NURS 6220 – Human Resource Management Assignment Paper

Human resource management (HRM or HR) is the strategic approach to the effective management of people in an organization so that they help the business to gain a competitive advantage. It is designed to maximize employee performance in service of an employer’s strategic objectives.[1][need quotation to verify] HR is primarily concerned with the management of people within organizations, focusing on policies and on systems.[2] HR departments are responsible for overseeing employee-benefits design, employee recruitment, training and development, performance appraisal, and Reward management (e.g., managing pay and benefit systems).[3] HR also concerns itself with organizational change and industrial relations, that is, the balancing of organizational practices with requirements arising from collective bargaining and from governmental laws.[4][need quotation to verify] NURS 6220 – Human Resource Management Assignment Paper

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Human resources’ overall purpose is to ensure that the organization is able to achieve success through people.[5] HR professionals manage the human capital of an organization and focus on implementing policies and processes. They can specialize in recruiting, training, employee-relations or benefits, recruiting specialists, find, and hire top talent. Training and development professionals ensure that employees are trained and have continuous development. This is done through training programs, performance evaluations, and reward programs. Employee relations deals with concerns of employees when policies are broken, such as in cases involving harassment or discrimination. Employee benefits’ role includes developing compensation structures, family-leave programs, discounts and other benefits that employees can get. On the other side of the field are human resources generalists or business partners. These human-resources professionals could work in all areas or be labor-relations representatives working with unionized employees. NURS 6220 – Human Resource Management Assignment Paper

HR is a product of the human relations movement of the early 20th century when researchers began documenting ways of creating business value through the strategic management of the workforce.[citation needed] It was initially dominated by transaction al work, such as payroll and benefits administration, but due to globalization, company consolidation, technological advances, and further research, HR as of 2015 focuses on strategic initiatives like mergers and acquisitions, talent management, succession planning, industrial and labor relations, and diversity and inclusion. In the current global work environment, most companies focus on lowering employee turnover and on retaining the talent and knowledge held by their workforce.[citation needed] New hiring not only entails a high cost but also increases the risk of a newcomer not being able to replace the person who worked in a position before. HR departments strive to offer benefits that will appeal to workers, thus reducing the risk of losing employee commitment and psychological ownership. NURS 6220 – Human Resource Management Assignment Paper

Functions and importance of Human Resource Management
People have different opinions, priorities, goals, and beliefs depending on their backgrounds, and for them to be productive in any organization, they must be properly managed. Human Resource Management(HRM) refers to the strategic and coherent manner in which employees are managed so that even with their differing individual traits, they can collectively work together towards the attainment of the objectives and goals of the firm. HRM ensures that highly skilled and qualified employees with the abilities to perform specific tasks are recruited, placed, trained, developed, and motivated to ensure that their maximum potential is tapped. These are just a few functions and importance of Human Resource Management. This article provides comprehensive details to help you understand the concept of HRM, its functions, and importance. NURS 6220 – Human Resource Management Assignment Paper
What is Human Resource Management? Simply put, HRM is the procedure involved in the handling of employees in an organization. It seeks to maximum the methods by which a company gets things done through people who are employed in that company. HRM is devoted to shaping a desired organizational culture and introducing programs that mirror and support the core values of the organization. Evolution of Human Resource Management (HRM) Before the terminology HRM was embraced worldwide, other names were assigned to it. Below is how HRM has evolved over the years.
1. Welfare and payroll administration This is one of the earliest concepts. During this period, personnel functions were performed by supervisors, line managers, and early specialists.
2. Personnel management This concept referred to an administrative discipline of hiring and developing workers so that they become more valuable to the organization.
3. Training, personnel management, and industrial relations The concept emerged in the 1960s and the 1970s. This is where the training of the employee is narrowed down to the exact tasks they must carry out on the job.
4. Human resource management The term HRM was embraced in the mid-1980s and referred to the formal systems devised for the management of workers. NURS 6220 – Human Resource Management Assignment Paper
5. Strategic human resource management SHRM emerged in the late 1980s. It was the proactive management of workers designed to aid businesses to best meet the needs of their employees while promoting overall organizational goals. Functions of Human Resource Management Equipping the business to meet the challenges of an expanding and competitive sector is the overall role of HRM although this is attained through the various human resource management functions.

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Effective human resource management enables a firm to attain its goals and objectives. The main functions of human resource management are classified into two; managerial functions and operative functions. Managerial functions of human resource management

