Research Report on Introduction to Human Resource Management
Abstract
Human resource management is vital function within any organization or business unit. In this light, HR had been evolving over the years as technology, and organizational expansion had generated comprehensive utilization of the responsibilities of some HR personnel. Modern days relational existence of human resources management and the management process exists. This study reviews how the human resource management relates with the management process in an organization as well as the frame-work provided for the mechanism to operate, in this regard, the responsibilities of HR will be outlined. The study finds that those roles attached to HR personnel are defined and encourage goal achievement in a business unit or an organization.
Keywords; human resource (HR) management, responsibilities of human resource, staff managers, management process.
CHAPTER ONE
Introduction
Human resources management has evolved in the recent past, become a driver to human capital development. More so, HR denotes various duties performed in an organization that facilitate the realization of set objectives. In this light, human resources evolvement is discussed in waves according to the duties assigned. For instances. There exists a wave that denotes the administrative task of the HR whereby terms and conditions of work are stipulated, the delivery of HR services is attended to. The regulatory compliances in an organization are solved. In this report, the different mechanism on how human resource relates to the management process in an organization is discussed. Management process entails frame-work that facilitate useful working condition in an organisation. Therefore, its operation will rely on the module of human resources management. Management of people working in an organization entails the incorporation of human resource management. In this light, the management of people in a business unit is what defines human resource management. HR is a managerial activity that tries to match all the organizational needs to the skills and abilities possessed by the employees. Human resource management is responsible for how people are managed in an organization to help them achieve their full potentials. Therefore, it entails bringing people together in an organization to help them in work performance, compensation of their work as well as solving the problems that may arise in their working process (Apenko, 2017). Human resources is a must in any business or the organizational setup. Don't use plagiarised sources.Get your custom essay just from $11/page
The primary duties of the human resource in an organization entail dealing with the people and the issues related to people in a working system. Some of those functions include benefits and compensating employees, the recruitment and hiring department of employees, performance management—training of employees, onboarding employees, and organizational development and culture (McLaughlin, 2018). The human resources managers in an organization are responsible also for advising the senior staff about what affects the employees; for instance, their financial, performance, and planning decisions. The effects of the decisions made to the employees are discussed by the managers on how they may affect them on operational tasks and also the general performance of the organization. Therefore, according to Apenko (2017), those decisions are measurable from financial and accounting perspectives. The term personnel was used in the past since human resources were a result of evolution. In this light, personnel was assigned the duties of paying the employees and managing their benefits too. The act of evolution high lightened the importance of people in an organizational set up in that their betterment in work resulted in personnel evolution. Organizational most valuable assets are the employees, and they must be hired, motivated, satisfied, retained, and developed that the evolution best fulfills the needs.
The human resource department in an organization help to formulate strategies of objectives as well as the execution of the same, which facilitates the realization of the goals and vision stipulated. In this light, there exists a process in which HR utilizes the information in the formulation of strategies that aid in vision attainment (Armstrong & Taylor, 2020). The HR processes include; performance management, which aims to motivate, train, and reward workers. Nowadays, an automated performance management system (PMS) has been incorporated to help attain the performance management process. The employee’s relations which include labor law and relations, employee’s wellness and assistance programs, counseling in case of stress, work compensation scheme, quality of work-life, and the employee conflict management. The human resource planning which denotes the process of forecasting, and also it entails the process of evaluation, layoff, and promotion. Furthermore, selection, hiring, training and development, and recruitment are also high lightened in the process. The employee remuneration and benefits administration are also stipulated in the process for its duties in deciding upon employee salaries and wages (Bratton, & Gold, 2017). The success of an organization depends on its ability to manage human resources. HRM is responsible for converting human resources into skilled and quality benefits.
