The paper "The Effective Management of Human Resources Is Essential for Business Success" is a good example of management coursework. Human resource management is mostly underestimated in work environments. On the other hand, painstaking and adequate HRM is likely to retain and establish a more qualified, well cooperating and lastly increasing the growth of the organization, profitability and its growth. Human resource managers need to ensure that the employees in an organization are happy, are in the right jobs and that they are provided with opportunities so as to upgrade their skills from time to time.
Management of employees in an organization is a major contributing area in regard to organizational success. In a market economy, the success of a business is chiefly dependant on the best use of all the available resources such as material resources, financial resources and the human resources in the organization. Through an accurate and precise combination of the above-stated resources, there is the attainment of the set goals. Nevertheless, the most complex and significant component that is essential for the attainment of business success is the human resource. Literature review Organizations all over the world are under constant pressure to keep improving their performance continually.
Based on Becker and Gerhart 1996 and Dany, Guedri and Hatt 2008 there are some major trends which are the driving forces to the competitive pressures and include aspects such as advancement in technology, globalization as well as increase on the deregulation of markets globally. These kinds of changes tend to have a great impact on the ability of a country to maintain its competitive position. When organizations lack an efficient workforce they are more likely to lose their ability to compete with other competitors in the industry both internationally and locally which is more likely to lead to the poor performance of the organization and this the organization may receive little to no success at all (Igwe, Onwumere, & Egbo 2014). Based on Udo-Udoaka 1992, the idea of human resource is termed as the engineering, managerial, technical, scientific, craft as well as all the other skills which are developed and at the same time employed so as to create, design and develop an organization and it also manages and operates the productive and the economic institution and the service enterprise.
Human resources are therefore composed of the individuals who work in an organization either employed on a temporary or permanent basis but they eventually make up the most essential part of the resources of an organization. For organizations to achieve the required level of success they need to have the right type and a number of employees managed in an appropriate manner to ensure that the organization achieves the organizational goals and the employees achieve their personal goals (Igwe, Onwumere, & Egbo 2014). Purpose and functions of Human Resource Management (HRM) for business success and the importance of HRM has for business success The purpose and functions of human resource management are mainly divided into three main segments that are; the managerial sections, advisory functions and operative functions.
Under the managerial functions, human resources managers are expected to undertake basic managerial functions such as directing, organizing, planning and controlling. In regard to planning, managers need to plan in advance so as to come up with the goals and procedures and policies to be followed so as to achieve the set goals (Dany, Guedri & Hatt 2008).
After the establishment of objectives, HR managers need to come up with a plan as well as programs to attain the objectives and goals and this also entails the coming up with organizational structures to aid in the various operations. In the direction function, the HR managers encourage the employees to work effectively and willingly for the achievement of the goals. In simpler terms, the direction function should guide and at the same time motivate the employee to accomplish the outlined programs.
Motivation may be in term of salary administration, career planning, uplifting employee morale, the welfare of the employees, adhering to safety requirements and the development of cordial relationships. The last function in the managerial segment is controlling and relates to the regulation of activities in regard to the plans which have been formulated based on the organizational objectives (Igwe, Onwumere, & Egbo 2014).
Becker, B & Gerhart, B 1996, The Impact of Human Resource Management on Organizational Performance: Progress and Prospects, Academy of Management Journal, vol. 39, pp. 779-801.
Caldwell, C, Truong, D, Linh, P & Tuan, A 2011, Strategic Human Resource Management as Ethical Stewardship, Journal of Business Ethics, vol. 98, pp. 171-182.
Dany, F, Guedri, Z & Hatt, F 2008, New Insights Into the Link Between HRM Integration and Organizational Performance: The Moderating Role of Influence Distribution Between HRM Specialists and Line Managers, The International Journal of Human Resource Management, vol. 19, no. 11, pp. 2095-2112.
Igwe, A, Onwumere, JUJ & Egbo, OP 2014, ‘ Effective human resource management as a tool for organizational success’, European Journal of Business & Management, vol. 6, no. 39, pp. 210 – 218.
Jain, M 2011, Employee Retention Strategies for Organizational Success, Journal of Social Welfare and Management, vol. 3, no. 1-2.
Udo Udo-Aka 1992, Human Resources Development and Utilization Policies and Practices in Nigeria. ASCON: Ibadan Spectrum Book Ltd.