1. Planning It entails the steps taken in determining in advance, the personnel requirements, programs, and policies that will lead to the attainment of overall organizational goals and objectives.
2. Organizing Refers to the preparation of tasks and allocation of work to individuals.
3. Directing and coordinating The HR manager directs the activities of the organization for optimal performance. 4. Controlling It provides basic data for establishing standards, making job analysis and creating a performance appraisal. This will lead to effective quality control of time and effort of the workers. Operative functions of Human Resource Management
1. Recruitment of personnel HRM focuses on obtaining the appropriate type and number of manpower necessary to attain organization goals. NURS 6220 – Human Resource Management Assignment Paper
2. Training and development of personnel On-the-job and off-the-job training techniques are used to develop the technical and soft skills of the employees.
3. Compensation of employees The HRM should ensure fair, equitable, and adequate remuneration of personnel for their contribution to the organization’s objectives.
4. Maintaining good industrial relationships Human resource management aims at reducing conflicts, promoting industrial harmony, providing fair deals to workers, and establishing industrial democracy.
5. Record keeping Personnel manager collects and maintains information concerned with the staff of the organization for decision-making processes such as promotion.
6. Personnel planning and evaluation Different types of activities are evaluated, such as performance and personnel policies to limit deviations from the recommended standards. Theories of Human Resource Management Human resource management principles and techniques are drawn from theories found in different disciplines. The following are the theories of human resource management. NURS 6220 – Human Resource Management Assignment Paper
1. Resource Dependence theory This theory holds that workers are scarce resources, and should, therefore, be carefully managed.
2. Competitive Advantage theory In order to gain from competitive advantage, creation and support of an organizational culture that ensures effective management of training and performance management functions is key.
3. Agency theory The employer and employee have a principal-agent relationship. This relationship can be clearly spelled out on paper, and there can be a psychological contract between the two parties. In case of disagreement between the two, the legal implications have to be considered and if possible, litigation should be avoided.
4. Human Capital theory People are valuable assets, therefore, employers should invest in people like in other assets such as machinery in the firm.
5. Role Behavior theory Here, HRM concentrates on enhancing the information of roles for employees.
6. Transaction Cost theory The idea here is that human resource management should reduce loopholes in employment relationships such as contracts review, monitor and ensure compliance to set objectives, targets and standards.
7. Organizational Learning theory Believing that the success of an organization depends on the ability of employees to learn, this theory argues that HRM should facilitate continuous learning, thus, making the business a learning organization that is at a competitive edge. NURS 6220 – Human Resource Management Assignment Paper
8. Organizational Life Cycle theory Proponents of this theory argue that human resources should be managed depending on the stage of growth of the business, e.g. initial startup stage, growth stage, maturity stage, or decline phase.
9. Strategic Contingency theory Organizations have several strategic typologies to adopt, and the decision on the typology to embrace depends on the organizational environment. Human resources should depend on a particular typology chosen.
10. Organizational Change theory Organizations go through various forms, quality levels, and states over time. HRM should ensure congruence between stated goals, changes, and performance. Focus of Human Resource Management Human resource management focuses on:
1. Recruitment and selection This is the process of hiring people to fill vacant positions in the organization. HRM concentrates on recruiting and selecting candidates who meet the job description by having the required skills, knowledge, and abilities to conduct the tasks efficiently and effectively. Also, HRM ensures that selected candidates are properly placed where they will give maximum benefits to the organization.
2. Employee compensation and benefits Compensation refers to all forms of pay received by workers, arising from their employment. Employee benefits, on the other hand, are non-financial forms of compensation provided in addition to cash to enhance the standards of living of the employees and motivate them to perform better at work. NURS 6220 – Human Resource Management Assignment Paper
3. Performance management PM refers to the procedure undertaken by managers together with employees, whereby they plan, monitor, and review workers’ work objectives and overall contribution to the organization.
4. Organization development This is a planned effort for a work group and business, managed by the management and supported by the employees, to enhance organizational effectiveness through planned changes in processes and systems.
5. Employee health and safety Human resource professionals greatly contribute in making sure that employee health and safety is provided by the organization. The workplace should be a safe and harmless place that meets the OSHA requirements.
6. Employee wellness Wellness programs support employees’ efforts to maintain a fit and healthy lifestyle e.g. medical plans.
7. Employee motivation Employee motivation is a factor which induces an employee to perform tasks optimally in the organization. Lack of motivation results in under performance and loss of competitiveness, resulting in a decline in productivity. There are extrinsic motivators and intrinsic motivators. Extrinsic motivating factors are external things which cause an employee to work towards the fulfillment of a task while intrinsic motivators refer to intrinsic factors that trigger individual workers to perform better, i.e. come from within the employee.
8. Employee training and development Training is the process of improving the skills of the employee in order for them to optimally perform tasks. Training is purely job-focused but development is psychological and soft skills oriented. READ ALSO: Theories of management Importance of Human Resource Management HR contributes to industrial harmony and healthy employer-employee relations, by managing disputes properly. It motivates workers so that they can accomplish the goals of the organization. It establishes a mechanism for the administration of personnel services delegated to the personnel department. It ensures that the firm has enough skilled workers through proper recruitment and selection process. It ensures maximum benefit out of expenditure on training and development of workers and appreciates the human assets. It helps management prepare and adopt personnel programs and policies that are beneficial to the firm. Through innovation and experimentation in the fields of personnel, HRM aids in reducing costs and increasing productivity. Through training and creation of a learning organization, HRM prepares workers according to the changing needs of industry and environment. NURS 6220 – Human Resource Management Assignment Paper Functions and importance of Human Resource Management Functions of human resource management What is human resource management Theories of human resource management Evolution of human resource management Human resource management functions Trends in HRM The field of human resource management is changing rapidly. Emerging and current trends include: Blended workforce and changing skill requirements Hiring the visually impaired and workforce diversity. Improving and increasing wellness benefits. Work-from-home opportunities. Increased scrutiny of workplace policies and ethics. Globalization and its effect on the workplace Business process re-engineering for better productivity Mass customization More decentralization of work sites Advanced technology and employee involvement
Functions of Human Resource Management
Planning
Organizing
Directing
Controlling
Planning

A manager must plan ahead in order to get things done by his subordinates. It is also important to plan in order to give the organization its goals.

Also, planning helps establish the best procedures to reach the goals. Further, some effective managers devote a substantial part of their time to planning. NURS 6220 – Human Resource Management Assignment Paper

With respect to the human resource department, planning involves determining the personnel programs that can contribute to achieving the organization’s goals.

These programs include anticipating the hiring needs of the organization, planning job requirements, descriptions, and determining the sources of recruitment.

Organizing

After the human resource manager establishes the objectives and develops plans and programs to achieve them, he needs to design and develop the organization’s structure to carry out the different operations. Developing the organization’s structure includes:

Grouping of personnel activity into functions or positions
Assigning different groups of activities to different individuals
Delegating authority according to the tasks assigned and responsibilities involved
Coordinating activities of different employees
Directing

The HR Manager can create plans, but implementing the plans smoothly depends on how motivated the people are. The directing functions of HRM involve encouraging people to work willingly and efficiently to achieve the goals of the organization. In simpler words, the directing functions of HRM entail guiding and motivating people to accomplish the personnel programs. NURS 6220 – Human Resource Management Assignment Paper

The HRM can motivate the employees through career planning and salary administration by boosting the employee’s morale, developing relationships, providing safety requirements, and looking after the welfare of employees.