Human Resources Management Process
The managerial work which entails engaging and acquiring the required workforce, maintenance of workforce, and utilization of the same are defined as a human resource management process. Besides, it involves job appropriation and development. The method includes various steps to enhance the realization of organization visions. Measures incorporated in the HRM include; recruitment, training, selection, promotion, placement, transfer, and demotion (Nikolaou, 2018). The top four steps involved in the process of managing human resource includes;
Step 1. Recruitment, placement, and selection
Personnel functions which entail two basic steps in an organization, the steps involved include the tapping of source supply and the interviewing process and picking out the best from the potential candidates. Interviews are conducted after a prospective candidate is identified whereby the process of interviewing is projected, and a well suitable candidate is employed. The interview supplies the information about the job and the company to the candidate (Herrera, &Heras-Rosas,2020). The guidance and placement where the new employee is guided on the ways to best fit in the organization as well as replacement procedures. The competence of individual facilitates guidance and placement procedures in that one is responsible for any job in question in an organization.
Step 2. Development and Training
Employees are to be well trained in the job they achieve the objectives set. The new workers should be taught how to do the job correctly. Training programs are incorporated to help allow the management to explain their policies, regulations, and rules to the newly acquire workers. Training enhance there is minimal damages to material and equipment, less spoiled works, and the improvement in quality and quality of work in an organization (Kehoe, & Han, 2020). The final analysis generates goods results from the training of workers. There exist two general approaches to instructions, which include an intentional method and the absorption method. The absorption method leaves a new employee to learn for himself in the process while the intentional method arises when a new worker is trained to understand the tasks in the organization. Some of the training methods which have been used in organizations include on-the-job training, training center training, and apprenticeship training.
Step 3. Job Evaluation
Job evaluation helps in rating the job in an organization to differentiate it from others. Evaluation is done to determine the worth of the job. In this light, it’s a method of appraising the worth or the value of the job in relation to other jobs in the business unit. Inconsistency in the rates of jobs is minimized by the use of job evaluation, also, elimination of the evils in the organization to which system of wages and salary payment in the company are subjected (Witzel, 2016).
Step 4. Merit Rating and Promotions, Transfer and Demotion
Merit rating
The systematic evaluations to the employees in the performance on jobs and the requirement of the job. The merit rating is of great importance in an organization as it helps the supervisors to differentiate the abilities of their subordinates. The supervisor has the mandate to recommend an employer on the promotions, layoffs, specialized training, and wage increment issues. Therefore, good judgment about the people is necessary for the supervisor. Merit rating is also regarded as the technique of improving communication in an organization (Renwick, 2016).
Promotion and Transfers
Promotion entails the transfer of an employee from one job to another task which pays more money, or the employee enjoys a more preferred status than there before. In this regard, the job evaluation facilitates the promotion of employees when a supervisor determines those to be promoted or transferred. According to (Oh, Blau, Han, & Kim, 2017), the development of an employee leaves a vacant, and the other subordinates will work so as they may be promoted too. Promotion happens when the job structure is arranged like a stairway or ladders such that one moves from one point to another with salaries and wage increments.
Demotions
Demotions occur when an employee is removed from the duties assigned to a lower position as per the performance, incapability of one not to achieve the goals attached in organizations calls for lowering the person to a position where deliverance is guaranteed. The other reasons which can facilitate demotions include; terminations., retirements, dismissal and redundancy, and retirement (Nikolaou, 2018).
Problem Statements
The research questions guiding the study were;
- Explain how human resource management is and how it relates to the management process.
- Illustrate the human resource responsibility of line and staff (HR) managers.
Research Objectives
The study sought to establish how the human resource is related to the management process in the goal achievement in an organization. Specifically, the study found;
- To review the various methods that facilitate the human resource in the management process
- To establish the impact of HR in an organization
- To prescribe policy implications and recommendations from the results of the study.
Significances of the study
This study sought to exploit the knowledge of human resource in an organization as well as the relationship that exist between the HR personnel and other managers in the operations. Human resource is directly related to the management process in that; managers are assigned the task of human resources such that they must possess the attributes of HR personnel. The study will be utilized to concentrate more on the responsibilities of human resources in an organization (Morgeson, Brannick, & Levine, 2019).
