Bus 303 - Primary Functions of Human Resource Management

Primary functions of Human Resource Management

Nathan A. Cruz

BUS303

Rochelle Gallagher

April 25, 2011

Human resource departments have primary functions in an organization to increase effectiveness of the employees by goals and objectives. In order for the human resource department to achieve this, there are several ways that the department can help raise the effectiveness of the employees, and there are also several ways these areas are managed and enforced so that everyone has equal rights and opportunities. Some areas of a human resource department are more important and have a greater effectiveness, and that is what needs to be identified. The way in which a human resource department is run and how the human resource representatives enforce the companies policies, determines the effectiveness of the employees and the organization itself.

Human resource departments have a large area in which they have to manage; these areas are key to a successful organization. Without the success of these areas, the human resource department would lose its effectiveness on the ability to increase production on the organizations employees, which would lead to the failure of the companies mission and goals. This is why a human resource department is so vital to the successes of any organizations goals. In any job one must have the proper training or particular experience, so that they will be able to handle situations as they occur. One important role that a companies human resource department possesses within a company is to insure that new and current personnel are fully qualified to fill specific position so that the organization can continue to efficiently. This falls under the areas of Human resources planning, recruitment, and selection or human resource development.

Human resource development is defined as Human Resource Development (HRD), it is the framework for helping employees develop their personal and organizational skills, knowledge, and abilities. Human Resource Development includes such opportunities as employee training, employee career development, performance management and development, coaching, mentoring, succession planning, key employee identification, assistance, and organization development.

In the planning aspect of a human resource department it would identify what is needed against what is available when it comes to job openings and who to fill the position with. To stay in the race an organization must implement new strategies so that they can continue to find and recruit potential candidates as well as retain the employees that the company previously invested time and money on. Without new innovated strategies it would be difficult and challenging to do both. If the human resource department were to fail at retaining employees or recruiting potential new candidates, the organization can suffer significantly by growth restriction. Using the human resource information system (HRIS) an organization can analyze and store information that can be utilized for screening and necessity for applicants to fill open positions.

Recruitment is vital in planning for the future growth in an organization, so that each position will have a qualified individual to perform the proper objectives in present and future times. Human resource departments cannot stop recruiting do to the fact that a companies growth is sporadic and require more positions to be filled or that an employee might leave the company for another job or be terminated. In order for an organization to run efficiently a company must always recruit for positions that might become available in a short period of time. This would elevate any unnecessary disruption in the production of a company's performance. Human resource recruiters must always follow the requirements that are mandated for each position; they must seek candidates that have meet all of these qualifications or that has certain ones, and can be thought the rest without spending too much time or money. There are many things that can effect organizations recruiting power, things like public option for example BP. British Petroleum is having trouble recruiting at certain levels currently due the unfortunate event of the oil spill in the gulf, the negative public opinion that it has received from this crisis has made some people back away from applying or excepting positions British Petroleum might have available. Another element that can effect recruiting is organizational practices and policies, because not everyone will agree with what a company practices or how it conducts daily business.

Compensations and benefits can play a role in how a human resource department performs their primary function. An employee's performance and production of work can be affected by minute changes of emotions and one thing that can anger employees is how they are compensated. I know myself that currently my compensation structure is under reevaluation and I believe that I am not compensated properly for the business I produce for the company. In the current position I hold, motivation is important to increase business. Bonus and commission packages as well as fair based salary is essential to keeping employees happy, because they feel as if they are being paid for the amount of work they have performed. Money can motivate individuals to produce more business and if this is not proportional to the job performance employees can become less productive. To promote job satisfaction and loyalty compensation can be generated to satisfy employees and make their job enjoyable. To balance the company and employee needs the human resource department must find a solution to make employees and the company happy with what is available. Benefits are also a large part of keeping employees happy and productive, "Benefits are forms of value, other than payment, that are provided to the employee in return for their contribution to the organization, that is, for doing their job. Some benefits, such as unemployment and worker's compensation, are federally required" (http://www. management help. org/pay_ben/benefits/benefits.htm). Examples of some of the major benefits are, medical, dental, vacation, sick pay, and retirement or pensions. Unlike worker's compensation and unemployment these benefits are not required by law for a company to give instead they are perks that are offered. Offering these packages can be a way that a human resource department can draw more candidates in and retain the current ones that are already employed. Medical and dental seem to be the biggest short-term benefit that employee's feel are important, knowing that you and your

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