In order to do this effectively, the HRM must identify the needs of the employees and the means and methods to satisfy them. Motivation is a continuous process as employees have new needs and expectations when the old ones are satisfied.

Controlling

Controlling is all about regulating activities in accordance with the plans formulated based on the objectives of the organization. This is the fourth function of the HRM and completes the cycle. In this, the manager observes and subsequently compares the results with the set standards.

Further, he corrects any deviations that might occur. Controlling is one of the important functions of HRM as it helps him evaluate and control the performance of the department with respect to different operative functions. It also involves appraisals, audit, statistics, etc. NURS 6220 – Human Resource Management Assignment Paper

Human Resource Management

Human Resource Management is a function within an organization which focuses mainly on the recruitment of, management of, and providing guidelines to the manpower in a company. It is a function of the company or organization which deals with concerns that are related to the staff of the company in terms of hiring, compensation, performance, safety, wellness, benefits, motivation and training.

Human Resource Management is also a premeditated approach to manage people and the work culture. An efficient human resource management enables the workforce of an organization to contribute efficiently and effectively towards the overall achievement of a company’s goals and objectives.

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The traditional method of human resource management involved planned exploitation of staffs. This new function of human resource management involves HRM Metrics and measurements and strategic direction to display value. Under the influence of giving away the traditional method, HRM has got a new terminology called Talent Management. NURS 6220 – Human Resource Management Assignment Paper

Human Resource Management functions can be of three types like Operative, Managerial, and advisory. Let’s see them one by one.

Functions of Human Resource Management
☆ Operative Functions
Recruitment: This is the most challenging task for any HR manager. A lot of attention and resources are required to draw, employ and hold the prospective employees. A lot of elements go into this function of recruitment, like developing a job description, publishing the job posting, sourcing the prospective candidates, interviewing, salary negotiations and making the job offer.
Training and Development: On the job training is the responsibility of the HR department. Fresher training may also be provided by some companies for both new hires and existing employees. This Fresher training is mainly done to make the employees up to date in their respective areas as required by the company. This function makes the employees understand the process and makes it easy for them to get on their jobs with much ease. During the process of the training and development, the results are monitored and measured to find out if the employees require any new skills in addition to what he/she has. NURS 6220 – Human Resource Management Assignment Paper
Professional Development: This is a very important function of Human Resource Management. This function helps the employees with opportunity for growth, education, and management training. The organization undertakes to sponsor their employees for various seminars, trade shows, and corporal responsibilities. This, in turn, makes the employees feel that they have been taken care by their superiors and also the organization.
Compensation and Benefits: A company can attain its goals and objectives if it can acclimatize to new ways of providing benefits to the employees. Some of the benefits given by companies are listed below for our understanding:
Working hour flexibility
Extended vacation
Dental/Medical Insurance
Maternal/Paternal Leave
Education Reimbursement for children
Performance Appraisal: The employees of any organization will be evaluated by the HR department as per the performance. NURS 6220 – Human Resource Management Assignment Paper This function of Human Resource Management is to help the organization in finding out if the employee they have hired is moving towards the goals and objectives of the organization. On the other hand, it also helps the company to evaluate whether the employees needs improvement in other areas. It also helps the HR team in drawing certain development plans for those employees who have not met the minimal requirements of the job.
Ensuring Legal Compliance: To protect the organization this function plays a crucial role. The HR department of every organization should be aware of all the laws and policies that relate to employment, working conditions, working hours, overtime, minimum wage, tax allowances etc. Compliance with such laws is very much required for the existence of an organization. NURS 6220 – Human Resource Management Assignment Paper
☆ Managerial Functions
Planning: This function is very vital to set goals and objectives of an organization. The policies and procedures are laid down to achieve these goals. When it comes to planning the first thing is to foresee vacancies, set the job requirements and decide the recruitment sources. For every job group, a demand and supply forecast is to be made, this requires an HR manager to be aware of both job market and strategic goals of the company. Shortage versus the excess of employees for that given job category is determined for a given period. In the end, a plan is ascertained to eliminate this shortage of employees.
Organizing: The next major managerial function is to develop and design the structure of the organization. It fundamentally includes the following:
Employees are grouped into positions or activities they will be performing.
Allocate different functions to different persons.
Delegate authority as per the tasks and responsibilities that are assigned. NURS 6220 – Human Resource Management Assignment Paper
Directing: This function is preordained to inspire and direct the employees to achieve the goals. This can be attained by having in place a proper planning of career of employees, various motivational methods and having friendly relations with the manpower. This is a great challenge to any HR manager of an organization; he/she should have the capability of finding employee needs and ways to satisfy them. Motivation will be a continuous process here as new needs may come forward as the old ones get fulfilled.
Controlling: This is concerned with the apprehension of activities as per plans, which was formulated on the basis of goals of the company. The controlling function ends the cycle and again prompts for planning. Here the HR Manager makes an examination of outcome achieved with the standards that were set in the planning stage to see if there are any deviations from the set standards. Hence any deviation can be corrected on the next cycle. NURS 6220 – Human Resource Management Assignment Paper
☆ Advisory Functions
Top Management Advice: HR Manager is a specialist in Human Resource Management functions. She/he can advise the top management in formulating policies and procedures. He/she can also recommend the top management for the appraisal of manpower which they feel apt. This function also involves advice regarding maintaining high-quality human relations and far above the ground employee morale.
Departmental Head advice: Under this function, he/she advises the heads of various departments on policies related to job design, job description, recruitment, selection, appraisals.
Main Functions of a Human Resource Department

