Discussion
Human resource management (HRM) is all about managing various people in an organization in proper way. The main notion is all about managing productivity along with improving employee efficiency in an organization. It is known to be key principles which are needed for achieving the goals. The HR department of an organization does not need to be large in size but should be capable of managing various categories of human resource. In an organization, proper management of resources is considered to be bit tough in comparison for managing the overall capital and technology. For efficient accomplishment of goals in an organization, human resource comes up large number of activities.
In the coming pages of the essay, an idea has been provided with respect to three human resource activities like training and development, career planning and lastly rewards. After that, an idea has been provided with respect to impact on employee performance and competitive advantage. In the discussion portion of the report, an idea has been provided with respect to HR activity and component along with critical analysis.
Discussion
Human resource management is an organization is mainly inclusive of large number of things like recruitment, hiring, and training of employees in an organization. Various kind of human resource management is mainly involved in adapting employment law along with pre-employment that is screening and testing (Langford et al. 2014). Human resource professionals are mainly involved in making determination with the upper management of the organization. It can pay grades and benefit packages along with overseeing the related issues. It is totally related to various kind of disputes in workplace. The disputes can be in the charges of harassment or even discrimination.
Human resource manager focuses on some of the important components of a successful business that is production, thriving and workforce (Konrad, Yang and Maurer 2016). The overall role of human resource management in the given organization is all about organizing people. It is all about understanding organization so that they can easily perform large number of activities. It mainly requires people to be viewed as assets which do not cost to any organization. People should have considered asset to be a part of human resource management and lastly human capital management.
Human resource management is considered like as a major component in achieving the business goal of the organization (Junni et al. 2015). The HR department of the organization does not need to be large or huge in size. It comes up with capability of managing some of the large categories of human resources. It is mainly inclusive of proper recruitment, development of talent, maintaining health and lastly safety of working employee (Armstrong and Taylor 2014). Apart from all these, the record keeping is focusing on some legal action which can be brought against the organization with respect to employee management.
The biggest advantage of human resource management strategy is all about complaint with different laws and regulation in relation to employee (Langford et al. 2014). There is certain number of laws and policies for some of the governing business which is very complex and varies in the given jurisdiction. But the HR management tends to play a role in understanding the fact that organization comes up with some strategic plan. The plan is not only used in legal practices but can also adapt to the changing times and legal circumstances.
Recruitment and developing talent
Recruitment and developing talent: The overall success of recruiters and specialist of employees is generally understood by the number of positions they fill in time. There is large number of recruiters who tend to oppose the organization to easily provide recruitment and staffing services (Madera et al. 2017). This particular parameter tends to play a key role in the development of employee workforce.
The term “HR management” is all about doing large number of things like Hiring, firing, and training of employees. HR department of the organization is the place where people tend to send resume. This particular department provides training to employees along with payroll accounts. It emphasizes collecting requirement in the event of any kind of emergency in the office. Apart from this, it tends to conduct interview at the time of exit.
Training and development: Employers of an organization tends to provide employees with certain number of tools which is needed for overall success. In some of the cases, it can provide employees with new kind of training that can form transition of the given organization culture (Runhaar 2017). There is large number of HR departments which can provide leadership professional and development of training. Leadership training is mainly needed for some of the newly hired and promoted supervisors and managers on certain number of topics. It is mainly needed for performance management and handling of employee relation at various level.
There is large number of performance development opportunities for large number of employees for promoting opportunities. Employee needs to achieve their personal goals like finishing their college degree (Naser et al. 2017). Apart from this, there is large number of programs like tuition assistance. This type of program will ultimately help them in purview of certain areas of HR training and development of areas.
Rewards: Recognition and rewards of employee are considered to be as one positive action towards the notion of the employee. If the given activity is implemented ineffective way, then it can provide an efficient tool which is needed for encouraging employee (Baum 2015). This particular step can be considered to be useful in creating and bring business to the organization. Recognizing the efforts of the employees along with encouraging their morale can easily result in increasing the overall productivity and reducing the rate of attrition. It is all about documenting certain number of facts which can dedicate any kind of change in the overall fate of the organization. With the help of proper reward system, a careful analysis needs to be done on the policies and procedure (Bolman and Deal 2017).
A proper need to be done on analysis of various duties and risk that is involved in this business. The reward system of the given organization needs to be aligned with its goals, objective, vision and mission. Both kind of rewards system that is monetary and non-monetary rewards. Factors like hike in salary, movie tickets, trips for vacation, gift certificates and stock rewards. Apart from this, it tends to emphasize healthy checkup for family and school tuition fees for employees under this particular category.
Making a recognition for efforts of employee along with encouraging their morale (Albrecht et al. 2015). Non-monetary rewards are totally based on different kind of rewards, letter for appreciation, dining with boss. With the help of mixing monetary and non-monetary rewards, a proper wonder can be achieved and it can drive the employee continuously. The best kind of reward system can be creating relation between the employee and employers.
Conclusion
From the above pages of the essay, it can be easily stated that this it is all about HR practices in an organization. In the essay, the three vital human resource activities like reward, recruitment, and training and lastly training and development has been discussed in details. Apart from this, a discussion has been carried out on the impact of employee performance and competitive advantage. Employee is considered to be a critical part of any business. Successful managing of human resource is considered to be an important parameter for any business. In the service domain, employees are considered to be an important part for delivery of product and services. Various aspects like performance, commitment and loyalty are considered to be critical which can boost by the help of HR management.
References
Albrecht, S.L., Bakker, A.B., Gruman, J.A., Macey, W.H. and Saks, A.M., 2015. Employee engagement, human resource management practices and competitive advantage: An integrated approach. Journal of Organizational Effectiveness: People and Performance, 2(1), pp.7-35.
Armstrong, M. and Taylor, S., 2014. Armstrong’s handbook of human resource management practice. Kogan Page Publishers.
Baum, T., 2015. Human resources in tourism: Still waiting for change?–A 2015 reprise. Tourism Management, 50, pp.204-212.
Bolman, L.G. and Deal, T.E., 2017. Reframing organizations: Artistry, choice, and leadership. John Wiley & Sons.
Junni, P., Sarala, R.M., Tarba, S.Y., Liu, Y. and Cooper, C.L., 2015. Guest editors’ introduction: The role of human resources and organizational factors in ambidexterity. Human Resource Management, 54(S1), pp.s1-s28.
Konrad, A.M., Yang, Y. and Maurer, C.C., 2016. Antecedents and outcomes of diversity and equality management systems: An integrated institutional agency and strategic human resource management approach. Human Resource Management, 55(1), pp.83-107.
Langford, D., Fellows, R.F., Hancock, M.R. and Gale, A.W., 2014. Human resources management in construction. Routledge.
Madera, J.M., Dawson, M., Guchait, P. and Belarmino, A.M., 2017. Strategic human resources management research in hospitality and tourism: A review of current literature and suggestions for the future. International Journal of Contemporary Hospitality Management, 29(1), pp.48-67.
Naser, S.S.A., Al Shobaki, M.J., Amuna, Y.M.A. and El Talla, S.A., 2017. The Reality of Electronic Human Resources Management in Palestinian Universities from the Perspective of the Staff in IT Centers. International Journal of Engineering and Information Systems (IJEAIS), 1(2), pp.74-96.
Runhaar, P., 2017. How can schools and teachers benefit from human resources management? Conceptualising HRM from content and process perspectives. Educational Management Administration & Leadership, 45(4), pp.639-656.
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