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Understanding the strategic role of HR
The human Resource department must understand the strategy of the business organization and work by the economic realities of the business that it supports. The human resource department should regard itself as the essential contributor of the business mission. The human resource professionals must work towards the success of the business strategizing themselves as the essential contributors to the business mission, the activities of the HR should be a reflection of the priorities of the organization; the HR should raise its credibility by maintaining its focus on the matters of the genuine concerns to the business organization. (Brockway, 2007)
The role of the HR should be primarily to facilitate an environment where the employees of the organization are motivated and maintain their commitment towards the success of the business enterprise, the HR ensures the existence of a mutual relationship between the employees and the organization in such a way that they feel as part of the organization by contributing willingly to the success of the business organization. The HR employees the teamwork and establishes the peer reviews which gives the employees an opportunity to contribute to the decision making of the business on the matters which affect them, the employees are engaged in a change process which enables them to shape their future by supporting the implementation of strategies that are within their limits. The HR most important role is to create effective relationships that will provide the employees with the necessary opportunities to advance their skills as a way of increasing their capacity in the contribution to the success of the organization. It is the mandate of the HR to assist the management to realize that the involvement of the employees in the business efforts to create change is a form of encouragement since they feel as the revolutionaries that have created change.
The importance of HR in business operations to be successful
The human resource function involves its role that it plays to ensure the ultimate success of the organization, for the organization to successes in the modern business environment, it must be able to discover and effectively manage its human resource. The HR infuses the right attitudes and behavior into the employees of an organization which is necessary to win a fair and square position in the market place. The role of the HR towards the success of the business is to communicate the organizational values which influence the people's behavior; the HR has to devise better means to communicate the values in a visible manner in order to create the coherence between the organizational strategies and the employees' actions.
The HR should add value to the organization by helping the employees to realize their goals as well as the achievement of the organizational aims and objectives. Due to the scarcity in the resources the HR ensures that the business organization is only involved in the activities that adds value to the business thereby securing a value position whereby the HR practices, departments and the professionals produces the positive outcomes to the stakeholders, the business customers and the employees.
The success of the business heavily depends on the ability of the HR to attract, manage and develop the workforce while at the same time provide the necessary factors that will enable the organization to build the global networks which enable the business to expand its territory. The development of the available human resources enables the organization to build its competitive advantage especially in the ever changing business environment.
Many business organizations today are faced with enormous challenges due to the declining revenues, high capital costs, a diminishing market share and the depleting shareholder values. These organizations depend on the HR's role which helps to bring the sustainable value to the company. The HR is therefore expected to free up the internal resources by offering effective services and maximum support to the process of implementing the business strategies.
The employees are supposed to be provided with the information on the aims, objectives and strategies of the business in a timely and structured manner, the HR department should therefore disseminate this information to the employees t help them understand and fully participate in the business activities.
The management depends on the HR's ability to enable the success of the business by initiating the processes that enables the improvement of the workforce performance, the productivity and the satisfaction of employees' needs. The HR is therefore charged with the role of ensuring the achievement of the business goals by intervening and adding value to the business enterprise.
The human resource department performs processes such as staffing, recruitment, dissemination of the information and drawing of the compensation and benefits schemes. These processes determine the means of doing work; they also enhance the competitiveness of the organization by adding value. During the recruitment process, the HR ensures that the caliber and grade of the new employees is in line with the level of the organization b the determination of the job descriptions, the employee profiles and the skills in order to march with the job role.
The HR ensures the success of the business organization by formulating the right policies and the procedures to be followed by the personnel in all the company's departments in a consistent manner. These policies define the roles of the HR personnel as well as other significant ranks to avoid the scenario of conflicting roles. A clearly defined policy will enable the HR department to determine the times when the human resource should be anticipatory, proactive or reactive (Kiger, 2007).
Human capital planning / talent management and how it relates to a business / business planning
The human capital management planning is considered as one of the critical processes of any business due to its transformational nature on the value that it delivers to the Human resource and the business in general. The human capital planning is the pathway for the decision making ability of the HR department. The business organizations uses the concepts in human capital planning to in the improvement of its capabilities in the identification of the human capital implications especially on the corporate strategy and the reshaping of human resource services to obtain the maximum support to the business.
The human capital planning helps the business organization in the process of running an optimized management of the employees during the recruitment process and also during their working time in the organization. According to (Trahant Et al. 2007) The human capital planning is also applied in the process of alignment of the business strategy with the elements which measures the human capital management processes. The human capital management elements include; the performance assessments, the competencies associated with a given position, the employee profile requirements, the training processes and the processes which are related to the relevant activities in the time series of the organization.
Boudreau & Ramstad (2005) Explained that talent management is a form of the business exchange, the companies structure themselves in a talent -centric manner in order to be able to maneuver in the global market by identifying and managing the pool of talents within its human resource reservoir. The business should position its finances in such a way that it is able to take the lead on the talent optimization; the HR leads the Talent revolution by working on the ever increasing pressure in the demonstration of the link between the talents and the business activities that are measurable.
Justification (quantification) of HR
The HR can be justified by basing on the fact that the talent resources can be managed by increasing the profits, decreasing the risks and raising the talent liquidity. HR helps to increase the efficiency which as a result reduces the costs, the HR also supports the business processes which generate the revenue, it does this by ensuring that functions such as the sales have the necessary skills and there is no hindrance to the performance due to lack of motivation. The HR ensures that timely interventions are carried out together with the document current performance and a process of monitoring the future performance in the comparison of the estimated benefits. (Dunn, 2006)
The HR professionals have the expertise which ensures that the business has safety measures, it has set the critical performance targets to be achieved by the employees, the business is compliant with the rules, and it also determines the costs of some events such as the compensation claims from the workers and the violation to compliance cost. The HR personnel can draw on the expertise by helping in the reduction of the risks, a reduction in the level of the risks helps the business to avoid the losses or rather reduce the magnitude of the loss that is incurred.
The HR can be quantified in terms of the liquidation of the talents which are the human resource assets, this can be achieved by the ability of the human resource to place the workforce in the new and the evolving positions and recruitment of qualified and right people in the organization's workforce. The HR does this by the development of the personnel to assume the management or the leadership roles whenever they are needed. The HR enable the business t counter the turn over through the unique expertise provided by the HR professional team for higher efficiency and effectiveness.