Human Resource free essay sample

KNOW IT Human Resource Management has developed its original programme in the 1980s, it has expanded and consolidated its agenda in the 1990s, and it has been flourishing explosively in the dozen years since the turn of the millennium (the 2000s so far). We will try to understand the conditions of possibility for the rise of HRM in terms of cultural background, economic and political conditions, and social transformations in North Atlantic societies at the end of the 20th century and the beginning of the 21st. HRM’s evolution over time shows that it has become intensified, that it has expanded its sphere both within work organisations and beyond them, and that its current shape makes it one of the most important managerial phenomena of the 20th century. From relatively modest beginnings in the 1980s, HRM has become in the 2000s the key platform of managerialism in the age of what we term, alongside others (Heelas – reading for seminar 1), soft capitalism. Budget Control Human resources curbs excessive spending through developing methods for rimming workforce management costs, which includes negotiating better rates for benefits such as health care coverage. In addition, human resources ensures competitive and realistic wage-setting based on studying the labor market, employment trends and salary analysis based on Job functions. As some small businesses have budget constraints, this human resources function is especially helpful. Related Reading: The Importance of Ethics in Human Resources Conflict Resolution Workplace conflict is inevitable, given the diversity of personalities, work styles, backgrounds and levels of experience among employees. A human resources anager or a staff person specially trained to handle employee relations matters can identify and resolve conflict between two employees or a manager and employee and restore positive working relationships. Training and Development Human resources conducts needs assessments for the organizations current workforce to determine the type of skills training and employee development necessary for improving skills and qualifications. Companies in the beginning or growth phases can benefit from identifying training needs for existing staff. Its much less expensive than the cost to hire additional staff or more qualified candidates. In addition, its a strategy that also can reduce turnover and improve employee retention. Employee Satisfaction Human resources specialists usually are charged with the responsibility of determining the level of employee satisfaction often an ambiguous measurement at best. With carefully designed employee surveys, focus groups and an exit interview strategy, human resources determines what underlies employee dissatisfaction and addresses those issues to motivate employees. Cost Savings The cost to hire new or replacement workers, including training and ramp-up time, an be exorbitant for employers, especially small businesses. With a well-constructed recruitment and selection process, the human resources function can minimize expenses regarding advertising Job postings, training new employees and enrolling new employees in benefits plans. Performance Improvement Human resources develops performance management systems. Without a human resources staff person to construct a plan that measures performance, employees can wind in Jobs that arent suitable for their skills and expertise. Additionally, employees whose performance falls below the employers expectations can continue n the payroll, thereby creating wasted money on low-performing employees. Sustaining Business Through succession planning that human resources develops, the company identifies employees with the promise and requisite capabilities to eventually transition into leadership roles with the company. This is an important function as it can guarantee the organizations stability and future success. Corporate Image Businesses want to be known as the employer of choice. Employers of choice are the companies that receive recognition for the way they treat employees; they are the companies for whom people want to work. Becoming an employer of choice means human resources balances recruiting the most qualified applicants, selecting the most suitable candidates and retaining the most talented employees. Steadfast Principles Human resources ensures the workforce embraces the companys philosophy and business principles. From the perspective of a small business, creating a cohesive work environment is imperative. The first opportunity human resources has to accomplish this is through wise hiring decisions that identify desirable professional traits, as well as orientation and on-boarding programs. Sponsored Links