The paper "The Role and Purpose of Human Resource Management" is a great example of human resources coursework. Over the past decades, the Human Resource Management function has been under pressure to show its contribution to organizational performance. In this perspective, studies in strategic human resource management have made great developments in documenting the relationship between human resource management and organizational performance. In the twenty-first century, it is becoming extremely apparent that effective management of human resources is a key source of competitive advantage, and it is the single most crucial determinant of a firm’ s long-term performance.
Human resource management is directly linked to organizational performance and sustainability due to its impact on the organizational social atmosphere and ambidextrous learning. People are viewed as a strategic resource for attaining a competitive advantage. In this regard, HR management is important to most organizations and these organizations hold huge HR departments tasked with looking after employees, from recruitments, selection, training to disciplinary procedures. HR departments control equal prospects, safety, health, legal requirements and occupational health. For organizations to remain relevant and competitive in the modern business world, HRM is paramount.
Human resources are considered the most essential wealth that organizations must maintain at all times. This paper evaluates how human resource management adds value to organizations with a particular focus on diversity, selection and recruitment. Defining Human Resource Management Armstrong (2009) asserts that human resource management can be viewed as a set of interconnected policies with philosophical and ideological underpinning. Human resource management comprises of a given constellation of assumptions and beliefs, a strategic thrust that informs decisions regarding the management of people, the central participation of line managers and dependence upon a set of levers that shapes the employment link.
Human resource management functions through human resource systems that include HR philosophies, policies, strategies, processes, programs and practices. An effective workforce is the stamina of any business given that an effectual and enthused workforce helps in the realization of competitive advantage (Jackson & Werner, 2011). As a result, productive businesses invest in human resources with valuable HRM that streamlines hiring, training and other motivational practices that facilitate achievement of competitive advantage. Valuable human resource management exemplifies skills of business goals through fostering services and programs for a labor force that links to the common policy of a firm. Human resource management entails the control of employees in an organization, and it is tasked with generating, executing and overseeing policies that guide the behaviors of employees and that of the firm towards its employees (Jackson & Werner, 2011).
Human resources refer to the people working in a firm, hence, human resource management is employee management focusing on employees as assets of a firm. According to Armstrong (2009, p. 3), the terms human resources (HR) and human resources management (HRM) replaced the term personnel management.
Human resource management entails the coherent and strategic perspective to the management of a firm’ s most valued assets. The valued assets include people working in organizations, who collectively or individually contribute to the attainment of organizational objectives. Role and Purpose of HRM HRM helps in human resource planning, selection and recruitments, development and training, career planning, risk management, promotion and transfer of employees. The main role of HRM is centered on the procedure of working with others to coordinate a firm’ s human resources to achieve organizational goals (Jackson & Werner, 2011).
Human resource management professionals spend most of their time in areas such as selection and recruitments, compensation and benefits, labor relations, safety and health, forecasting and performance evaluation. In recent years, the opportunities, issues and challenges in human resources management have considerably entailed assisting organizations to manage human capital, that is, talent management to involve hiring, retention, training and all activities pertaining to growing and developing organizational workforce. Human resource management also involves a diverse workforce, handling technological shifts, keeping up with government regulations and dealing with corporate restructuring.
Armstrong, M. (2006). A handbook of human resource management practice. New York: Kogan Page Publishers.
Gracia, J. (2004). The influence of human resource management in savings bank performance. Service Industries Journal, 24, 2, pp.51-66.
Jackson, S., & Werner, S.(2011). Managing human resources. New York: Cengage Learning.
Kumar, R. (2010). Human resource management: Strategic analysis text and cases. New York: I. K. International Pvt Ltd.
Nankervis, A., & Morrissey, B. (2009). Effective recruitment and selection practices,5th ed. Australia: CCH Australia Limited, 2009
Ogungi, E. ( 2010). Managing diverse organizational environments for strategic advantage: Exploring the value of developing business diversity curriculum in higher education. Journal of Management Policy, 11, 4, pp. 72-82.
Roberson, Q. (2013). The oxford handbook of diversity and work. Oxford: Oxford University Press.