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Human Resource Management
Human resources departments play several important functions in a company. Key roles including the recruitment and retention of talent, administration of benefits, and adjudication of disputes. Increasingly, the human resources role is being viewed as strategic in nature, and can even be a source of competitive advantage in the information economy (Ray, 2016). This paper will outline some of these key roles for HR, and explain why they are important to exceling in the modern business environment. Once the company has found and hired talent, it needs to put that talent to work. One of the issues that many companies face is the time that it takes for a worker to get up to speed. When a worker takes a long time to get up to full capacity, that creates a drag on productivity. Moreover, that work needs to be done by somebody else, so there is further waste within the organization the longer the onboarding process is. Yet, shortcuts in onboarding are not desirable either. Companies have taken a variety of approaches to onboarding -- a rapidly-growing start-up might take more of a trial-by-fire approach, but other companies have formal training processes that are designed to onboard thoroughly and quickly, and make the process repeatable (Himelstein, 2014).
The first role is with hiring/recruiting of employees. In today's business environment, knowledge is power. Workers are easy to find, but talented ones are scarce, and there is intense competition for quality workers. So one of the most important roles for HR is to continue to bring good people into organizations, as this will help the organization to remain competitive and innovative, if it has the best people (Mcgrath, 2008).
Onboarding new
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Performance appraisals are another component of human resources. Employees have job descriptions, and in many cases they also have performance targets. The performance appraisal is the means by which the employee is evaluated against the job description and performance targets. Performance appraisals are therefore a control mechanism in the workforce -- the organization has a better sense of who is doing what, and to what level, and it can apportion resources more effectively with that knowledge. Further, employees who are underperforming can have their performance improved through supplemental training.
At the heart of all of these things is the job description. Everything that needs to be done within the company should be included in…
References
Himelstein, C. (2014). Why onboarding has become a strategic priority. ERE Media. Retrieved December 3, 2016 from https://www.eremedia.com/tlnt/why-onboarding-has-become-a-strategic-priority/
Massad, M. (2005) Importance of a job description. Entrepreneur. Retrieved December 3, 2016 from https://www.entrepreneur.com/article/78506
McGrath, R. (2008). Connecting HR with competitive advantage. Harvard Business Review. Retrieved December 3, 2016 from https://hbr.org/2008/06/connecting-hr-with-competitive
Ray, L. (2016) How can HR become a competitive advantage for any organization? Houston Chronicle. Retrieved December 3, 2016 from http://smallbusiness.chron.com/can-hr-become-competitive-advantage-organization-50913.html
This creates the largest challenge for a global company like WalMart which has to ensure that it keeps up with changes that are happening in different states and countries. For example the rules for employees in Massachusetts are different from those in New York. This creates challenges for the organization in trying to keep up with compliance to legal standards. Cultural change around the world is also creating challenges for
This phase also includes the definition of market-competitive base salaries, merit increases, benefits, bonuses and incentives. It is also the area where benefits are budgeted for and offered. Many practitioners and managers both see this as the most critical phase of the HRM lifecycle for retention as a result (Ulferts, Wirtz, Peterson, 2009). In fact it is the development of jobs that have a wider span of responsibilities and
Human Resources With the advancement in ICT, management of organizations has undergone changes in the period of the 21st century otherwise known as the digital era. The organization's function of Human Resource (HR) has also changed so fast resulting in a changing environment of social and organizational terms, while information technologies have rapidly evolved. HR has grown to be an essential component in firm sustainability. This has resulted in the formation
In other words, the HR department is currently seen as primarily a staffing function, there to provide advice and fulfill personnel functions. Recently, however, your board of directors has asked you to inform them as to what strategic human resource management is all about and how you see your HR department (and its functions and subsequent activities) transforming to such a new role as a strategic partner. Your company
Onboarding Best Practices Onboarding As the procedure of recruitment progresses in most organizations, the term onboarding becomes used in human resources. The key to organizational capacity to execute policy and attain its objectives is a productive workforce. An exceedingly competitive business backdrop requires its entire workforce to perform at its best at both team and individual level. Onboarding is an intricate operation affected by numerous aspects relating to the newcomer employee and
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