Human being tends to live in a society and they merely can work in isolation. Every child started acquiring knowledge and primary lessons about their behavioral aspects and how they will behave with others. And these terms of learning and knowledge help in managing relations with co-workers in the workplace. In a rapidly and fast-paced workforce environment where sustaining in a competitive advantage is essential to succeed, establishing measures to maintain employee well-being is becoming particularly crucial to a variety of stakeholders, both at work and outside of it. Well-being is vital in the workplace not just for individual workers in terms of managing their own health, but also for managers and leaders since there is evidence that low well-being at work can have negative consequences on efficiency and overall performance. The prime concept behind Human Resource Management is evolving around the fact to control and conduct relations in the workplace. The main purpose of the essay is to analyze the role of Human Resource Management in changing the perception in the workplace. The concept of HRM strategies has been taken into consideration in the workplace since the mid of 1980 (Singh SK et al. 2021). HRM strategies can be considered as the multidisciplinary subject accumulated different ideas gathered from different fields like management, economics, psychology, and sociology. Every organization has mainly 3 perspectives such as people, process, and organizational structure. The main focus of the effective HRM process is to increase the productivity of the employees and achieve the optimum level of organization goals while achieving the individual targets. In today’s changing world where organizations are facing high competition in the market, the duties of the HR department are also a rising point as this is the responsibility of HR to uphold the employee caliber to achieve the organizational objectives.
Personnel and employers alike face new hurdles as stakeholders struggle to manage the emergence of new technology in the context of a dynamic business climate, while organisations strive to remain viable and keep employees healthy and functioning well. HRM can be considered as the managerial activities of managing the workforce in the organization. The effort of the HRM department is to analyze the needs of the organization and acquire appropriate skills as per need. The prime focus of the HRM is to hire, allocate and manage the employees of the organization. The workforce of the organization is the main asset of the organization. In this context, the HRM is primarily responsible for managing the workforce and also maintaining the working policies and the working relationship within the organizational employees. Organizations are using several technologies in the field and thus a new terminology has evolved named Human Capital Management (HCM). It is a kind of software used by large and medium-sized organizations to regulate their HR functions in the organization. Human Resource Management can reshape the management so that the organization can effectively handle its manpower and retain them to attain the mission and vision of the organization. According to Frederick Taylor, there are two dimensions to increase employee efficiency and that are firstly from the organizational side and another one is the employee side. Frederick Taylor emphasizes the HRM process to enhance employee effectiveness (Uysal 2019). The theoretical approach of the HRM process has been determined between 1980-2000. The nature of the HRM process is not only functional but also strategical. According to Invancevich and Glueck, the idea of the HRM process is to manage the efficiency of the workforce so that they will be able to provide their best for the betterment of the organizations (Opatha and Uresha 2020).
The HRM system has to be mandatorily justified as the contribution of the HRM program in the organizational growth. The HRM program is dynamic and it can be accessed in the following core concepts. The process of HRM includes specific applications directed towards managerial functions. The principle of the applications inculcates several steps like hiring people, developing and providing training, and processing with remuneration to the workforce of the organization. The HRM department of any organization needs to maintain consistency in terms of several decision-making things concerning employees. The effectiveness and the consistent manner of the HRM process help in building better service to the potential customers with a suitable product range at a reasonable price range. The dynamic nature of Human Resource Management has not confined itself within the business organization rather than it has a widespread over other sectors like health care, educational field, and many more. The process of HRM inculcates different genres starting from procurement and development of the acquired knowledge base and also managing the human assets to achieve organizational objectives. Working in a team is also a part of the HRM programs. The HRM process is mainly conceived as the changing perspectives of the workplace by accumulating different HR policies and rules for retaining the employees. It is not used for changing the workplace all of a sudden (Taamneh, Alsaad and Elrehail 2018). Whereas HRM is considered as the set of practices that helps the organizations to improve their productivity not to change the organizational structure. It is a kind of pervasive function that the managers have to maintain at every level. This particular process is an employee and people-centric and it categorizes the employee according to their position in the organizations named as Blue-Collar employees, White-Collar employees, Managerial level workers, and lastly Professional personnel. The process has to maintain a coherency to maintain the skill and talent level of the workforce (Azevedo et al. 2021).
