Contribution of HR Department in an Organization - Assignment Example

Contribution of HR Department in an Organization Human Resources are the workers in an organization. Human resource management is the process of managing the people who are working for or in a certain organization. A Human Resource Manager is the person who plays an executive role in the department. The role of the human resource manager in an organization is to foresee the smooth running of the human resource department according to Cole (2002). For a long time now, the role of human resource department in an organization has been paramount in the overall efficiency and productivity of than organization.

According to Kenton (2005), the duties of the HRM department in an organization include: Coming up with job descriptions for different types of work in the organization Recruitment of new staff members Training of new staff members Conducting performance appraisals Organizing future staffing arrangements Dealing with employees’ grievances, wants as well as needs Harmonizing the relationship between the employees and the employer Implementing the human resources management policy of an organization According to Cole (2002), the importance of the human resource department cannot be downplayed at any one point.

In the face of the changing economic environment the role of HRM in an organization is even more important than ever before. One of the contributions of the HRM department is its executive role. It is the department that is tasked with development and implementation of organizational policies which should be in line with each of the different legal requirements. Also, the HRM department plays an audit role. It monitors the activities of the organization to ensure that all policies regarding the organization’s HRM are implemented fully.

The Human Resource department is also responsible for the facilitation of the managers’ work. The department ensures that each of the managers in the organization is well equipped with different techniques, skills and attitudes that will enable them to oversee the implementation of HR policies within the institution (Kenton 2005). According to Burke (2004), the Human Resources Management department in an organization also plays the consultancy role. When managers need any guidance and advice on how to manage the work force, they usually turn to this department.

The HRM department is also the source of information regarding the human resource in an institution. In these changing economic times, the HR department in any organization needs to stay on top of things in order to deal with the changing times. Importance of the HRM Department According to Sepanski (n.d), economic pressure is playing a big role in making employers and employees in organizations re-think their approach to work. The changing economic times have seen a change in organizational competition.

In order to stay at the top of the competition most organizations have realized the need to take the human resource department seriously. The core function of the HR department in any organization is to effectively manage people and utilize their potential for the ultimate good of the company and the employees themselves. This function is important to the ongoing economic change as it enables a firm to create a competent workforce. Competent employees will be able to increase their individual as well as organizational performance.

This will raise the production and output of the entire company above that of the competition (Kenton, 2005). While developing job descriptions for each and every employee in the organization, the HR department has to come up with new approaches to the work process. Sims (2002) states that these approaches have to be in line with the current state of affairs in and outside the organization. According to him, this enables the department to come up with the best work plans that will enable the company realize optimal productivity.

Another important function of the HR department that is being affected in one way or the other by the changing economic times is recruitment. No doubt recruitment involves money. Many organizations are looking for ways and means through which they can recruit without using too much of their finances in the process. The organizations have also set up measures that will enable them to get the best, the most skilled employees so that they can stay on top of the competition (Tyson, 2006). The Human Resource Department is also responsible for increasing the creativity, innovation and flexibility of the workforce.

During these tough economic times, an organization needs all the innovation and creativity that the workforce is capable of. Kenton says that this enhances competitiveness not only within the organization, but outside the walls of the company as well (Bennet, 2009). The human resource department is responsible for ensuring that all the policies of the organization are implemented. This is very important in helping a company deal with the changing economic period. When the policies are all implemented accordingly, the organization will be able to achieve a higher output than the competition.

It will also enable the organization to find ways through which it can survive the economic downturn without hurting too much financially (Burke 2004). The HR department is also tasked with the role of manpower planning. The department plans for the current and future workforce in the organization. The schedules drawn for manpower planning by the HR department have to be in line with the provisions in the budget. A lot has changed in the how organizations handle their workforce, most firms are eager to hold onto their current staff rather than hire new workers every now and then (Price, 2007).

Price says that when planning on ways through which the organization can best retain its workforce, the HR department must come up with satisfactory incentives. When the workers in an organization are satisfied with their working conditions, then there is a likelihood of them staying in the company for a long time. This is good fro the company since it means that there will be a higher output from the workforce. However, the HR department has to be on its toes to come up with and implement more incentives if the organization is to avoid high turn over.

The Human resource department also oversees that there is a smooth relationship between the managers and the employees on the ground. Maintaining a good working relationship between the managers and the employees is useful if an organization is to achieve its production targets during this period of economic turndown. A worker who is happy with his superiors will pour all he has into his work (Bennet, 2009). The human resource department also deals with the grievances of the employees. While looking for solutions to these grievances the department is also able to take care of other wants and needs of the workforce.

This helps builds a motivated workforce, who are confident that there is a HR department in the organization that will take care of every one of their needs. The employees will do their best in their various capacities and this will definitely make a big improvement in the company’s productivity (Cole, 2002). Conclusion While out to improve the skills and ability of the workforce, Burke (2004) says that the HR department has to come up with ways to help the people working in the organization optimize their capabilities.

In this regard, the department has to ensure that everyone in the organization has enough technical knowledge of the goings on within the organization. When the workforce is fully trained, the organization has the potential of reaching optimal growth with maximum profits. References Bennet, E. (2009) The Role of HR in Uncertain Times, A report from The Economist Intelligence Unit. Burke, R. (2004) Reinventing Human Resources Management: Challenges and New Directions, Routledge, London.

Available at http://www.questia.com/read/108848935?title=Reinventing%20Human%20Resources%20Management:%20Challenges%20and%20New%20Directions Cole, G.A. (2002) Personnel and Human Resource Management (5th Edition), Thomas Learning, UK. Kenton, B. (2005) HR: The Business Partner, Butterworth-Heinemann, Oxford, London. Price, A. (2007) Human Resource Management in a Business Context, (3rd Edition), Thomas Learning. Sepanski, Z. (n.d) “The Role of Human Resources”, American Chamber of commerce Journal.

Available at: http://www.powerb.com/Zigmund%20articles/Role%20of%20Human%20Resources.html Sims, Ronald R. (2002). Organizational Success through Effective Human Resources Management., Quorum Books: Westport, Connecticut. Available at http://www.questia.com/read/101315308?title=Organizational%20Success%20through%20Effective%20Human%20Resources%20Management Tyson, S. 2006. Essentials of Human Resource Management, Butterworth-Heinemann: Oxford, London. Available at http://www.questia.com/read/115354931?

title=Essentials%20of%20Human%20Resource%20Management