Over the years, the role of Human Resources in the workplace has undergone significant changes. As internal business models and external market conditions have transformed, roles and responsibilities have shifted. Over time HR has started to break from its traditional, process-oriented role into a new, strategic function that solves real business problems. The role of the Human Resources manager has changed too, from just overseeing the people aspect of the business to being a key strategic partner in achieving the organization's mandate. Show
Related: Human Resource Best Practices (A mini-guide to HRM) What is Human Resources Management?The word "human resources" was first used to describe the individuals who work for an organization in the early 1900s, and then became more extensively used in the 1960s, since then the term has been evolving as businesses evolve. Tocher & Rutherford (2009) define Human Resources Management as "a set of distinct but interrelated activities, functions, and processes that are directed at attracting, developing and maintaining (or disposing of) a firm's human resources". Schermerhorn (2001) defines it 'as the process of attracting, developing and maintaining a talented and energetic workforce to support organizational mission, objectives, and strategies. In Michael Beer's The Harvard Model of Human Resource Management, Human Resource Management is defined as a strategic approach to the employment, growth, and well-being of people working in a business. Human resources management encompasses all management decisions and actions that affect the relationship between the organization and its employees – in other words, its human capital. The role of Human Resources ManagersTraditionally when one hears of an HR manager, the first thing that comes to mind is the person in charge of recruitment and selection and the overall welfare of employees within an organization. HR leadership is critical in both large and small businesses. These strong, compassionate leaders perceive issues from the standpoint of both employees and customers. They align their goals and ambitions with the company's, and they strive to make the workplace a better place for all employees. According to Davenport, T.O (2015) in his article "How HR plays its role in leadership development", one of HR's most crucial responsibilities is to ensure that the organization has the right individuals in leadership positions at all levels. This implies HR must concentrate its efforts on five essential areas: job design, employee assessment, performance management, talent management, and leadership capacity building. It's also up to HR to dismiss the myth that "soft skills" are less important than "hard skills." Related: What is Talent Management? HR managers are critical to the success of any company. They use smart and innovative leadership tactics to help achieve strategic goals and objectives. HR executives serve as liaisons between senior management and employees, advocating for employee interests. They raise awareness and guide all levels of the company during the period of change and transition. In an article by HRD Connect, the following are listed as functions of an HR Manager:
Human Resources Management is the process of bridging the gap between an organization's employees and its management. A good Human Resources Manager that is committed to the organization's advancement and growth is required to run a successful business. HRM that is well-balanced is essential to the organization's productivity and collaboration. Effective HRM helps businesses to address human resource concerns strategically. HRM aids in attracting and keeping qualified workers assist leaders and staff in adjusting to organizational change and facilitates technology adoption. HRM is crucial in managing employees, assisting them in working successfully and creatively to help their company achieve its goals. In most cases, the importance of the Human Resources Manager goes unnoticed in the organization with the routine hustle and bustle in the workplace, but without the effective contributions of the Human Resources Manager, the organization might not be able to achieve its fullest potential and expand its horizons. Tatenda Sayenda is a Consultant-Organizational Development at Industrial Psychology Consultants (Pvt) Ltd a management and human resources consulting firm. Phone +263 4 481946-48/481950/2900276/2900966 or visit our website at www.ipcconsultants.com Is the process of attracting developing and maintaining a talented and energetic workforce to support Organisational mission objectives and strategies?HRM The process of human resource management (HRM) involves attracting, developing and maintaining a talented and energetic workforce to support the organisation's mission, objectives and strategies.
What is the process of attracting training Developing and maintaining and excellent workforce?Human Resource Management is the process of recruiting, selecting, inducting employees, providing orientation, imparting training and development, appraising the performance of employees, deciding compensation and providing benefits, motivating employees, maintaining proper relations with employees and their trade ...
Is the process of attracting developing and maintaining a high quality work force?The correct answer is a) attracting.
After selecting them, human resource management focuses on their development, including the development of skills required to accomplish the job. This system also aims to maintain the workforce and their quality level so that organizational quality always touches the top.
Which process is intended to increase the skills of workforce?Instead, companies must upskill their existing employees or members of their communities. This means expanding people's capabilities and employability, often using adult learning and training tools, to fulfill the talent needs of a rapidly changing economy. Upskilling is part of the answer.
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