An efficiently run human resources department can provide your organization with structure and the ability to meet business needs through managing your company’s most valuable resources – its employees. There are several HR disciplines, but HR practitioners in each discipline may perform more than one of the more than six essential functions. In small businesses without a dedicated HR department, it’s possible to achieve the same level of efficiency and workforce management through outsourcing HR functions or joining a professional employer organization. NURS 6220 – Human Resource Management Assignment Paper

he six main function of HR are recruitment, workplace safety, employee relations, compensation planning, labor law compliance and training.
Recruiting the Right People for the Right Job

The success of recruiters and employment specialists generally is measured by the number of positions they fill and the time it takes to fill those positions. Recruiters who work in-house – as opposed to companies that provide recruiting and staffing services – play a key role in developing the employer’s workforce. They advertise job postings, source candidates, screen applicants, conduct preliminary interviews and coordinate hiring efforts with managers responsible for making the final selection of candidates.

Maintaining a Safe Environment

Workplace safety is an important factor. Under the Occupational Safety and Health Act of 1970, employers have an obligation to provide a safe working environment for employees. One of the main functions of HR is to support workplace safety training and maintain federally mandated logs for workplace injury and fatality reporting. In addition, HR safety and risk specialists often work closely with HR benefits specialists to manage the company’s workers compensation issues.

Employer-Employee Relations

In a unionized work environment, the employee and labor relations functions of HR may be combined and handled by one specialist or be entirely separate functions managed by two HR specialists with specific expertise in each area. Employee relations is the HR discipline concerned with strengthening the employer-employee relationship through measuring job satisfaction, employee engagement and resolving workplace conflict. Labor relations functions may include developing management response to union organizing campaigns, negotiating collective bargaining agreements and rendering interpretations of labor union contract issues. NURS 6220 – Human Resource Management Assignment Paper

Compensation and Benefits

Like employee and labor relations, the compensation and benefits functions of HR often can be handled by one HR specialist with dual expertise. On the compensation side, the HR functions include setting compensation structures and evaluating competitive pay practices. A comp and benefits specialist also may negotiate group health coverage rates with insurers and coordinate activities with the retirement savings fund administrator. Payroll can be a component of the compensation and benefits section of HR; however, in many cases, employers outsource such administrative functions as payroll. NURS 6220 – Human Resource Management Assignment Paper

Labor Law Compliance

Compliance with labor and employment laws is a critical HR function. Noncompliance can result in workplace complaints based on unfair employment practices, unsafe working conditions and general dissatisfaction with working conditions that can affect productivity and ultimately, profitability. HR staff must be aware of federal and state employment laws such as Title VII of the Civil Rights Act, the Fair Labor Standards Act, the National Labor Relations Act and many other rules and regulations.

Training and Development

Employers must provide employees with the tools necessary for their success which, in many cases, means giving new employees extensive orientation training to help them transition into a new organizational culture. Many HR departments also provide leadership training and professional development. Leadership training may be required of newly hired and promoted supervisors and managers on topics such as performance management and how to handle employee relations matters at the department level.

Professional development opportunities are for employees looking for promotional opportunities or employees who want to achieve personal goals such as finishing a college degree. Programs such as tuition assistance and tuition reimbursement programs often are within the purview of the HR training and development area.

Main Functions of Global Human Resource Management
Globalization, the process of integrating a business’s operations and strategies across a wide array of cultures, products and ideas, is having an impact on the role of human resource managers. Once concerned with local issues, HR must now consider the effects of workforce diversity, legal restrictions and the interdependence between training and professional development on the organization NURS 6220 – Human Resource Management Assignment Paper
Global human resources managers are responsible for recruitment of new employees, training, professional development, benefits and legal compliance just like any other HR team, but they do so on a global scale.
Recruitment and On boarding Process

Attracting, hiring and retaining a skilled workforce is perhaps the most basic of the human resources functions. There are several elements to this task including developing a job description, interviewing candidates, making offers and negotiating salaries and benefits. Although a complex task for any business, it is made more complex in the international arena due to differences in educational systems from one country to the next and, of course, difference in languages.

Companies that recognize the value of their people place a significant amount of stock in the recruitment function of HR, no matter where in the world hiring takes place. There is good reason for this – having a solid team of employees can raise the company’s profile, help it to achieve profitability and keep it running effectively and efficiently. NURS 6220 – Human Resource Management Assignment Paper

On-the-Job Training

Even when an organization hires skilled employees, there is normally some level of on-the-job training that the human resources department is responsible for providing. This is because every organization performs tasks in a slightly different way. One company might use computer software differently from another, or it may have a different timekeeping method. Whatever the specific processes of the organization, human resources has a main function in providing this training to the staff.

The training function is amplified when the organization is running global operations in a number of different locations. Multiple sessions in numerous international locations may be called for, although online webinars and training tools can sometimes effectively reach anywhere on the globe. Having streamlined processes across all locations makes communication and the sharing of resources a much more manageable task. NURS 6220 – Human Resource Management Assignment Paper

Continuing Professional Development

Closely related to training is HR’s function in professional development. But whereas training needs are centered around the organization’s processes and procedures, professional development is about providing employees with opportunities for growth and education on an individual basis. Development often entails moving an employee between departments so that he or she gains skills in multiple areas. For an international operation, this may also mean moving employees across boundaries.

Many human resource departments also offer professional development opportunities to their employees by sponsoring them to visit conferences, external skills training days or trade shows. The result is a win-win: it helps the employee feel like she is a vital and cared-for part of the team and the organization benefits from the employee’s added skill set and motivation.

