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Human Resource Management | Responsibilities and Practices

1.0 Introduction

The mind and tireless endeavour of a person are the foundation of producing any service or product. Although nowadays machines and artificial intelligence are becoming the substitution of human resource and reducing their effort, these machines need to be controlled and monitored by capable professionals. Therefore, the organisations are recruiting many competent employees to carry out the responsibilities regarding employee benefits and compensations, appointing them and defining work. There are some new ideas which are being implemented to improve human resource management.

Many organisations are offering money during an employee's training session only to quit as a small number of employees took the money and the rest of them stayed to provide extraordinary customer service. This idea has been executed by many companies like Amazon, Zappos. Many companies are developing programs of mentorship to attract employees. In modern days Human Resource management has to act as a strategic business partner to a company in order to contribute and lead to significant initiatives to take the competitive sustainable advantage. There are many reasons behind contributing as a strategic business partner such as funding, profitability, and balance in an organisation, adding value to the company and so on.

2.0 Application to the workplace

2.1 Five Responsibilities of Human Resource Management

HRM is responsible to manage the employees from their time of recruitment to their time of retirement. There are various practices of human resource management but, the most important responsibilities are,

Selection and Recruitment of candidates

Human resource management is responsible for selecting an appropriate plan a ........

nitored by capable professionals. Therefore, the organisations are recruiting many competent employees to carry out the responsibilities regarding employee benefits and compensations, appointing them and defining work. There are some new ideas which are being implemented to improve human resource management.

Many organisations are offering money during an employee's training session only to quit as a small number of employees took the money and the rest of them stayed to provide extraordinary customer service. This idea has been executed by many companies like Amazon, Zappos. Many companies are developing programs of mentorship to attract employees. In modern days Human Resource management has to act as a strategic business partner to a company in order to contribute and lead to significant initiatives to take the competitive sustainable advantage. There are many reasons behind contributing as a strategic business partner such as funding, profitability, and balance in an organisation, adding value to the company and so on.

2.0 Application to the workplace

2.1 Five Responsibilities of Human Resource Management

HRM is responsible to manage the employees from their time of recruitment to their time of retirement. There are various practices of human resource management but, the most important responsibilities are,

Selection and Recruitment of candidates

Human resource management is responsible for selecting an appropriate plan and number of staffing and they have to keep in mind the objectives and the yearly budget of the company. The human resource department then, recruit people by attracting them with the goals of the organisation. It is an important process as it decreases the costs of making mistakes such as hiring incompetent, under qualified and unmotivated candidates (Armstrong & Taylor, 2014) .

Perseverance of good working situations

The fundamental responsibility of human resource management is to provide a good working environment for the employees in order to optimize the best in them.

Orientation

There are many companies which do not go through a thorough orientation to make the employees understand the plans and goals of the institution.

Training and development

The most indispensable practices of HRM are training and development.

Managing the relations with employees

Relationships with employees are the most important aspect of running a business. Management sometimes arranges various activities to encourage and motivate the employees.

2.2 The effect of these five Practices on the employees

These responsibilities of human resource management have an immense impact on the employees as well as on the employer. Selection and recruitment are important processes and if the management makes mistakes then firing and hiring new employees can demoralize other employees and it is an expensive for the organisation too.  The management must provide good working situations in order to bring out the best in the employees. Studies have shown that due to hostile work environment the employees struggle to fulfill the goals of the company. The practice of training the employees and maintaining a good relation with the employee is important too as it can promote a balanced and healthy relation between the owner and the employee. The function of orientation gives the employees a transparent vision about the role of the job and the company's objectives.

3.0 Employee concern and Demographics

3.1 Issues that occur in a workplace due to demographics and employee concern

Relations with employees define the employer's relation with the employees. Human resource management maintains that relationship by reinforcing policies regarding conduct, performance, discipline and interest or conflict. The managing of the concerns regarding the relationship with employees helps the owners to rectify inappropriate behaviour and at the same time promote a productive and structured work environment. The issues that occur in an workplace due to employee concerns and demographics,

The relationship with employees invokes various issues, which mostly comes from labour law and employment. In order to prevent unmannerly behaviour in a work environment, the employer must design disciplinary action to improve poor behaviour and performance of an employee.  The record of strong attendance and the adherence to the record is the duty of employees. The policy of attendance defines tardiness and absence and shows the results for unexcused absence from work. Sometimes conflicts arise within an organisation between colleagues and at the same time between managers and employees. It is important to manage that conflict first before it becomes destructive.

3.2 Reasons behind the concern of an employee due to these issues

Any legal issues incur due to harassment in workplace, equal opportunity and discrimination and the owners are obligated to resolve those with a reasonable solution. At the same time, many disputes arise in the workplace among the employees because of the differences in ideas and opinions and sometime conflicts happen due to unequal treatments and opportunities among employees. In a workplace, if an employee misses work frequently, it affects supervisors and other workers too (Sparrow Brewster & Chung, 2016).

4.0 Recommendation and Conclusion

The most important skills to become a successful human resource manager are,

  • The capability to articulate
  • Extraordinary skills of judgment
  • The manager must have sheer sense of ethics
  • Strong abilities to multitask
  • Excellent skills in negotiation

It is important for the manager to communicate fluently to achieve the goals of the company. He or she needs to be capable to articulate the thoughts easily to the management team and company employees. Hr managers must have excellent skill of judgment to deal with possible discrimination concerns and respond to the employee's other concerns regarding feeling unwelcome in the company. Any HR manager must have a sense of values and ethics to deal with personal and private information and to assure that the necessities of the organisation are achieved. The managers must be honest and sensible with excellent negotiation skills to provide mutual profit to the company and the members of it. In this assignment, the definition of human resource management and the importance of acting HRM as a strategic plan are provided. The application of HRM in a workplace and the issues regarding employees are also discussed.