Human Resource Management Roles
Organizations’ workforce is one among the critical factors used to improve and enhance performance success. The essence of HRM departments’ roles is that enterprise employees are a most valuable factor. Effective human resource management department is important and plays significant roles in achieving organizations objectives. Aligning human resource management roles with the organization strategic objectives provides a platform to achieving competitive position. Randhawa (2007) argues those human resource management department needs to integrate decisions about employees with the organization’s strategic plans. Further, he suggests that realizing management goals and objectives, and managing market dynamics need employees’ participation, dedication, development and training, and cooperation. Major roles of human resource department in achieving organization objectives are replicates of transformed human resources management functions. The paper will bring forth the different roles of human resource management departments/ managers. Particularly, since organizations are operating in high aggressive and competitive environments, the paper will focus on the alignment of different roles with organizations strategic planning goals.
Roles of Human Resource Management Department
Efficiency and effectiveness in human resource management rest in the integration focus with strategies. The roles of HRM must be linked and parallel to the desires of organizations and the volatility of environments (Mabey et al., 1998). In this respect, human resource managers and their departments are actually strategic partners in organizations. Successful organizations are therefore enhancing flexibility, adaptability, swift to environment changes, and customer focused. Human resource management is organizational part that plan for workforce, attracts, train, develop, and maintain effective labor force. In this context, human resource departments need to focus on the following roles in managing workforce.
Human resource planning
Human resource management department is a strategic partner to the business’s plans and objectives. Human resource planning plays a vital part in managing organization workforce. The strategic planning partnership of HRM impacts on areas such as designing work positions and specifications, recruitment and hiring, compensation, training and development, and performance appraisal plans (Randhawa, 2007). HRM planning role is a systematic and continuous process of matching organizations workforce needs presently and in future. Planning acts as a pillar in integrating and aligning future organizations goals with the needs of organization labor force. The role involves determining right workforce, at the right time, and participating at the right work (Randhawa, 2007). In essence, planning role enhance organization capacity to achieve strategic plans as influence by employees. The capacity is further based on the cost economics, workforce effectiveness, and the capacity to undertake work operations efficiently in environment dynamics.
Selection and recruitment
The role of HRM planning in organizations presents subsequent role of selection and recruitment. Human resource managers are required to ensure selection and recruitment process matches the planned human resource (Randhawa, 2007). It is one of the important roles, which HRM plays in ensuring success and goal achievement. This role of selection and recruitment include matching skills and employees potentials with organization workforce needs, job specifications, and tasks requirement that are strategically align organization goals and objectives (Randhawa, 2007). This role revolve on the purpose to hire sufficient employees, capable to assist company accomplish strategic goals and objectives.
Training and development
This is an integral role to human resource management strategies. The role needs to be linked to the overall organization strategic objectives. Actually, due to advance to technology, globalization and vast changing environment, organizations have changed to learning institutions (Mabey et al., 1998). In this regard, employees training and development is an intergible asset that enables organization to remain competitive in the volatile environment. The purpose of this HRM role is to maximize workforce potential and align employees with workplace thereby developing performance. In addition, training and development provide creativity, innovative and learning programs that help in flourishing employees’ potentials. Therefore, this role improves present or future employee performance, change attitude to work, and increases skills and knowledge base in an organization.
Compensation and industrial relations
Handling organizations compensation programs and industrial relations activities are major roles to promote motivation and retain brilliant labor force. These roles are mostly influenced by management practices towards rewards and handling labor issues in an industry environment. Since all organizations are focused in retaining qualified work force, motivating, and attracting qualified employees, this role become vital to HRM departments (Randhawa, 2007). In an effort to promote work morals, increase productivity, and adherence to goals achievement organizations need to consider labor issues as a key to success (Randhawa, 2007). Recruited, hired, trained and developed employees are retained and motivated through rewards and handling their grievances appropriately. Therefore, compensations, benefits and handling employment issues become a vital role to human resource management.
According to Mabey et al. (1998), to ensure that organizations preserve and promote uniqueness or competitive advantage in its labor force, role of appraising performance is critical to human resource managers. Employees’ performance appraisal provides employees with the work standards and expectations, enhancing development and dedication to goal attainment. This role in HRM department benefits both employees and organization. Performance appraisal seeks to establish deviations to work expectation and aids managers to develop training and development tools in organizations. Further performance appraisal role assess work/task performance and are used to develop workforce in an approach to align its contribution to the organization strategic plans.
Organizations are driven by market dynamics making them be customer centered. Market pressures provide companies with tasks to include in their mission statement, vision statement and goals, improved quality, increased flexibility, creativity and innovations to achieve competitive advantages. Human resource management is among the influencing factors that provide enterprises to acquire ability to respond quickly to markets dynamics, wants and products demands. Successful or high performance organizations value HRM roles since it perceives them as strategic partners in goal and objectives attainment. Therefore, companies need to design and enhance approaches to promote and facilitate these strategic roles in HRM to fit strategic plans of organization.
Mabey, C., Salaman, G. & Storey, J. (1998). Human resource management: a strategic introduction. Edition2, Hoboken, NJ: Wiley-Blackwell.
Randhawa, G. (2007). Human Resource Management. New Delhi: Atlantic Publishers & Dist.