human resource management essay conclusion

human resource management essay conclusion

The Importance of Effective Human Resource Management: A Comprehensive Analysis

1. Introduction to Human Resource Management

Although scientific research in the area of human resource management (HRM) has emphasized the practical implications of HRM, theoretical advancement is not a priority of HRM research. Despite the general consensus about measuring differences in the quality and performance of the HRM function, deficiency in rigorous theoretical development also stands in the way of theory testability. Rigorous research could help HRM scholars maintain their practical relevance and possibly enhance their professional appeal. Therefore, both theory advancement and practical implications should be of interest in HRM research, albeit with the prioritizing of one over the other at times. One way to commence the bridging of this gap in research is to reconceptualize HRM with a focus on its strategic dimension and, more specifically, to emphasize the importance of planning and preparation for the implementation of strategic HRM. Such research enables academics and practitioners to generate knowledge about the determinants and the conditions for HRM’s functioning, and about the causal effects of the outcomes of the HRM function. Without sufficient attention to professional preparation by all actors through the generation and dissemination of research findings, HRM will remain as a naive field whose focus – human beings and their management – is smarter than HRM itself. Safeguarding the quality of HRM processes is a primary challenge facing all organizations. What proves its utility as a central management function in support of its visibility and accountability? Again, why should it, and how can it, enable and ensure that human resources are not only developed but are sustainable throughout conditions of changing civil service employment terms? Provide credible evidence of its worth as a foundation for debate and discussion in the design of civil service reform.

Human resource development has become an overarching discipline in the modern era of market economies. Human resource processes function to ensure that there is a framework for the strategic management of the affected personnel that meets the needs of the modern organization. Capacity development (CD) initiatives, which are often short-term, are constantly challenged by high rates of officer turnover. Competency development is a more extended approach which focuses on ensuring that organizations have an appropriate cohort of staff to meet both immediate needs and future requirements in line with organizational mandates. Ongoing capacity and competency development should be central elements of change management functions facilitated by human resource processes. Individual agencies must work to continuously enhance their human resource management capabilities in order to ensure that necessary capacities residing in skills, knowledge, and professional attitudes are maintained.

2. Key Functions of Human Resource Management

To various authors, human resource management promotes equal treatment of workers, protecting the fundamental rights of each one. The similar offer opportunities and recognition for its action, stimulates the growth of the individual in its professional career and a greater opening for the exercise of its managerial and operational capabilities. It also invests in the development of the employees, guiding them for the effective exercise of their functions, and rewards the differential virtues of each employee, by means of continuous qualification, incitation Schuster and Dornelas. In the current world of the work and the organizations, the use of the word ‘resource’ to designate people installed in the departments of human resources, departments of staffs, soft of people is generalized. In this culture, the human being follows the lists in the telegram of Mr. Théron and only falls there, the sequence of the discussions will be at the margins of its importance.

Although many complex theories have been propounded in the field of human resource management, to most workers, the department falls into the same five categories of basic functions. These are human resources planning, recruitment and selection; compensation, social security, and health and safety; social and organizational support; labor relations; and development of human resources, which is constituted of career management; human resources development, or training; and the effective performance.

3. Challenges and Trends in Human Resource Management

It is clear from various literature that all large profit and non-profit organizations are faced today with more than just the single challenge of utilizing their human resources effectively. In this regard, managing the process of human resources encompasses a lot more than just hiring the best, organizing the best, and rewarding the best. Companies are forced into a period of radical change, and each company must respond to criteria that ensure its competitive longevity. High-performing companies, whether for profit, not for profit, or governmental, and no matter how small or how large, are those that ensure that their mission and goals are consistently met. Prompt and efficient organizational response to customer requirements is not a vague goal; it is an outcome to be achieved.

Almost everything that influenced organizations in the past is in a process of change, and this fraction can be referred to as a global phenomenon. Information technology, increased competition, and the changing value system are some of the elements that have brought about change in the operational strategies of the organization. Human resource management (HRM) cannot be left untouched by this transformation; therefore, all HRM activities are being re-examined to tackle these challenges effectively. It has been frequently cited that growing environmental complexity is causing a number of trends affecting the increasing importance of HRM. The increased importance of human assets to the organization is clear from these HRM trends. Customer satisfaction from service or product purchases, continuous innovation, making responsible business and environmental decisions consistent with substantive organizational goals, and international competition are all absolutely critical to organizational effectiveness.

4. Strategies for Effective Human Resource Management

The primary objective of human resources management is to help an organization meet strategic business goals. To accomplish this, the Human Resource Manager requires the support of the entire management team. By partnering with management in maintaining positive and productive employee relations, human resources can help to create a work environment in which employees are more likely to make productive contributions. The meaning of the strategies encompasses management’s acceptance and encouragement of the development of approaches to employment and providing the means that map employee participation in various operational activities. Promoting effective personal growth within an organization is a shared responsibility between management and employees.

Strategies using Human Resource Management

Since human resource management is a prominent concept in organizations, several specific strategies need to be pursued to accomplish its purpose. To follow an effective human resource management, the policy implemented must be perceived and approachable to the entire workforce so that employees are more committed and will contribute more to organizational purposes. Therefore, personnel policies and procedures, motivation plans, employee appraisal system, and employee training programs would be developed in order to manage staff concerns more effectively. There are several strategies which have been proven to enhance the employee participation and involvement in the organization. All strategies are intended to be applied to encourage employees to contribute more effectively and to increase satisfaction in their employment with the organization.

5. Conclusion and Future Directions

The job market expansion has led to the culture of communication and service, which is why customer service craft promotions are widely advertised. The second step in the employee lifecycle is selection, which can also be named “employment.” It is very hard to make predictions and evaluations in a short time in job interviews. The majority of the validity and reliability of recruitment procedures is very low. However, by focusing on the personal criteria, the interviewer can understand the candidates’ potential, their collaboration skills, and how they would react in work-related incidents and their personal characteristics. It is one of the primary responsibility areas of HRM to communicate the company’s vision, mission, and other purposes.

Every organization has its unique culture. The collective goals and the mission of the organization can only be achieved if all the employees are exposed to the same culture. Recruitment is the first step to selection, which is also named “hiring.” There are a great deal of techniques in the recruitment process such as employee referrals, usage of employment agencies, recruitment at college campuses such as co-op programs, job fairs and civic public meetings, company-sponsored career days, curriculum designed for training students, internship programs, open position announcements, advertising, and job announcements on company websites.