CHAPTER TWO
Methodology
This literature review is based on the role of human resources and the responsibilities they may hold in the management process in an organization. In this light, the best methods the HR uses in an organization determine the final output in the department. The procedures incorporated help to streamline the employee absorbed in the organization. The management role assigned to the manager is centered on the welfare of employee, their salaries and remunerations, promotions and demotions issues, and the transfers. This study formulates a procedure to be assimilated in an organization that may facilitate goal attainment and promotes the relationship that exists between the employees and the supervisors and the subordinate employee (Ma, 2019). The empirical literature review in the study discusses the model in which human resources is founded on as well as the duties and responsibilities of line and staff (HR) managers. In this light, the review provides a guideline on how to train the human resource personnel to fit in the operations in an organization. The responsibilities of the employee may promote the interrelations that exist between the HR personnel and the other staffs.
In summary, the general observation from the empirical review indicates that a human resource is a crucial tool in the realization of an organizations’ vision. Well implemented relationship between HR and the other department facilitate development and sustainability. Similarly, the management process is attained and promoted by the development of a tried and tested human resource system within the organization. In this light, the details that may entail the mode to develop a suitable human resource department should be incorporated (Macke, & Genari, 2019). Finally, the literature reviews clearly identified a gap that needs to be filled, and this study provides a layout and outlines the responsibilities of the HR department in an organization as well as the relationship that exists between the human resource managers and the other line and staff managers. In addition, the management process is attained when all the human resource department is well stipulated and are high lightened in an organizational setup.
The explanation of what human resource management entails is derived from different literature that helps to attain the organizational vision. This study facilitates the goal attainment in that the books, journals, and the organization’s newspaper are incorporated and researched on the useful information about human resource management. The relationship that exists in the operational frame-work in an organization is adhered to. In this light, the duties and responsibilities of HR personnel are discussed. Similarly, the study articulates the human resource responsibility of the line and staff (HR) managers which includes; the live functions in an organization are also referred to as core functions, those core functions of line managers, for instances, they are directly involved in doing the task which the organization is assigned to undertake. Also, the creation of an advisory relationship is cemented whereby the managers are responsible for giving the other managers or employees advice within the organization. The staff functions also are accountable for the provision of support functions in an organization. The planning and control function are core functions of the staff. Finally, the live authority has given the manager the authority to issue orders to other managers and employees and thus create a supervisor-subordinate (Morgeson, Brannick, & Levine, 2019).
The conflict occurred when the two parties met, and it should be treated and acted upon for the realization of goals in an organization. In this light, the conflict may be a result of dual authority that may exist, enforcement of change in an organization, and different solutions to the problem arising. The human resource competencies facilitate the goal attainments in an organization whereby the HR managers must possess some of the attributes to sustain development. Some of the characteristics of competencies include; the knowledge of the business, management of change that may arise, management of culture and diversity in the community, the personal credibility, and the delivery of human resource practices (Morgeson et al., 2019).
The relationships that occur in an organization also promote vision realizations. There exist two types of relationship which includes; a formal relationship which is officially established in the organization’s manuals, charts, and job specifications, they entail category responsibility, accountability, and the authority. The informal relationship involves organizational, which are unofficially established, and they result in cliques. The HR responsibilities also help in achieving the result of the study. The human resource responsibilities of line managers are listening to the demand of employees since they are the immediate supervisor. In this light, they are responsible for conducting hiring tests and procedures and forward the shortlisted candidates to the staff managers for deliberation. They are taking through the selected candidate to the orientation procedure to help them adjust to the company rules and regulations (Renwick, 2016). Also, they had to train the new employee on how to optimize processes and achieve a goal. They had to foster a healthy working atmosphere and create a nurturing atmosphere between the managers and the employee.
Line managers are also assigned the duties of helping the employee to improve their skills. Similarly, the line managers act as the bridge between the organization and the employee. The staff management is assigned the task of supporting the line managers, which facilitate goal attainment set by the organization. The staff managers act as intermediaries between the higher up levels and the line managers. For instance, the staff managers recruit the employee as per the line manager specifications and forward them for interviews by the line managers who choose the one who best fit the qualifications (Kehoe, & Han, 2020).
