Human resource definition
Therefore, a human resource manager is the individual responsible for carrying out these duties in an efficient, legal, consistent as well as fair manner. Nowadays, organizations do change continuously, thus causing an impact on both the business as well as the employees themselves. However, so as to maximize the effectiveness of the organization, there should be a designed ways of managing human potential capabilities, talents as well as time. Thus, the human resource department works tirelessly to ensure that all employees are in a position to meet the goals set by the organization (Belout & Gauvreau, 2014, 1-11). In different organizations where human resource is highly valued, employees are normally looked upon as the source of competitive advantage and must be reflected in the mission statement, strategy and the operation practices of the organization. Hence, by valuing the human resource, the firm will be in a position to have an advantage of diversity resulting from the internationalization.
Human resource management
HRM is a very demanding and a continuous process. This is because it is responsible for the manner in which people in the organization are treated every day. HRM has the responsibility of bringing individuals into the organization, aiding them to carry out their duties effectively, compensating them for the work they have performed as well as providing a solution to any problem or else conflict that might arise. There are some roles that may be performed by human resource management as indicated by (Collins & Clark, 2013, 740-751). First, it should be in a position to help the organization to articulate the management system knowledge and its purpose. For instance, an organization does embrace technologies in finding solutions to problems before identification of the actual problem. Secondly, the human resource should make sure that there is an alignment with the mission, policies as well as the moral principle statements of the entire organization. Additionally, it must establish a culture that facilitates getting of the right information towards the right persons as well as at the definite time. Thirdly, HRM has a duty of creating the ultimate experience for the employees through transforming tacit skills into certain skills, helping employees to build up their skills as well as competence, in addition to bench strength creation. Fourthly, human resource management may integrate an effective knowledge sharing and utilize such knowledge in running the day to day activities of the organization. Thus, HRM has the ability for designing, reinforcing as well as measuring expectations of the knowledge sharing.
Fifthly, the HRM should regulate as well as allow the behaviors which are in line with the organization’s culture. However, the organization must selectively recognize or reward some of the good practices to encourage employees. Finally, the human resource management has a duty of taking a strategic approach to helping the firm to manage everything associated with the use of technology. This is to make sure that the technology is utilized for the legitimate purposes by the workers. By adopting low-tech management strategies, HRM will be in a position to provide a solution to the business challenges comprising both positive as well as negative complementarities (Collins & Clark, 2013, 740-751). In most of the today’s organizations, the human resource management is composed of a professional human resource who are ready and able to work under any condition. However, some obstacles to need to be overcome so as to have an effective human resource management, also, to better identify various future approach on the human resource within the organization management system.
Advantages of human resource
Human resource a very significant section of any organization whether small or else big and a lot of pressure is commonly laid to implement an efficient human resource system within the organization. Having an effective human resource in a firm can add more value to the business by reducing overall production as well as operational costs. Additionally, there will be an improvement in the administration of the firm, reduction in manual processing, consistency improvement as well as minimizing capital invested in human resource. According to (Collins & Clark 2013), there exist some advantages of human resource in an organization. Some of them includes:
The human resource provides assistance in organization staffs recruitment as well as training of the employees. It is the human resource department that is majorly responsible for developing as a systematic plan that is used in staff hiring. This is done depending on the organizational financial condition, thus helping in structuring the organizational, professional teamwork.
The human resource system must implement various strategies within the employment appointing. These includes training session allocation for employees, test development for the employees, analyzing as well as managing of the employees interviews in addition to creating opportunities for an internship program.
Human resource has the mandate of consultancy provision. It is the medium which gives all kinds of consultation required by the employees as well as providing all general questions asked by the employees. Therefore, it is very effective within the organization in settling down any conflict in the managerial department or else workers’ problems in a professional as well as proficient way.
The human resource also takes part in business as well as market decision. This is because a human resource system consists of professionals who are highly dedicated to their duties and they have the capability to develop unique as well as implement market strategies which will increase revenue to the organization.
The human resource also takes part in the long-term management of the organization’s business. The department of human resource examine the business future scope and devises ways that would add more profit to the business in the long run. Additionally, such strategic devises would result in stability to the business as well as give it a stronger foundation to stand on even in the future.
