needs to exist as a strategic business partner, not as an administrative service (Rioux, Ph.D., Bernthal, Ph.D., & Wellins, Ph.D., 2011).
According to (Rioux, Ph.D. et al., 2011, p. 4), “Companies should involve the human resources department in developing and implementing both... [continues]
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