Essays on Primary Function of Human Resource Management Coursework

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The paper "Primary Function of Human Resource Management " is a great example of human resources coursework.   The aim of this essay is to establish the primary function of Human Resource Management (HRM) as one that develops a human organization which wins in the marketplace. HRM is in a sense getting things undertaken through people and remains one of the most effective employee utilization and selection to achieve organizational goals and strategies alongside the employee goals and needs (Werner et al. 2012). HR department appreciates that skilled and talented people in the current market place are expensive and competitive.

The human resource function in today's highly competitive and rapidly changing environment has increasingly played a crucial role in determining the ultimate failure or success of the organization. Human capital in many companies is important for successful operations. It is a very difficult obligation to obtain the best employees through selection and recruitment. Maximizing on the full potential of every employee is one of the ways of succeeding in a dynamic and competitive environment (Byars & Rue, 2006). The essay agrees with the statement that the primary function of HRM as one that develops a human organization which wins in the marketplace. The primary role of Human Resource Management Human Resource Management (HRM) is the effective employee utilization and selection to achieve organizational goals and strategies alongside employee goals and needs.

Line management and Human resource specialists share the responsibility for human resource management. The functions of human resource management have primary and secondary perspective (Ulrich et al. 2008). The primary functions of HRM include human resource planning, equal employment opportunities, staffing, compensation and benefits, employee relations, human resource development and health safety and security.

Human resource organization is, in essence, human resource development in which organizational members compile the competencies and skills required to meet current and future job needs. However, Sims (2007) disagrees and notes that human resource development or human resource organization is only one of the eight primary functions of management. HR planning concerns both current and future needs and supplies by analysis of the external market and making changes to strategic plans. Equal employment opportunity is the moral and legal roles through discriminatory practices, policies and procedures required in appraisals, training, and compensation and hiring.

Selection and recruitment refer to the identification of applicants for future and current openings for evaluation and assessment for placement and selection decision (Storey, 2001). Benefits and compensation is the incentives tied to teams and individuals, competitive benefits package and equitable internal wage structure. Employee relations concerns labor relations, unionized organizations and relate to a communication system that addresses grievances and problems. Safety, health and security promote health and safe work environment including health and wellness programs, employee assistance programs and safety training (Michie & Sheehan-Quinn, 2001).

In addition, secondary functions are job design and organization refers to job definition and inter-departmental communication. Performance appraisal systems and performance management maintain accountability across the organization. Information and research systems are essential in making informed HR decisions. The market for employees is more competitive than any other market today. Organizational challenges have made potential employees broaden understanding of a firm as a favorable workplace. Grant (2008) agrees that the firm can successfully bring the best applicants through the hiring and recruitment process.

The firm knows that employees need to understand the company’ s commitment and goals thus providing them with structures and environment in order to get motivated to offer optimal productivity. The human resource function in today's highly competitive and rapidly changing environment has increasingly played a crucial role in determining the ultimate failure or success of the organization.

Reference

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Michie, J., & Sheehan-Quinn, M. (2001). Labour market flexibility, Human Resource Management and Corporate Performance. British Journal of Management, 12(4), 287- 306. Simons R 2011, Human Resource Management: Issues, Challenges and Opportunities. CRC Press.

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Ulrich D & Smallwood N 2005, HR’s new ROI: Return on intangibles. Human Resource Management, 44(2), 137–142.

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