Purpose and role of human resources in a large manufacturing organization
In this report a detailed description of the role and function of the human resources department is being discussed. As there was serious concern about the performance of company many suggestions have been provided to improve the results. The purpose and the role of human resource department in the manufacturing company are discussed and it provides the ways through which issues can be removed from the company. Further to enhance the knowledge about the human resource department many responsibilities of this department is discussed and further explanation is also provided that enhance the ability of the organization to meet its objective.
There are many manufacturing companies arising nowadays and it has become very important for the organizations to have an effective Human Resource (Mathis, Robert and John, 2005). Whether the manufacturing organizations are small and large they are getting aware of the need of effective human resource that can help in the success of the bottom line of the business (Ali, 2013). There are some factors that define the role of HR in manufacturing company:
After the expense of the raw material and the purchased goods this is the second largest expense for the business. On the basis of wages competing talent is not considered as cost effective now a days. It is the role of the HR to determine the right mixture of base pay and the salary program that motivate the employees towards the work (Frye, 2004).
There is usually a decline of interest in the manufacturing sector among the youth because of the perception that there is no cutting edge in this sector as compared to the other sector. This industry has many challenges in context of temporary workers and many others so it is important to have persuasive HR leader so that company can gain advantage. Hence the HR recruits the workers for the organization in the most efficient cost effective way and in a timely manner.
This relationship of employee and labor is important in the manufacturing companies. If a company is non-union than there is difficulty in sustaining the status of the relationship. So it is the duty of the HR to look upon these relations and also to make sure whether employees are treated well in the company or not. If employees are facing any kind of issue then it is the duty of the HR to resolve those issues.
Human resource department deals with the progress of the employees and the firm in which they function (Price, 2004). There are many responsibilities that are associated with this department but there are few primary duties that are as follows:
Job analysis is an effective HRM practice because valid information about the jobs is provided that helps in hiring and promoting people. There is also establishment of wages and training needs are also determined. There is a process called staffing that manages the flow of personnel within and outside the organization. When completion of recruitment of the staffing process takes place then further selection is done with the help of job postings, interviews, tests and from other tools also.
Compensation management
It is a process of evaluating the job performance of the employees. Further a proper feedback whether in aspect of negative or positive is given to the employees. For both the organization and the employees performance measurements is necessary as it helps in determining the increase of salary, promotions and unsatisfactory results are also determined with this (Hassan, 2016).
This is also the area managed by the HR department. This is actually the most important aspect in this department as with the help of this approach rewards are given to the employees who have performed better in the past and for that incentives are given to them by the organization so that they feel motivated and give their best in the future also (Guest, 2011).
This is another important aspect of the human resource department. For all the training needs that are required by the organization, HR is responsible for this and it also evaluates the employee development programs that are designed to meet the needs. This training program ranges from the initial orientation program that helps in acclimating the new hires for the company to the education programs (Dessler, 2008). After the organization brings in the best talent it is the duty of the organization that these workforce help in executing the plans that are required for the organization to achieve. And this can only be possible with the performance appraisals and the trainings that are given to the employees.
The meaningful contributions are recognized within the organization if human resource management practices are active (Armstrong, 2006). Manager in the human resource department always contribute for the business process in context of monitoring the employee behavior and also ensures whether the organization is following the regulatory guidelines or not. In all the changes that occur in the organization human resource department will always be involved as it will help in shaping the performance of the business.
Conclusion
A detailed description of the human resources department was discussed in this report. And from the report it can be concluded that, for the organization to survive in the market and to achieve the goals it is very important to have an effective human resource department which can be considered as the heart of the organization. Without this department there will be no management in the organization. The purpose and roles of the human resource have been clearly mentioned in this report that describes the importance of this department in the organization. Beside the roles and the purpose, many responsibilities of human resource department can be seen in this report.
References
Ali, A. (2013). Significance of human resource management in organizations: linking global practices with local perspective. International Refereed Research Journal. 4(1).
Armstrong, M., (2006). A Handbook of Human Resource Management Practice. (10th edition), London & Philadelphia, Kogan Page Ltd.
Dessler, G. (2008). Human Resource Management. (11th edition), New Delhi, Prentice Hall of India Private Ltd.
Frye, M.B. (2004). Equity?based compensation for employees: firm performance and determinants. Journal of Financial Research, 27(1), 31-54.
Guest, D.E. (2011). Human resource management and performance: still searching for some answers. Human Resource Management Journal, 21(1), 3-13.
Hassan, S. (2016). Impact of HRM Practices on Employee’s Performance. International Journal of Academic Research in Accounting, Finance and Management Sciences. 6 (1), pp. 15–22.
Mathis, Robert, L. and John, H. J. (2005). Human Resource Management. Thomson South-Western.
Price, A. (2004). Why is HRM Increasingly Important? Retrieved on: 17 march 2017. From: https://www.bestbooks.biz/hrm/why_hrm.html.
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