Benefits and Compensation

While the management of benefits and compensation is a given for human resources, the globalization of companies in the twenty-first century has meant that HR must now adapt to new ways of providing benefits to an organization’s employees. Non-traditional benefits such as flexible working hours, paternity leave, extended vacation time and telecommuting are ways to motivate existing employees and to attract and retain new skilled employees. Balancing compensation and benefits for the organization’s workforce is an important HR function because it requires a sensitivity to the wants and needs of a diverse group of people. NURS 6220 – Human Resource Management Assignment Paper

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Ensuring Legal Compliance

The final function of human resource management is perhaps the least glamorous but arguably of utmost importance. Ensuring legal compliance with labor and tax law is a vital part of ensuring the organization’s continued existence. The federal government as well as the state and local government where the business operates impose mandates on companies regarding the working hours of employees, tax allowances, required break times and working hours, minimum wage amounts and policies on discrimination.

This task becomes very much more complex when different laws in different countries need to be taken into account as well. Being aware of these laws and policies and working to keep the organization completely legal at all times is an essential role of human resources.

What is the purpose of Human resource management?

The purpose of the Human resource management is to make the job and deal with the job holder (employee). So as to perform a job in an organization, one needs to be identified. In order to identify right person for a particular job, notification should be issued which contains job description ( duties and responsibilities) and specifications ( academic qualifications and physical qualifications). So as to verify the correctness of the candidates invited, they should be tested by the suitable selection methods for picking-up right person. Subsequently selected candidates should be provided with the proper training for performing his duties & responsibilities mentioned in the notification. Later, assessment of employees’ performance should be done to know whether employees are performing to the desired standards set by the management. Accordingly employees should be rewarded or paid for the job they did in the organization and their safety in the job is the responsibility of Hr manager or safety officer who should instruct safety measures for the employees and see that they are scrupulously followed. NURS 6220 – Human Resource Management Assignment Paper Healthy and welfare measures are so-so important to keep employees happy and motivated which has direct impact on their productivity. Doing so all, maintaining proper and healthy relationships between employees and management  avoids conflicts which will effect the overall performance of the organization. Most important thing is adherence and not to ignore employment and labor laws which govern all the above said activities for a job. Contravenes  of employment laws will cost to the organization and its branding. Hence the Human resource management is like a guardian angel for the organization to sail smoothly and long-live.
The ten “Cs” of human resources management are: cost effectiveness, competitive, coherence, credibility, communication, creativity, competitive advantage, competence, change, and commitment. The ten “Cs” framework was developed by Alan Price in his book “Human Resource Management in a Business Context”. NURS 6220 – Human Resource Management Assignment Paper

Why Is Human Resource Management Important to All Managers?

Why are these concepts and techniques important to all managers? ‘ Perhaps it’s easier to answer this by listing some of the personnel mistakes you don’t want to make while man­aging. For example, you don’t want to:

Hire the wrong person for the job.
Experience high turnover
Have your people not doing their best
Waste time with useless interviews
Have your company taken to court because of discriminatory actions
Have your company cited under federal occupational safety laws for unsafe practices
Have some employees think their salaries are unfair and inequitable relative to others in the organization
Allow a lack of training to undermine your department’s effectiveness
Commit any unfair labor practices

Difference between Personnel management and Human resource management.

Coming to the crux of difference, Personnel management is the seed and root for Human resources management. To say in simple words Human resource management is evolved from the Personnel management. Main principle of the Personnel management was to extract work from an employee for the remuneration paid. NURS 6220 – Human Resource Management Assignment Paper Employees during the Personnel management era were not given high priority in decision making process and weren’t much allowed to interact with management. Personnel management was more confined to the factories and the main focus of the Personal manager was to see that everything was in compliance with the labor laws or not but not much emphasis made on the morale of employees. Employees were just treated as tools, obligation to the organization but not as the asset of the organization, besides they were seen as  cost & expenditure to company rather than capital and investment. Personnel officers mostly used be disciplinary oriented instead of flexible and interactive with employees. Nurturing  of employees was not priority by the personnel managers and employees perspective was ignored which means personnel managers rather than understanding situation they used to be punitive if any error was committed by employee. NURS 6220 – Human Resource Management Assignment Paper

Human resource management see employees from the perspective as a most valuable resources for the organization and they consider their employees as assets and capital for their organization. Motivating employees is a basic feature of human resource management in contrast with personal management. Main principle of the Human resource management is to see what should be given to an employee for extracting the desired work. Hr Managers always encourage participation of employees in decision making and their suggestions are most valued. Flexibility in work, welfare and Work life balance to employees is high priority for Hr managers and they show much more concern towards employee issues. Adoption of new policies and optimization methods by the Hr manager are well encouraged and swift. The finest difference between Personnel management and Human resource management is integration and augmentation of Information Technologies in the human resources management process and functions for enhanced productivity and time savings as time is money. All above Artificial intelligence and Roberts are taking over many Hr functions ranging from employees recruitment, Testing, interviewing and many more. NURS 6220 – Human Resource Management Assignment Paper

Who is responsible for human resource management?
Human resource officer or Manager is responsible for human resource management in the organization.

The HR Director is a top-level manager responsible for the administration of all human resource activities and policies. The director oversees compensation, benefits, staffing, affirmative action, employee relations, health and safety, and training/development functions. They also supervise professional human resources staff. NURS 6220 – Human Resource Management Assignment Paper
Primary responsibilities of the Human resource manager:

To develop a thorough knowledge of corporate culture, plans and policies.
To act as an internal change agent and consultant.
To initiate change and act as an expert and facilitator.
To actively involve himself in company’s strategy formulation.
To keep communication lines open between the HRD function and individuals and groups both within and outside the organization.
To identify and evolve HRD strategies in consonance with overall business strategy. NURS 6220 – Human Resource Management Assignment Paper
To facilitate the development of various organizational teams and their working relationship with other teams and individuals.
To try and relate people and work so that the organization objectives are achieved effectively and efficiently.
To diagnose problems and to determine appropriate solution particularly in the human resources areas.
To provide co-ordination and support services for the delivery of HRD program mes and services.
To evaluate the impact of an HRD intervention or to conduct research so as to identify, develop or test how HRD in general has improved individual or organizational performance.

