Human Resource Management and Its Importance to Businesses Today
Rhonda S. Culvahouse
Human Resource Management and Its Importance to Businesses Today
MGT 445 Human Resource Management
Professor Robert Borger
June 4, 2009
Human Resource Management and Its Importance to Businesses Today
Introduction
In order to understand what Human Resource Management is, one must understand what a resource is. Resources are assets that one has access to, and therefore, can rely on. In our own personal lives we rely on resources of various types such as our money, our vehicles, and our families, all of which are personal resources. Businesses also rely on assets such as money, equipment, and personnel or employees in order to be successful. Therefore, Human Resource Management (HRM) is the management of a business’s employees. HRM is handled differently by every business with larger businesses utilizing an entire department dedicated to this function; however, smaller businesses may combine their HRM functions with other tasks of the company. One definition of HRM that I found quite fitting is: “Human Resource Management is the function performed in organizations that facilitates the most effective use of people (employees) to achieve organizational and individual goals” (Ivancevich, 2010, p. 4). (I like this introduction. Your writing is clear and concise.)
So, the question arises – Why is HRM so important to businesses today and which human resource management task(s) is the most important to an organization’s success? For organizations today to be effective there are three elements that are critical: “(1) mission and strategy, (2) organizational structure, and (3) HRM” (p. 9). Thus, HRM plays a major role in everyday business practices and in the effective use of personnel or employees of the company. “Every business issue has HR implications” (p. 11; Rendero, 1990, p. 24). There are a variety of HR areas in every organization, no matter the size, from laws put into place by our federal and state governments to
Human Resource Management and Its Importance to Businesses Today
MGT 445 Human Resource Management
Professor Robert Borger
June 4, 2009
Human Resource Management and Its Importance to Businesses Today
Introduction
In order to understand what Human Resource Management is, one must understand what a resource is. Resources are assets that one has access to, and therefore, can rely on. In our own personal lives we rely on resources of various types such as our money, our vehicles, and our families, all of which are personal resources. Businesses also rely on assets such as money, equipment, and personnel or employees in order to be successful. Therefore, Human Resource Management (HRM) is the management of a business’s employees. HRM is handled differently by every business with larger businesses utilizing an entire department dedicated to this function; however, smaller businesses may combine their HRM functions with other tasks of the company. One definition of HRM that I found quite fitting is: “Human Resource Management is the function performed in organizations that facilitates the most effective use of people (employees) to achieve organizational and individual goals” (Ivancevich, 2010, p. 4). (I like this introduction. Your writing is clear and concise.)
So, the question arises – Why is HRM so important to businesses today and which human resource management task(s) is the most important to an organization’s success? For organizations today to be effective there are three elements that are critical: “(1) mission and strategy, (2) organizational structure, and (3) HRM” (p. 9). Thus, HRM plays a major role in everyday business practices and in the effective use of personnel or employees of the company. “Every business issue has HR implications” (p. 11; Rendero, 1990, p. 24). There are a variety of HR areas in every organization, no matter the size, from laws put into place by our federal and state governments to
References: (Anonymous, 2007, Aug. 10, Making Training and Development Work – a Best Practice Guide, Business Wire. Retrieved on May 19, 2009 from ProQuest (DOI: 1318173111). Breaugh, J. (1994), Recruitment: Science and Practice, Boston: Kent. Ivancevich, J. (2010), Human Resource Management, 11th Edition, New York: McGraw-Hill Companies, Inc. Johnson v. Transportation Agency, 480 U.S. 616 (1987), Paton, N. (2008), Accentuate the positive, Personnel Today, p. 20. Racine, T., 2009, May 5,. Strategic Planning Notes, KCSL. Rendero, T. (1990, Aug.) HR Panel Takes a Look Ahead, Personnel, p. 24). United States Steelworkers of America v. Weber, 433 U.S. 193 (1979).