Human resources management practices and applications

Abstract
A company’s most valuable asset is its people. Human resources refer to the people who comprise the organization. The practice of human resource management includes employee recruitment, hiring practices, employee development and retention, discipline, motivation, and to a degree, organizational culture and socialization. Human resource management also involves job or role definitions and clarifying hierarchies and relationships within an organizational structure. Ethical codes and codes of behavior may also be covered under the rubric of human resources management. Human resources departments often operate independently but in conjunction with other departments to create a cohesive strategy for management and organizational structure. Training for human resources management can vary, and often little more than a Bachelor’s degree is required in terms of formal education. Human resources managers need interpersonal skills more than anything, but also benefit from strategic planning and general leadership skills. Job outlook and growth for the field looks promising, as human resources managers contribute tremendously to their organizations.
Introduction
Human resources refers to a company’s most valuable assets: its workforce. The people that comprise the organization are many times more valuable than the financial resources the company manages. Therefore, human resources has emerged as a distinct area of specialization in business and management. Human resources is a multidisciplinary area, in which disparate fields like psychology, communications, management, budgeting, and strategic planning all converge. 
Human resources managers may work in small, medium, or large firms. Their roles and duties change regularly in response to the needs of the company, its budget for human resources, and its rate of growth. Human resources managers remain in charge of hiring and firing employees, retaining and training personnel, writing and managing job descriptions or titles, structuring departments in the organization, and disciplining employees who violate ethical codes or codes of behavior.
Job outlook for human resources professionals is strong, with nine percent growth predicted until at least 2026 (United States Department of Labor Bureau of Labor Statistics, 2019). Moreover, median salary for human resources managers is well over $100,000, making it a viable profession especially considering the relatively low cost outputs required for training and education (United States Department of Labor Bureau of Labor Statistics, 2019). Human resources managers do not require more higher education than a Bachelor’s degree even though an advanced degree might confer greater responsibilities and even higher rates of pay. 
What Is Human Resources?
Human resources has expanded its function to encompass multiple functions related to personnel or human capital. One of the primary functions of human resources departments include working within the company’s budget to establish compensation packages for employees, including benefits. Another is to collaborate with department managers and senior executives on organizational structure, to account for the opening of new roles or positions and the formal definitions of job titles.  A human resources manager can, for example, work with a department head to create a new position and then recruit possible employees to fill that position. The human resources department also works hard to present the organization in a positive light, thereby fulfilling public relations duties as well (“Careers in Human Resource Management,” n.d.). In other words, the human resources manager is responsible for attracting and retaining top talent.
In addition to recruiting new personnel, the human resources department also covers the training and development of new and veteran employees. Within budget and aligned with the values and needs of the company, the human resources manager comes up with evidence-based and strategic interventions to promote employee development and training. The human resources manager may also help individual employees map their career trajectory so that they can maximize their contributions to the organization. A human resources manager addresses issues that might impede employee workplace satisfaction. Similarly, the human resources professional remains responsible for resolving interpersonal conflicts and fielding feedback from employees too. Problems like workplace harassment and violence will also become issues a human resources manager may need to tackle, yet without compromising employee confidentiality and privacy (Heathfield, 2019). Therefore, human resources management involves a complex set of skills and responsibilities.
Human Resources Responsibilities
The responsibilities of a human resources professional will include filling open positions with the most qualified or suitable individuals, retaining employees using methods like conflict resolution, salary negotiation, or offering additional benefits such as a work-from-home option or paternity leave. Employee training programs are also part of the core responsibilities of human resources. The human resources department investigates the most cost-effective means of training employees from each department to hone their skills or advance professionally. In some situations, the human resources department also offers employees opportunities to hear lectures or to attend seminars and workshops. Interventions scheduled by human resources departments could also include training for cultural sensitivity or diversity awareness. 