In light of the economic, social, and political changes, the changing functions of HR, as well as the changing role of HR practitioners, must be explicitly addressed in research into the relationship between HRM, employee well-being, and performance if we are to understand the findings reported in context. Considering flexible work hours as an example, the nature of work has permitted this, which many employees regard as a benefit. However, it can be difficult for HR professionals to know how to best manage ‘remote workers’ or virtual teams. For example, one question is whether procedures should be measured or if it is more important to measure the outputs of these employees’ performance. The HRM process has a wide range. The scope of the HRM starts when an employees join the organization and it continues till the employee leaves the organization. According to the American Society for Training and Development, the scope of the HRM can be described based on the following points:
The concept of HRM has broader aspects and Personnel Management (PM) and Human Resource Development (HRD) come under the category of HRM process.
The changing perception of the workplace has to be the primary role of the HRM functions in an organization. Human resource management plays a pivotal role for the organization to sustain itself in the competitive market scenario and challenges in the field. The increment in the staff members and the demographical profiling of the employee compel the HR department to reconsider their functions in the organizations. And there is a correlation between the HRM scope and functions. The HR department can be interpreted as the functions interlinked within the workplace and certain external forces affect the HR functions and such external forces are as follows; political, social, legal, cultural impact. The HR management is continuously working for changing the perception of the workplace and for maintaining that purpose they are implementing several new strategic and operational working ethics to keep pace with the changing business environment. The HR functions can be interpreted like the following:
The HR program of performance appraisal encourages the employee for taking risks and also promotes them to take innovative and creative decisions in the organization.
There are several obstacles to current understanding of what works in terms of workplace interventions to improve employee well-being, as well as understanding of workplace well-being in general. As stated in the ‘call for papers,’ the changing workplace provides a variety of ongoing, as well as some new, issues for HR professionals to manage, as well as for the long-term well-being of existing and future employees. The major role of HRM is to initiate new plans and policies and design the programs by the optimum use of the workforce of the organization. The prime objectives of the HRM role in the organization can be described as; such as optimum usages of the manpower of the organization, maintaining peaceful and equal relationships within the employee from every level, and lastly focusing not only on the development of the organization but at the personal level. According to Dave Ulrich, the role of HRM can be categorized into 4 types Role of strategic management, the role of employee management, the role of changing agent, and the role of administration (Singh et al. 2021).
Human Resource Management has become more essential for the Gen Z generation as the rising competitiveness in the market demand the organization to be high of excellence. To compete with this, the organizations have to focus on the learning objective, career growth planning, teamwork activities related to HRM factors (Chin and Yean 2021). The HR department’s importance lies to reform the organizational structure to achieve the paradigm swift. The HR department tends to change the policies and agendas of the organization so that they can value their customer’s need, employee demands and also attracts investors. The HR department helps the organization to face certain challenges due to globalization in the business arena. The role of the HR department nowadays has become making strategies and making them turn into action and also maximize the efficiency level of the employees by using the optimum resources. Thus, it can be stated that the HRM of the organization is continuously working for maintaining the company’s existing culture and make essential changes and remodulation in the company leadership and culture not to change the workplace all at once. The role of the HR department is not to change the organization but to make indispensable changes to improve the overall performance of the organization. The role of the HR department is to make the employee understand their job roles and responsibilities. For that matter, the vision and mission statement of the organization should be well articulated so that it works as the intrinsic motivational factor for the organizational employees.
The biggest challenge for the HRM department is the problem of leadership development (Gill et al. 2018). The HR professional is currently facing issues in selecting the right candidate for the organizations and developing them with proper training to build up the future leader. According to the report of WFPMA, the HR department facing challenges in creating strategic initiatives so that they would be able to retain the right candidates for the organization. In the current scenario Covid-19, the HR professional put more importance on the training and development process of the employee as it is indispensable from obtaining growth and achievement in the business. Previously, the HR management took the process as an extra cost to the organization. The labor market is becoming highly competitive thus the HR professional is currently facing the problem of retaining the talent within the organization. Several pieces of research have been done on HR metrics and it has been found that the new hiring rate has been hiked up by 58% (Juarez Tarraga et al. 2019). The main focus of the HR professionals has become the well-being of the employee. Research shows that nearly 67% of healthy employees are more enthusiastic about their work and productivity got increased (Muñoz-Pascual et al. 2020).
Thus, it can be said that HRM is an indispensable part of the organization and it is used to change the organizational culture and structure to improve the productivity of the organization. In the current scenario, organizations tend to set their human resource management to implement a new market strategy. Human Resource Management is considered to be the managerial function that assists the upper-level managers to plan, onboard new employees, providing them with proper training and maintaining the working environment of the organization. The HRM function has primarily 4 objectives that mainly come under the category of functional, societal, personal development, and lastly organizational. It is the duty of every organization they should have some specified policies, well-structured principles related to employee advocacy and they need to ensure that these attributes do contribute to bringing stability in the organization not to change the organization.
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