The line management is assigned the duties on a day to day decisions about employee well-being and motivation. At the same time, the staff managers act as intermediaries between the higher ranks positions and the line managers. In this light, both levels of management should work in accordance with each other since when the two levels do not support and complement each other. There is the possibility of conflict occurrence, which leaves the organization in chaos. For instance, in the hiring tasks, if the staff managers go ahead and forward the name of incompetence candidates, the line manager will also tend to recruit a wrong person who will not be able to meet the organization’s set objectives. Therefore, both need to work in harmony to promote a productive workforce as well as a healthy workplace in an organization (Nikolaou, 2018).
Data sources and measures
The data and the information used in the management process in relation to the human resources were obtained from peer-reviewed books and journals. In this light, the necessary information about what human resources entail and its functionality is high lightened in books and magazines about organizational growth. The line management and the staff management are sourced from direct participation on the organizational set up where the duties of each one are observed. For instance, the working together of the line managers and the staff managers promote the cohesion in an organization and also help the line manager to become more proficient in tactical human resource functions since HR managers have delegated those duties. The HR and the line managers should communicate regularly and frequently to determine the skills needed in the operations of an organization (Renwick, 2016). Strategic planning between the HR manager and the line manager involves the reviewing of the projections about future business demands and whether there are needs to current employees and prepare them for promotion or recruit other candidates with a higher level of skills. The measures that were utilized when collecting the information was purposely directed to human resource management. Research objectives were to find how the human resources responsibilities are delegated to line managers and the staff managers. What human resource management entails also was researched. The information obtained answered both questions and, in conjunction, essential functions of human resource management, are outlined. Finally, the organizational goals are achieved as a result of the understanding of human resource management.
CHAPTER THREE
Data Analysis and Finding
The information from the journals and peer-reviewed sources facilitated formulating the answers to the questions concerning human resource management. A general understanding of the study helped to generate a working frame-work to be employed in the organization department to assist in goal achievement. The literature review was outlined on the information which promotes the various functions of a human resource manager. In this light, the human resource department in an organization is the most critical task-force which needs to be informative and updated to sustain development. The evolving nature of HR denotes that it requires frequent changes as time moves, for instance, organizations need to keep recruiting new employees and others retiring to help gain new techniques as well as increase production (Armstrong, & Taylor,2020). Human resource functions in an organization are the basis of development since the employee is the most valuable asset in the organization. In this regard, any development to be achieved revolves around the effort made by its employee, well-equipped employees with skills-oriented promote growth the same when an employee is not well treated in remuneration and salaries conflict and chaos exist which led to poor performance in the various department in an organization. The finding of the study high lightened the importance of human resource managers in relation to the management process; in this light, the study provided a frame-work to be utilized in the realization of organizational goals. A sustainable human resource department facilitates development, which every organization works for. Therefore, the existence and development of the organization depend on the mechanism outlined by the human resource department.
CHAPTER FOUR
Conclusion
In conclusion, the human resource department in an organization is of great importance. The employees are vital figures in development attainments. In this light, any decisions made in an organization must look at how it will affect the employees in all the perspectives. The process of recruiting those employees should also be conducted with much know-how as it forms the foundation on the development to relies on in the near future. The duties of the HR are stipulated in the study and those assistance managers who work in collaboration with them, the line managers, and the staff managers. The duties of each manager are outlined and how they relate to the main human resource department. In this regard, the organization set up promote more creation of assistance dockets that the primary human resource managers in their duties since all the practices help in goal attainment and organization expansion (Kehoe, & Han, 2020)
Recommendation
The study recommends more incorporation of the human resource department in the management process within the organization. Human resources functions are outlined, and they facilitate development; hence actual utilisation aggregate to organization expansion. The main aim of every organization or business unit is to develop and conquer the other from its best laid down foundations based on its employees. The most potent weapon that an organization can possess is the credibility of its employee; in this light, organizations find the best-fit candidate, which help in goal attainment practice and realisation of departmental visions.
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