HR Department to the Staff Term Paper

Pages: 12 (3842 words)  ·  Style: APA  ·  Bibliography Sources: 10  ·  File: .docx  ·  Level: College Senior  ·  Topic: Business - Management

¶ … HR Department to the Staff and the Organization

This literature review focuses on human resource management (HRM). From the literature review, we will find that the practice of HRM is extremely essential for a business organization. The presence of human resource development (HRD) plays a significant role in the development, motivation and control of manpower. A majority of well established business organizations have HRD programs that help them control their enormous manpower systems. As discussed herein, different writers have provided disparate views on HRM and its respective areas. Basically, HRM centers on and justifies the value of human resource management.

Introduction to literature review

Background and Significance

discussion, implication and conlcusion

Conclusion

references

Introduction to Literature Review

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Literature review presents an overview of research materials. It is usually in a condensed form. Literature review mainly discusses the core area of a work of research. In this presentation, the discourse centers on the management of human resources and its relevance in a given organization. The department of Human Resources is very essential in every organization. This department controls and monitors all the staff in the organization. The Human Resources department is also saddled with the responsibility of finding better and more effective ways of achieving the company's objectives. It is in charge of hiring employees as well as firing them when the need arises. In addition to administering the benefits due to employees, it also contacts job references. The department of Human Resources makes sure that the rights and needs of the employees are given them as well. From the above, there is no doubt that the management of employees in an organization is a daunting task. But successful organizations are known for perfectly managing their manpower and utilizing their potentials to the full (Hausknecht et al. 2009).

Term Paper on HR Department to the Staff Assignment

This presentation tries to explore the importance of Human Resources department in organizations. For an organization to run smoothly, there is need for a very effective Human Resources Department. In order to recruit the desired caliber of manpower, a group of expert human resources personnel may be able to handle that. But for an efficient and effective administration in terms of controlling, monitoring, evaluating, and motivating the employees for the achievement of long-term objectives, the Human Resources department is the only office saddled with the important task of driving the workforce to success (Hausknecht et al. 2009).

The department of Human Resources is the power house of effective administration. The support it generates for the organization, by way of efficient management of the workforce, ensures great performance and high productivity level. This department generates this support by making sure that the needs of the employees are met. The HR department serves as a mediator between the employer and the employees by maintaining a win-win approach to their duties. The department has many tools for their smooth operation and the achievement of company objectives (Mignonac, and Richebe, 2013).

Background and Significance:

A proper literature review done on a specific topic enriches the reviewer's experience. In order to achieve this rich experience, the literature review exercise should be approached as a fundamental activity attached the research processes. It is the responsibility of the research student to check for what is already in existence in the topic on which they wish to carry out research. Literature review actually forms the base of the research work itself. In literature review, a more condensed form of the knowledge expounded in a research is presented, and it showcases the research findings too. There are several aspects of Human Resource Management that can be discussed. Few are listed below (Mignonac, and Richebe, 2013):

The discussion, Implications, Recommendations

The Meaning of Human Resources Management:

There are two ways in which HRM can exist: as an academic discourse and as an activity. The first one is explored in books, journals, business school courses, and conferences, while the other is expressed in the activities of an organization with regards to employment and the creation of employment relationships. These two existence modes of HRM intersect with each other at times. At other times, they exist and act independently, each being geared on by its own priorities, interests, logics, and prejudices (Foti, and Hauenstein, 2007).

HRM is described as the effective management of the workforce in a given organization. HRM explores avenues to make the workforce in a company give their best without reservations. It also tries to raise efficient managers and specialists among the staff who directly work within the HR department (Foti, and Hauenstein, 2007).

Specifically, HRM is has the duty of taking care of people-centered programs. An efficient HRM effectively manages the staff to achieve long-term organizational objectives, even while helping the individuals actualize their own personal goals. In totality, the functions of HRM make the department people-centered (Govaerts and Natalie, 2010).

HRM takes charge of the management of actions and decisions that relate to the working relationship between an organization and its workforce - the human resources. This relationship is affected by the decisions made by the General Manager on daily basis. However, these are not usually considered HRM decisions. Incorporating new technology in the work method, bringing in a new plant with a different schedule of operation, all these involve milestone decisions of HRM (Govaerts and Natalie, 2010).

This presentation lays emphasis on two distinct features of HRM. On the one hand, the manager has the great task of ensuring that personnel adhere to company policies in order to maintain a healthy competitiveness among the workforce. On the other hand, HR personnel have the duty of setting policies that govern employees' activities and gear them towards success, even while implementing these policies in a way to reinforce mutual benefits (Govaerts and Natalie, 2010).

The management of human resource is a critical approach where employment relations are monitored and analyzed. And this emphasizes leveraging on people's capabilities in order to maximize the companies' potentials. This is usually achieved by implementing different sets of company policies, programs and practices (Bratton and Gold, 2007).

Strategic HRM:

In this section, we shall examine the connection between the business strategy of the organization and that of the human resources. Here, 'HR strategies' are considered as the models of decisions which have to do with the HR practices and policies used by management to oversee the totality of the affairs of employees in relation with their employment. The study of HR strategies, in typological terms, is analysis of conceptual frameworks. Through this, HR researchers get to do a comparative study of the different HR practices and theories. Implementation of strategy has to do with the different techniques followed by managers to enforce their strategies. Evaluation of strategy explains the activity which determines the difference between the desired change and performance on one side, and the actual change and performance on the other (Murphy, 2009).

It has been noted that Human Resource Management got on the managerial list in the 1980s. And since then, there has been an on-going debate as to its nature and relevance to establishments. Judging from the seminar discussions in Chicago school, in addition to the HRM matching model, the emphasis is more on the role of strategy in the management of human resources. Indeed, in the presently overwhelming literatures, there is little or no difference between the SHRM (strategic human resource management) and HRM (human resource management). Few scholars have intertwined HRM with the aspects of strategy and concentration on the most fitting, in terms of aligning an organization vertically; others create horizontal alignment between various managerial entities (Murphy, 2009).

The adjective 'strategic' indicates a concentration on the methods of transforming an organization positively through a successful HRM. Strategic choices abound in relation to the use and management of labor in an establishment - whether the strategy is well thought out or impromptu; and these choices affect the overall performance of the company. The choices talked about here are made over a long period of time emanating from the cumulative behavior of management and the management structure, not excluding specialists in human resources, and line managers where these are available (Wolf and Jenkins, 2006).

Human resource management is defined as a logical and strategic way of managing the most valuable assets in a firm - the workforce: those who contribute on individual and collective basis to the achievement of the goals and objectives of the establishment (Wolf and Jenkins, 2006).

Some scholars see HRM as a group of policies that interrelate and which have a philosophical and an ideological background. Four aspects of HRM have been suggested which is said to constitute the essential features of HRM:

• A compendium of assumptions and beliefs

• A strategic approach which centers on taking decisions about the management of people

• A deep involvement of management specialists

• Dependence on management tools that will help boost employment relationship (Smith et al., 2004).

Strategic HRM is regarded as the approach in taking decisions on the strategy for use in managing working relationship between… [END OF PREVIEW] . . . READ MORE

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