The term human resource management has been subject to considerable scrutiny and its philosophy and character has been the focus of continuous debate, and a widely accepted definition does not exists, however, below are some definitions of HRM from its early years to date which can be useful in capturing a glimpse of its philosophy and use. NURS 6220 – Human Resource Management Assignment Paper

The purpose of HRM is to ensure that the employees of an organization are used in such a way that the employer obtains the greatest possible benefit from their abilities and the employees obtain both material and psychological rewards from their work (Graham, 1978).

HRM is a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an array of cultural, structural and personnel techniques. (Storey,1995).

HRM is a managerial perspective which argues the need to establish an integrated series of personnel policies to support organizational strategy. Buchanan and Huczynski, 2004). NURS 6220 – Human Resource Management Assignment Paper

HRM is a strategic approach to managing employment relations which emphasizes that leveraging people’s capabilities is critical to achieving competitive advantage, this being achieved through a distinctive set of integrated employment policies, program mes and practices. (Bratton and Gold,2007).

Although there is no consensus on the definition or the characteristics of HRM it can be seen from the above definitions that HRM is a combination of people-oriented management practices that views employees as assets, not costs; and its main aim is to create and maintain a skillful and committed workforce to gain competitive advantage. NURS 6220 – Human Resource Management Assignment Paper

The differences in the interpretation of HRM have created two different schools of thought: soft and hard variants of HRM (Storey, 1992). Soft and hard HRM are also often defined as two main models of HRM. Soft HRM focuses on employee training, development, commitment and participation. It is used to define HR functions aimed to develop motivation, quality and commitment of employees; hard HRM, on the other hand, concentrates mostly on strategy where human resources are used to achieve organizational goals. It is also associated with cost control and head count strategies, especially in business processes like downsizing, lowering the wages, shortening comfort breaks, etc. (Beard well and Clay don, 2007). NURS 6220 – Human Resource Management Assignment Paper

Objectives in Human Resources
Human resource professionals serve as the heart of an organization. They help hire the people who move a business forward, as well as ensuring those workers are paid and have benefits. They’re also responsible for terminating employees when necessary. An HR team has a clearly defined set of duties, just as every other team in a business does. This includes setting actionable policies and helping with the creation of a work culture that ensures high worker morale
Building a Strong Workforce

A good team starts at the point of hiring. Although HR generally isn’t the final decider on hiring, you’ll likely make recommendations and even coordinate and sit in on interviews. You’ll also probably be responsible for recruiting candidates, whether through posts on job boards or reaching out to existing connections. NURS 6220 – Human Resource Management Assignment Paper

The larger your candidate pool during hiring, the better the odds that you’ll find the best person for the job. Make sure you have a sound recruitment process in place so you’ll be able to narrow the list down to only those who have the most relevant qualifications. Then, during the interview process, make sure you hire based on solid reasons – gut decisions are only right about 50 percent of the time.

Supporting Employees

No matter who in your organization will be managing an employee, HR is the go-to source for on boarding. HR should work hard to create a process that makes it as easy as possible, both for themselves and the new employee, to sign all relevant documents and get started. For a smoother first day, this process can even start beforehand, in the days following official job acceptance.

From that first day, though, HR usually serves as a consultant to employees, who need to feel that they can trust that anything they say won’t be shared outside of the HR department. This starts with questions about benefits and pay, but it also includes serious talks about issues they’re having with their own supervisors and co-workers. HR also has a responsibility to make sure anything said in a closed-door meeting will not only be kept confidential, but also will be taken seriously and investigated. NURS 6220 – Human Resource Management Assignment Paper

Supporting Managers

Managers rely heavily on HR to support them as they hire, manage and occasionally terminate workers. This starts with having fully-formed policies in place that supervisors can consult. If you have a dress code, for instance, managers have more leverage if an employee shows up for a client meeting wearing flip-flops, cargo shorts and a T-shirt.

In addition to writing and translating policies for managers, HR also often serves as a consultant on a one-on-one basis. A manager may have two employees who are disrupting the work environment with constant fighting, for instance. If disciplinary action or termination needs to take place, HR will help with that, gathering paperwork and including it in the employee’s personnel file. NURS 6220 – Human Resource Management Assignment Paper

Building a Strong Work Culture

Today’s businesses realize the importance of work culture to employee morale. It’s important that HR teams realize the role this plays and help set an environment that is both professional and motivating. Some mistakenly think this means arcade games in the break room and beer carts on Fridays. But it actually means creating an environment where employees know the rules and follow them, and also feel appreciated in the work they do every day.