The human resource also aids the business to establish stronger public relations and also to design an appropriate referral system. It very important that the organization develops relations with other businesses within the market so as to increase its revenue via such collaboration with various business sectors. It does this by organizing business meetings, agreeing on seminars in addition to formal gathering for the firm so as to receive acquainted with other businesses and the market generally.
These advantages clearly explain the significant of human resource in any organization. It doesn’t matter the size of the business, but creating and maintain a human resource system with a high profile is paramount if the organization wants to avoid conflicts or else disputes in the long run (Wright et al., 2011, 701-721). In a bigger business set up, it is difficult to achieve this because there is a little direct relationship between the top management executives and the normal employees.
Human resource planning
This the term used by companies to ensure that the staff members working for them are the right personnel to perform the duties. It simply connects individuals’ management to the firm’s vision, mission, objectives as well as goals in addition to organization’s budgetary resources and strategic plans. A study carried out by (Belout & Gauvreau 2013) indicate that, the primary aim of human resource planning is to find the right number of individuals with the required skills, competencies as well as experience in the right jobs at a definite time and right cost. These researchers also provides the definition of human resource planning as the procedure by which the managerial team finds out how the organization should proceed from its present manpower position towards its desired position. Through planning, the human resource managerial teams ensure there is the right number as well as the right types of individuals, at the required place, at the defined time, performing the assigned duty.
Thus giving benefit to both the person as well the organization itself. The main function of HRP is to help the firms to recruit, sustain and also to optimize the placement of the staff need to meet the organization goals and respond to variation within the external environment. The process in this scenario comprises performing the skills analysis of the current workforce, performing manpower predicting in addition to taking essential action to make sure that the supply meets the demand. For example, both training development and retraining strategies may be involved in this process. In general, human resource management includes information gathering, objective forming as well as decision making to help the organization in achieving its set targets and objectives. Therefore human resource planning enables the organization to proceed and succeed by helping the business to manage its staff strategically (Wright et al., 2011, 701-721). Thus is a firm has a poor HRP, it will have to experience a financial loss due to a larger operation cost.
Factors affecting Human Resource Planning
Human resource planning is a continuous as well as a dynamic process. The updating process is not an easy duty. Therefore, HRP is influenced by several factors which includes; the organization type will determine the process of production as well as the number of personnel required within such organization. Thus, the necessity of human resource in a given organization will depend upon the strategic plan adopted by the business. For instance, as the company grows, more labor will be needed while during mergers more plans for the company layoff will be appropriate (Luthans &Youssef 2014, 143-160). An organization always operate under various political as well as social environment. Thus is has to formulate different human resource policies carefully. This forces the managers to adopt suitable mechanism to moderate uncertainties via development of career, planning of the succession process and also the retirement schemes. Human resource planning also depend upon time, that is, short-term plans as well as long-term plans. Mostly the time span is based on the degree of environmental reservation. Additionally, the type, as well as the quality of the information utilized in forming the prediction, is a very crucial factor that affects the human resource planning significantly (Luthans &Youssef 2014, 143-160). Thus adopting accurate and timely information for human resource system, will facilitate getting of personnel of high quality. Therefore, every organization requires a good human resource planning to ensure that only suitable candidates do qualify for the right type of the job.
Conclusion
Human resource management is a very important sector in an organization because it deals with the employees within the firm who runs the daily operation of the entire business without which the organization cannot function. It is very important to have qualified staff to manage this department always. Human resource system, therefore, act like the engine of the organization because it defines vision, mission as well as the objective of the organization. On the other hand, human resource planning is a very vital element of organizational planning which makes sure that resources are always available all the time to aid in achieving the goals as well as the objectives of the organization. This is because the human resource has influence on various elements such as selection, recruitment as well as training of the employees who helps in developing the organization structure.
References
Belout, A. and Gauvreau, C., 2014. Factors influencing project success: the impact of human resource management. International journal of project management, 22(1), pp.1-11.
Collins, C.J. and Clark, K.D., 2013. Strategic human resource practices, top management team social networks, and firm performance: The role of human resource practices in creating organizational competitive advantage.Academy of management Journal, 46(6), pp.740-751.
Luthans, F. and Youssef, C.M., 2014. Human, social, and now positive psychological capital management: Investing in people for competitive advantage. Organizational dynamics, 33(2), pp.143-160.
Wright, P.M., Dunford, B.B. and Snell, S.A., 2011. Human resources and the resource based view of the firm. Journal of management, 27(6), pp.701-721.
