Introduction to Human Resource Management
Human resource management (HRM) is the policies, practices, and systems that influence employee’s behavior, attitudes, and performance (Noe, Hollenbeck, Gerhart and Wright, 2011). HRM practices should support the organization’s business strategy by analyzing work and designing jobs, determining how many employees with specific knowledge and skills are needed through the human resource planning process, attracting potential employees by recruiting, choosing employees by using the selection process, teaching employees how to perform their jobs and preparing them for the future in the training and development process, evaluating their performance by using the performance appraisal, rewarding employees in the compensation process, and creating a positive work environment (Steen, Noe, Hollenbeck, Gerhart and Wright, 2009). According to Williamson, Colvin and McDonald (2012) the management of the people and the staff policies and practice that enable an organization to carry out its work. This affects staff from the moment an individual contacts the organization in response to a job advertisement, to the time they leave the organization. HRM is about enabling staff to use their qualities in order to fulfill their role and contribute to the organization’s mission and purpose (Williamson, Colvin and McDonald, 2012). Moreover, HRM is the management of people who have a strategic importance on the success of the enterprise (Uyar and Deniz, 2012) .
Importance of Human Resources Management
According to Jackson, Schuler and Werner (2009) managing human resources effectively including the activities that organizations will influence the competencies, behaviors, and motivations of all the people who work for them. It is because the competencies, behaviors, and motivations of employees influence profitability, customer satisfaction, and a variety of other important measures of organizational effectiveness, managing human resources is a key strategy challenge (Jackson, Schuler and Werner, 2009) .
HRM is critical to the success of organizations because human capital has certain qualities that make it valuable (Noe, Hollenbeck, Gerhart and Wright, 2011). Moreover, if an effective management of human resources is being conduct, it can form the foundation of a high performance work system an organization in which technology, organizational structure, people, and processes all work together to give an organization an advantage in the competitive environment (Noe, Hollenbeck, Gerhart and Wright, 2011) .
If an organization wanted to attract and retain good staff a good HRM needs to be implement (Williamson, Colvin and McDonald, 2012). In addition, a good HRM means that an organization reduces risk to its staff and reputation while at the same can also reduce costs for an organization (Williamson, Colvin and McDonald, 2012) .
Roles of Human Resource Management Department in an Organization
The human resource department provides the necessary support to the managers so that the managers can hire the best talent, training employees, assess performance, and rewarding contribution (Sidin, 2012) .
Analyzing and designing jobs is one of the role of human resource department in an organization. The activities of job analysis is the process of getting a detailed information about jobs and job design that is a process of defining the way work will be performed for the task the job required is conducted (Noe, Hollenbeck, Gerhart, & Wright, 2011).
The next role of human resource management department is recruiting and hiring employees. Recruitment is the process through which an organization seeks for potential employment applicants while selection is the process which an organization attempts to identify applicants with necessary knowledge, skills, abilities, and other characteristics that will help the organization achieve its goals (Noe, Hollenbeck, Gerhart, & Wright, 2011). In...
References: Sidin, J.P. 2012. Principles and Practices of Management.
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