IntroductionThe human resource management is an important entity in any business environment. This function mainly deals with the human resource in the organization which is considered to be the most important entity in the business environment (Zemke, 1999). The human capital within an organization is taken to be important because they unlike other resources within the business environ have feelings. The human resource management takes into consideration that the human resource are people who have different needs and different goals as well (Buckingham and Coffman, 1999). They also recognize that the behavior of the human resource can be influenced to a great extent by other activities that take place around them.
The human resource management seeks to ensure that the human capital is motivated to do the work (Graef & Potter, 2002). They in collaboration with the company management ensure that the various motivation theories and models are applied in the running of the business. They also do undertake the function of appraisal among the human resource so as to ensure that the business flows as it is deemed to. This paper discusses in detail the role of Human Resource Management (HRM) within the business environment.
It also analyses the value of employee involvement schemes. It also identifies the benefits that the employees derive from the HRM as well as the benefits that the organization derives from the same (Vinokur-Kaplan, Jayaratne & Chess, 1994). Main roles of HRMThe HRM is a strategic unit within the business environment that is entrusted with the entire function of managing the people within the organization. This includes the action of employing people and developing their employment capacities.
As the organization does this it also has to ensure that these employees. The human resource management ensures that they utilize the services of their employees maintain these services and compensate them in a pleasant standard that will ensure satisfaction to the employees. The functions performed by the HRM can be grouped largely into four categories which are organizational management personnel administration manpower management and finally industrial management. Among the activities that are carried out by the HRM are the work forces planning the planning of the human resource and the induction as well as giving orientation to the workers so as to help them get familiar with their working environment.
The function of the human resource management also involves training and developing the workers as well as acting as the administration body over the activities that are carried within the organization. They also compensate the workers and ensure that time management is keenly observed within the organization. The benefits which are due to the employees and vary from one employee to another are determined by the HRM department (Buckingham and Coffman, 1999).
The other functions that are performed by HRM are planning the costs that are incurred by the personnel as well as performance appraisal among the employees. The department is also concerned with the labor relations within the organization. Strategies applied by the HRMHRM employees various strategies to ensure that the organization fairs better than other organizations within the same environ. This is normally so as to ensure that the business unit remains competitive far above the others. It is noted that in the current times the only organizations that survive are those organizations that take strategic and coherent survival measures (Delery & Doty, 1996).
Some of the strategic measures that the HRM undertakes are the use of motivational tools and models. This ensures that the employees are always motivated and this to a great extent affects the organization’s performance in the market place (Wellborn, 2004). The other strategies that the HRM department may utilize are the employment of recruitment as well as selection policies that make the business only employ and recruit the most qualified people in the business unit (Withers, 2001).
Another strategy that is put in place is the use of reward as well as recognition policies for those employees who perform better than the others as a motivational measure. They also apply use of disciplinary procedures that ensure that coherence to the organizational culture is achieved within the organization (Falcone, 2006).