Human Resource Management for Organisation - MyAssignmenthelp

Question: Discuss about theHuman Resource Management Practicesfor Organisation. Answer: Introduction Human resource management is a very important department in the organization that facilitates the skilled and talented candidates or resources to the organisation. The workforce is a crucial part of any business which makes it a success and failure in the organisation (Meifert, 2014). Therefore, human resource management is a vital area that should be explored to develop a profound understanding about its significance in the organisation. Furthermore, this research paper explains the role human resource management in ensuring the value added facilities to the organization that helps it in. Human resource management also maintains and retains the employees to improve the productivity and performance of the organisation. Human Resource Management Practices that adds values in an Organisation Every company has a huge value of employees as a resource which is the most valuable asset for the organisation (Baron and Armstrong, 2007). The human resource management is responsible for many of the functions in the organisation. The professionals and experts support in maintaining the workforce in an organisation by motivating and creating a favourable environment for the employees. Not only this, human resource managers are responsible for the encouragement of the employees so that they can improve their performance and help them to understand the organisational culture by sustaining the ethics and high morals. The organisations fundamentals are being managed and well performed by strategic management implemented by the human resource management thatdevelops and build the strong base for functional areas (Banfield and Kay, 2012). It has been found overtime that there is a reflective connection between the people who works in the organisation and performance achieved by the organ isation. The direct link of the performance and employees creates a thoughtful insight on the significant role of the human resource management. Hiring people that can ensure the long term success of the organisation is very important in this context. Furthermore, financial performance of the organisation has a correlation with the motivation and employees engagement in the organisation (Baron and Armstrong, 2007). Along with this, to motivate employees for better performance it needs a driving force such as reward system and appraisal system that helps in encouraging employees for better performance. The skilled and talented employees are asset for the organisation and basis of profitability in the organisation (Mayo, 2016). Thus, it is also important for an organisation to focus on the recruitment and selection process of the organisation. In addition to this, the human resource management is responsible to plan, entice, select, recruit, motivate and retain the high skilled and experienced employees. Experienced employees are very crucial resource of an organisation which supports the company in achieving its goal and objectives with pure dedication and involvement (Mayo, 2016). The decision making process also affects with the engagement of such employees in the internal matters of the company. Apart from this, a flexible and suitable job designing and hiring process is being created by the human resource management which facilitates the organisation with the right employee for the right kind of work. Similarly, hiring process entails various stages such as screening and interv iew process, training and orientation program and introduction of new and exciting compensation program for the employees that help them in motivating and do work with full dedication (Stredwick, 2013). For successful measurement of the employees performance there are certain tools and techniques that are used to evaluate the skill and performance of the employees. Nevertheless, human resource management helps the company by providing legal shield to the organisation and adding value to the image of the company. Human resource managers also have a duty to protect the organisation in case of wrongful lawsuits and discriminations (Andresen and Nowak, 2014). They are accountable in relation to the any legal information or rules and education about law is being articulated among the managers and company executives. The organisational culture is also highly affected by the way human resource management behaves and take care of its employees. Thus, human resource management needs to integrate a hire system that promotes and enhances the credibility and equality in the organisation. Similarly, the role of human resource management becomes crucial when the diversified workforce involved in the organisation and maintaining them without any discrimination and fairness becomes duty of HR managers (Stredwick, 2013). The process of recruitment should also be based on such a manner that no candidate feel like discriminated and targeted. Thus, it is essential for an organisation to manage the diversificati on in the organisation through effective and strong human resource management so that no discrimination claim can be made by any of the employee. The HR strategies also play an imperial role in the assessment of strength and weakness of the organisation along with determination of possible threats and opportunities in the market. The strategic planning of the organisation is also being made by the management of human resource so that according to the requirement workforce can be prepared for the competitive environment. Proper training and development programmes and negotiation on compensation with strategic planning for future expectation has also been facilitated by the human resource management of the organisation. It is responsible to build a strong relationship between the employer and employees by improving the work condition and satisfaction within the employees. Building a strong relationship management helps the organisation in increasing the involvement of employees and en hances the communication efficiently in the organisation. The organisation supports the communication properly which impacts the innovation and creativity level of the organisation (Stredwick, 2013). Besides that, human resource management inspire employees to build a strong skilled and professional expertise for self education purpose as well as for organisation that makes it more convenient for the management to engage employees in organisational operations. The development of employees is being the primary focus for the mangers so that the company have the precious understanding and knowledge resource as workforce that can help the company in growing and expanding around the world (Horton, 2002). Furthermore, human resource management add the positive environment in the organisations culture by catering the needs and requirements of the employees. The employees satisfaction is essential to work with optimum dedication and perform better in the future. Thus training and orientation program also helps the company enhancing the value of the organisation (Andresen and Nowak, 2014). Hence, these basic functions and role of the human resource management provide a valuable support to the organisation that literally helps it in reaching its goals and objectives. Increasing profitability by improving performance of the workforce is proficiently involves various methods that has been executed by the human resource management. Besides this, human resource managements the internal policies and other human resource standard areas are highly influenced by the customers point of view (Andresen and Nowak, 2015). Their performance reviews, reward decision and promotion criterias are often in many cases directly related with the customers remarks. It also enhances the level of economic literacy as mangers emphasis on the skills and knowledge of the employee and makes big decision and policies according to it. The HR department also impacts on the capability of risk taking as it controls the high capabilities to encourage the individuals of the organisations and change the management according to the requirement (Andresen and Nowak, 2015). Lastly, the human resource management develops the principle leaders that encourage employees to operate and function ethically and incorporate the culture of the organisation seriously that lead to long term success. Conclusion From the above discussion, it can be implicated that human resource management is highly responsible for the adding value in the organisation. It is responsible for encouraging the employees and influencing the performance and productivity of the organisation. It is also directs and motivates the employees for the skill acquisition by providing training and orientation programs that helps them to achieve their internal as well as organisational goals. Furthermore, the human resource management reviews the performance of employees through strategic methods and maintain the talent acquisition in the organisation. From hiring process to retaining the skilled and experienced workforce, the human resource management significantly manages all the functions that precisely help in adding value to the organisation. References Andresen, M., and Nowak, C. 2015. Human Resource Management Practices. Springer International Publishing. Andresen, M., and Nowak, C. 2014. Human Resource Management Practices: Assessing Added Value Management for Professionals. Springer. Bach, S., and Edwards, M. 2012. Managing Human Resources: Human Resource Management in Transition. 5th ed. John Wiley Sons. Banfield, P., and Kay, R. 2012. Introduction to Human Resource Management. OUP Oxford. Baron, A., and Armstrong, M. 2007. Human Capital Management: Achieving Added Value Through People. Kogan Page Publishers. Horton, S. 2002. Competency Management in the Public Sector: European Variations on a Theme. IOS Press. Management for Professionals. Springer Science Business Media. Mayo, A. 2016. Human Resources Or Human Capital?: Managing People as Assets. Routledge. Meifert, M. T. 2014. Strategic Human Resource Development: A Journey in Eight Stages Stredwick, J. 2013. An Introduction to Human Resource Management. Routledge.