While the human resources department does not determine salary, compensation, and benefits packages independently, it is often provided significant leeway within each department’s budget or the budget of the entire firm. To lure top talent, the human resources department uses creative methods to attract the right personnel. Techniques include the use of social media networking sites like LinkedIn, or positioning the company at job fairs in specific geographic areas to match the target labor market. The human resources department may write press releases and other media content to attract top talent from around the world, presenting the company or one of its departments in ways that are most attractive to the people they need to build the best team. In some cases, the human resources department uses active methods of attracting talent, but often the company will keep its webpage up to date on existing openings to encourage applicants to apply at any time.
Designing new positions, eliminating outmoded ones, or redefining roles are additional responsibilities of the human resources team. The human resources department would not design a new position arbitrarily or independently of key departments in the company. However, the human resources department does recognize when a department is either overstaffed or understaffed and acts accordingly. To design new positions, the human resources department carefully considers factors like the technical needs of the department, the skill set required, the personality type or aptitudes needed, any professional certification, license, or educational background required to legally fill the new position. The human resources department also considers the rate of pay that can be offered when designing a new position. For example, a department that cannot afford to pay more than $50,000 need not solicit applicants for an advanced position.
Departments may in some situations render a specific job position, role, or title obsolete. In these cases, the human resources manager may be able to shift that employee to another role within the organization rather than lay off the person or may be forced to contend with downsizing. Thus, human resources is always about communication, problem solving, and conflict resolution.
Resolving conflict is one of the most challenging aspects of human resources. In a company of any size, interpersonal conflict can impede productivity and hamper employee relations. Therefore, the human resources manager plays a crucial role in resolving any type of conflict. Types of conflict may include the perception of a hostile work environment or problems with the managerial style of a supervisor. Human resources also takes into account employee perceptions of the workplace environment and organizational climate, using anonymous feedback systems. Taking into account anonymous employee feedback allows the human resources department to implement or recommend necessary changes to senior management. The changes put in place ideally promotes a harmonious and productive work environment that allows the company to reach its strategic objectives. Ultimately, then, the human resources department is responsible for understanding and responding to the strategic objectives of the entire organization.
Human Resources Management
While not the immediate or formal supervisor to employees, the human resource management team can serve in a position of leadership. A human resources manager can also become a liaison between management and its employees, advocating on behalf of both to help the entire company reach its goals and fulfill its mission (“Careers in Human Resource Management,” n.d.). In terms of organizational hierarchy, the human resources manager can be considered on par with the managers of other departments.
Human resources practices align themselves with specific organizational strategies. A company intent on growing by entering a new market would rely on human resources to reach out to potential new employees in a totally different geographic area or with different background talents. Human resources managers take what they know about the direction the company needs to go, and applies human resources techniques to the fulfillment of those goals.
In addition to the organizational aspects of human resources management, the position also involves working with individual employees or groups of employees to ensure that they are fulfilling their potential, contributing to workplace productivity overall, satisfied and invested in their position, engaged with the organizational culture, and on track to meet their career objectives.
The use of psychological metrics and personality testing may be used in conjunction with aptitude and skills testing assessments when screening new employees, applicants, or shifting an employee from one department to another. Performance reviews are another specific function of human resources management. A performance review offers supervisors and other employees to provide anonymous feedback that can be used to help employees identify their strengths and weaknesses and improve their overall career outlook. Employees that feel frustrated, or perceive a lack of appreciation or potential for advancement may also request that the human resources department consider lateral moves within the organization. If employee retention is a primary goal of the human resources department, then the manager does whatever possible to retain top talent. A human resources manager is not necessarily a career counselor by training, but can provide similar services that substitute for coaching and motivate employees to perform. 
Human Resources Training
The training required to become involved in human resources can come from a variety of sources including Baccalaureate and advanced degree programs, certificate programs, and professional development seminars. Specific training may include psychology, counseling, communications, marketing, leadership, management, strategic planning, budgeting, and public relations. On the job training is, however, indispensible.