Some things HR can do to reach the objective of a positive work culture include:

Training managers to positively motivate employees through positive reinforcement and worker recognition.
Ensuring employees have a good work-life balance.
Fairly enforcing rules and guidelines.
Encouraging bosses to be mentors.
Initiating programs that bring fun into the workforce, such as birthday celebrations and “lunch and learns.”
Ensuring policies are employee-friendly. NURS 6220 – Human Resource Management Assignment Paper
Importance And Objectives Of Human Resource Management
The main purpose of human resource management is to accomplish the organizational goals. Therefore, the resources are mobilized to achieve such goals. Some importance and objectives of human resource management are as follows:

1. Effective Utilization Of Resources
Human resource management ensures the effective utilization of resources. HRM teaches how to utilize human and non-human resources so that the goals can be achieved.Organization aiming to utilize their resources efficiently invites the HR department to formulate required objectives and policies.
2. Organizational Structure
Organizational structure defines the working relationship between employees and management. It defines and assigns the task for each employee working in the organization. The task is to be performed within the given constraints. It also defines positions, rights and duties, accountability and responsibility, and other working relationships. The human resource management system provides required information to timely and accurately. Hence, human resource management helps to maintain organizational structure. NURS 6220 – Human Resource Management Assignment Paper
3. Development Of Human Resources
Human resource management provides favorable environment for employees so that people working in organization can work creatively. This ultimately helps them to develop their creative knowledge, ability and skill. To develop personality of employees, human resource management organizes training and development campaigns  which provides an opportunity for employees to enhance their caliber to work.
4. Respect For Human Beings
Another importance of human resource management is to provide a respectful environment for each employee. Human resource management provides with required means and facilitates employee along with an appropriate respect because the dominating tendency develops that will result organizational crisis. Hence, all of them should get proper respect at work. Human resource management focuses on developing good working relationships among workers and managers in organization. So, good human resource management system helps for respecting the employees. NURS 6220 – Human Resource Management Assignment Paper
5. Goal Harmony
Human resource management bridges the gap between individual goal and organizational goal-thereby resulting into a good harmony. If goal difference occurs, the employees will not be willing to perform well. Hence, a proper match between individual goal and organizational goal should be there in order to utilize organizational resources effectively and efficiently.
6. Employee Satisfaction
Human resource management provides a series of facilities and opportunities to employees for their career development. This leads to job satisfaction and commitment. When the employees are provided with every kind of facilities and opportunities, they will be satisfied with their work performance.
7. Employee Discipline And Moral
Human resource management tries to promote employee discipline and moral through performance based incentives. It creates a healthy and friendly working environment through appropriate work design and assignment of jobs.
8. Organizational Productivity
Human resource management focuses on achieving higher production and most effective utilization of available resources. This leads to an enhancement in organizational goals and objectives. NURS 6220 – Human Resource Management Assignment Paper

Objectives are per-determined goals to which individual or group activity in an organization is directed. Objectives of personnel management are influenced by organizational objectives and individual and social goals. Institutions are instituted to attain certain specific objectives. The objectives of the economic institutions are mostly to earn profits, and of the educational institutions are mostly to impart education and / or conduct research so on and so forth. However, the fundamental objective of any organization is survival. Organizations are not just satisfied with this goal. Further the goal of most of the organizations is growth and / or profits.

Institutions procure and manage various resources including human to attain the specified objectives. Thus, human resources are managed to divert and utilize their resources towards and for the accomplishment of organizational objectives. Therefore, basically the objectives of HRM are drawn from and to contribute to the accomplishment of the organizational objectives. The other objectives of HRM are to meet the needs, aspirations, values and dignity of individual employees and having due concern for the sociology-economic problems of the community and the country. NURS 6220 – Human Resource Management Assignment Paper

The objectives of HRM may be as follows:

1. To create and utilize an able and motivated workforce, to accomplish the basic organizational goals.
2. To establish and maintain sound organizational structure and desirable working relationships among all the members of the organization.

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3. To secure the integration of individual or groups within the organization by co-ordination of the individual and group goals with those of the organization.
4. To create facilities and opportunities for individual or group development so as to match it with the growth of the organization.
5. To attain an effective utilization of human resources in the achievement of organizational goals.
6. To identify and satisfy individual and group needs by providing adequate and equitable wages, incentives, employee benefits and social security and measures for challenging work, prestige, recognition, security, status.
7. To maintain high employees morale and sound human relations by sustaining and improving the various conditions and facilities.
8. To strengthen and appreciate the human assets continuously by providing training and development programs.
9. To consider and contribute to the minimization of sociology-economic evils such as unemployment, under-employment, inequalities in the distribution of income and wealth and to improve the welfare of the society by providing employment opportunities to women and disadvantaged sections of the society.
10. To provide an opportunity for expression and voice management. NURS 6220 – Human Resource Management Assignment Paper
11. To provide fair, acceptable and efficient leadership.
12. To provide facilities and conditions of work and creation of favorable atmosphere for maintaining stability of employment.

Management has to create conductive environment and provide necessary prerequisites for the attainment of the personnel management objectives after formulating them.

What is Human Resource Management (HRM)?

This is a function within an organization concentrated on recruiting, managing and directing people who work in it. Human Resource Management deals with issues related to compensation, performance management, organization development, safety, wellness, benefits, employee motivation, training and others. HRM plays a strategic role in managing people and the workplace culture and environment. If effective, it can contribute greatly to the overall company direction and the accomplishment of its goals and objectives.

The New Role in Human Resource Management

More and more companies seek the outsourcing services of HR recruitment companies. The focus on HRM is now moved to the strategic utilization of employees and the measurable impact of employee programs over business. Nowadays successful companies need to be adaptive, resilient, customer-centered and quick to change direction. Within such an environment the effectiveness of HRM is crucial to business success. HR professionals establish systems for performance development, career succession planning and employee development. This keeps people motivated, happy, personally engaged and contributing to company success. Furthermore the HR professional helps the development of organizational culture and climate in which employees have the competency, concern and commitment to serve customers well. NURS 6220 – Human Resource Management Assignment Paper

How do I gain profound knowledge on Human Resource Management?

Experience is one of the best ways to learn the inside out of any specific area, but attending an appropriate HR course will give an excellent starting point of your future development. It is important to pick a program, well adjusted to the current trends in Human Resources Management. Otherwise you may gain knowledge, which is not applicable to the current business environment. Griffith College has designed a HR course to provide participants with the appropriate skills and knowledge essential for effective human resource management. It is suitable for individuals who wish to pursue a career in HRM and also for newly appointed managers or team leaders. You will be introduced to the main HRM theories, and these will provide a conceptual and practical platform for student learning.

Reasons HR Is Important to an Organization
Human resources is important to organizations in myriad areas, ranging from strategic planning to company image. HR practitioners in a small business who have well-rounded expertise provide a number of services to employees. The areas in which HR maintains control can enhance an employees’ experience throughout the workforce while strengthening business operations.
1. Strategic Management

HR improves the company’s bottom line with its knowledge of how human capital affects organizational success. Leaders with expertise in HR strategic management participate in corporate decision-making that underlies current staffing assessments and projections for future workforce needs based on business demand. NURS 6220 – Human Resource Management Assignment Paper

2. Wages and Salaries

HR compensation specialists develop realistic compensation structures that set company wages competitive with other businesses in the area, in the same industry or companies competing for employees with similar skills. They conduct extensive wage and salary surveys to maintain compensation costs in line with the organization’s current financial status and projected revenue.

3. Analyzing Benefits

Benefits specialists can reduce the company’s costs associated with turnover, attrition and hiring replacement workers. They are important to the organization because they have the skills and expertise necessary to negotiate group benefit packages for employees, within the organization’s budget and consistent with economic conditions. They also are familiar with employee benefits most likely to attract and retain workers. This can reduce the company’s costs associated with turnover, attrition and hiring replacement workers. NURS 6220 – Human Resource Management Assignment Paper

4. Safety and Risk Management

Employers have an obligation to provide safe working conditions. Workplace safety and risk management specialists from the HR area manage compliance with U.S. Occupational Safety and Health Administration regulations through maintaining accurate work logs and records, and developing programs that reduce the number of workplace injuries and fatalities. Workplace safety specialists also engage employees in promoting awareness and safe handling of dangerous equipment and hazardous chemicals.

5. Minimizing Liability Issues

HR employee relations specialists minimize the organization’s exposure and liability related to allegations of unfair employment practices. They identify, investigate and resolve workplace issues that, left unattended, could spiral out of control and embroil the organization in legal matters pertaining to federal and state anti-discrimination and harassment laws. NURS 6220 – Human Resource Management Assignment Paper

6. Training and Development

HR training and development specialists coordinate new employee orientation, an essential step in forging a strong employer-employee relationship. The training and development area of HR also provides training that supports the company’s fair employment practices and employee development to prepare aspiring leaders for supervisory and management roles.

7. Employee Satisfaction

Employee relations specialists in HR help the organization achieve high performance, morale and satisfaction levels throughout the workforce, by creating ways to strengthen the employer-employee relationship. They administer employee opinion surveys, conduct focus groups and seek employee input regarding job satisfaction and ways the employer can sustain good working relationships.

8. Recruitment and On boarding

HR recruiters manage the employment process from screening resumes to scheduling interviews to processing new employees. Typically, they determine the most effective methods for recruiting applicants, including assessing which applicant tracking systems are best suited for the organization’s needs. NURS 6220 – Human Resource Management Assignment Paper

9. Hiring Processes

HR professionals work closely with hiring managers to effect good hiring decisions, according to the organization’s workforce needs. They provide guidance to managers who aren’t familiar with HR or standard hiring processes to ensure that the company extends offers to suitable candidates.

10. Maintaining Compliance

HR workers ensure that the organization complies with federal state employment laws. They complete paperwork necessary for documenting that the company’s employees are eligible to work in the U.S. They also monitor compliance with applicable laws for organizations that receive federal or state government contracts, through maintaining applicant flow logs, written affirmative action plans and disparate impact analyses.

Why HR Is Important

A good HR department is critical to an employee-oriented, productive workplace in which employees are energized and engaged. Below are a few key reasons why: NURS 6220 – Human Resource Management Assignment Paper

HR monitors the culture. Some organizations say that HR owns the culture, but as in all other employee relations matters, we recommend that the ownership is spread across all employees.
HR owns the overall talent management processes. In conjunction with other managers, HR leads the way in management development, performance management, succession planning, career paths, and other aspects of talent management. HR can’t do it alone and relies heavily on managers and executive staff to help plan and execute the strategies. However, HR has to bring new ideas and effective practices into the organization.
HR is responsible for the overall recruiting of a superior workforce. Once again, HR cannot do it alone but must provide support to hiring managers who are also responsible for recruiting a superior workforce. HR must provide leadership, training, scheduling assistance, a systematic hiring process, recruitment planning processes, interview expertise, selection monitoring, and more.
HR recommends market-based salaries and develops an overall strategic compensation plan. HR provides guidance to managers as they determine the salary ranges within their organizations. NURS 6220 – Human Resource Management Assignment Paper
HR researches, recommends and implements employee benefits programs that attract and retain your best employees. HR is also responsible for controlling costs and considering various options before recommending adoption.
HR is responsible for recommending and instituting strategies for people and the organization that further the attainment of the organization’s strategic goals. If your organization is changing direction, developing new products, changing mission, vision, or goals, HR must lead the way with employee programs and processes.
HR makes sure that workplace activities, events, celebrations, ceremonies, field trips, and team building opportunities are occurring. Other employees plan and implement the activities with or without HR’s help, but the HR leader is generally responsible for monitoring the budget and providing committee oversight.
HR advocates for employees who have issues or conflict with management and coaches managers and executives who seek a more effective approach to working with particular employees. Not everyone loves each other but they need to develop effective working relationships with contributions and productivity. HR can help by knowing the players and taking on the necessary role of advocate, coach and/or mediator NURS 6220 – Human Resource Management Assignment Paper
The importance of HR is easily overlooked in the busy day-to-day in the workplace, but without contributions in each of these areas, the organization would be less successful.NURS 6220 – Human Resource Management Assignment Paper