In addition to receiving specialized training, human resources professionals will also be responsible for training employees in the organization. Training is a primary responsibility of human resources managers, who may design proprietary training programs that help employees within their organization master skills or achieve performance objectives. Usually, though, human resources departments invest in third party training resources such as in-person or online courses, tutorials, books, seminars, lectures, workshops, and conferences. Training for employees can take place sporadically, but may in some cases be mandatory to ensure that personnel skills remain current and applicable to the needs of the department. Human resources managers need to know when any department is not reaching its performance objectives and train incompetent individuals accordingly. 
Training is critical during the onboarding term for new employees. When human resources hires new employees, initial training could include general socialization procedures, as well as indoctrination into the company’s procedures and ethical codes. The human resources department uses training periods to filter new employees, too, offering a probation or discretionary period in which the employee’s benefits do not yet kick in. Specific departments might have specialized training needs, from using new equipment and software to adopting a new set of practices based on changes in the law. 
Human Resources Issues
The most pressing issues in human resources include handling toxic workplace environments, promoting employee satisfaction and wellbeing, providing adequate benefits including healthcare plans, cultural competence, and conflict resolution. Toxic workplace environments refer to a number of situations that not only adversely impact employee retention, turnover, and productivity metrics, but also reflect poorly on the company, adversely affect its reputation with consumers or suppliers, and which could land the organization in serious legal trouble, too. With organizational failure at stake, the problem of a toxic work environment can plague a company and requires the commitment of senior management to correct. Human resources assumes responsibility for implementing any management strategy designed to reduce harassment, workplace violence, discrimination, or any other element that contributes to workplace toxicity. In some situations, the toxic work environment could literally refer to the environment itself: the aesthetics, layout, or ergonomics of the workplace setting. Even when a company complies with state and federal laws related to environmental safety, discrimination, and violence, it is possible that the organizational culture tacitly condones marginally acceptable behavior or covers up for persons in positions of power who violate ethical codes. A human resources manager may be in a position to mediate between senior managers with different viewpoints on the issue.
Employee satisfaction and wellbeing are subjective factors that nevertheless contribute tremendously to satisfaction but also to the reputation of the company as a desirable place to work. Therefore, human resources departments concern themselves with promoting employee satisfaction and wellbeing by offering incentives for maintaining a work-life balance, creating an enjoyable workplace environment by offering options like healthy eating, yoga rooms, or the chance to work from home. The human resources department may work with individual employees on what they need to remain in their position and committed to the company, and may also work with departmental managers to advise them on what they can do to change the culture or workflow. Similar to promoting employee satisfaction and well being, the human resources manager faces issues linked to healthcare benefits. Companies that go beyond their legal obligations to provide for employees may attract top talent easier than those who offer minimal benefits to applicants. 
Cultural competency is also a pressing issue in human resources. When companies expand globally, they may find themselves in charge of workforces that have entirely different norms of behavior and communication. Human resources professionals need to understand the value of cultural competency, training managers to become more culturally aware and ensuring that employees also remain sensitive to diversity. 
Conclusion
A promising field, human resources refers to the management of a company’s most valuable asset: its people. Recruiting, retaining, and developing top talent promotes the goals of the company and also saves the company money. Human resources professionals help individual employees reach their personal goals, while helping the company reach its strategic objectives.
References
“Careers in Human Resource Management,” (n.d.). SHRM. https://www.shrm.org/membership/student-resources/pages/careersinhrm.aspx
Heathfield, S.M. (2019). What you need to know to begin your career in HR. The Balance Careers. Jan 12, 2019. https://www.thebalancecareers.com/so-you-think-you-want-a-career-in-human-resources-1918365
“Human Resource Management,” (n.d.). Inc. https://www.inc.com/aflac/attracting-americas-top-female-talent.html
United States Department of Labor Bureau of Labor Statistics (2019). Human resources managers. Occupational Outlook Handbook. https://www.bls.gov/ooh/management/human-resources-managers.htm
“What Are the Most Pressing Human Resources Issues in 2018?” Human Resources MBA. https://www.humanresourcesmba.net/faq/what-are-the-most-pressing-human-resources-issues-in-2018