Introduction
The human resource management related functions of the organizations are mainly dependent on recruiting and developing the employees and transform them into valuable assets. The different types of processes that form a major part of HRM department of the organizations are mainly the analysing of jobs, planning needs of personnel, recruiting right people in right positions. The orientation and training related functions of the company also form a huge part of the human resource management team. The issues or disputes that can take place within the employees are solved with the help of the human resource department. The management of the employees or people are one of the major functions of the HR department of any organization in the various industries (Al Ariss and Sidani 2016).
The main point of discussion in the essay will be to analyse the functions of the HRM departments of organizations in the modern business environment. The changing role of the HRM related functions will be discussed in the essay. The organization which taken into consideration for this analysis is Google. The role that is played by HRM in the employee management process of the organization will be discussed in the essay.
Discussion based on HRM function analysis
According to, Albrecht et al. (2015), the nature of HRM functions of the organizations is related to the policies and the procedures that are formulated based on the achievement of the various objectives. The objectives and the goals of the organizations are set by the management at the start of its operations. The functions of the department are not always specific for the department and it is broadly related to all the other departments of the company. This department is able to provide help of the employees at all the levels of the companies. The various human resource management based functions of organizations are dependent on the core activities that are performed by them in the market. The functions of the HRM departments of organizations provide help to the managers and employees so that they are able to work with each other in a collaborative manner. The activities of the HRM departments of the organizations take place in a systematic and continuous way. The functions of the department are updated according to the changes that take place in the external environment in which the organization operates (Armstrong and Taylor 2014).
Figure 1 – Source – (Armstrong and Taylor 2014)
As discussed by, Brewster (2017), the characteristics that are depicted by the HRM department are mainly related to the history of its successful operations in the and the ways by which the functions of this department is applied. The human resource functions have thereby played a major role in the management of the employees in a successful manner. The various factors that are thereby related to the management of human resources in the organization are, developing and acquiring the employees, proper utilization and maintenance of the resources and achievement of the goals. The different characteristics that are related to the human resource management based process of the organization are discussed further. The first characteristic states that HRM can be considered as both an art and a science as well and the nature of the process is quite complex as well. The second characteristic is based on the pervasive nature of the HRM functions of various organizations. The functions thereby include all the categories or types of people which are, people, management and staff who area part of the operations (Brewster, Chung and Sparrow 2016). The HRM process is continuous and perform many different functions which are related to the entire process of recruitment in the companies. The line managers participate in an active manner in the HRM functions that are performed by organizations. The roles and functions that are played by HRM departments are changing with the changes taking place in the external environment. The activities of the department change continuously in this case so that the requirements of the changing environment can be accommodated easily. The focussed nature of the HRM functions on performance of employees helps them to achieve their goals and objectives (Brewster et al. 2016). The employees form a significant part of the human resource management related functions of organizations. The functions help in creating valuable relationships between the employees and the managers in the organizations.
Figure 2 – Source – (Budworth, Latham and Manroop 2015)
The five people management strategies that can be used by organizations in the modern environment to manage the employees easily are,
Recruitment and selection – This process starts with the hiring of the right person at the right position. The main task in this case is to understand the needs of the positions and the employees in the organization.
Training and development is another part of the people management process which is related to providing the correct type of training to the selected employees so that they prove to be effective for the organization. The potential leaders who can provide the training needs to be selected by the management in an effective manner (Budworth, Latham and Manroop 2015).
Performance management is another process that can be related to the people management strategy of the organizations. The employees are thereby provided with appropriate feedback so that they are able to improve their performance in the future.
Employee engagement – This is another way by which the organization can create a loyal and effective employee base. The employees are managed in an effective manner and their performance can also be enhanced with the help of various employee engagement relate activities.
Rewards and recognition – The value of the employees can be demonstrated by the organization by providing them rewards so that their motivation levels can be increased. The various activities that are incorporated by the management within the work process of the organization also provides high levels of motivation to the employees (Jackson, Schuler and Jiang 2014).
As discussed by, Marchington et al. (2016), the ways by which the HRM functions affect the operations of the organizations have changed a lot in the modern business environment. The role that is played by the HRM of the organization has been changing and the HRM department now has broad effects on the various other departments other the management of employees or the human resources. The growth that has been shown by the knowledge economy has increased the importance of skills and capabilities of the human forces of organizations on their performance in the industry. The HR related functions are now able to add value to the organizational processes which deal with the planning of workforce. The transition that has taken place in the role played by HR functions have improved in the recent business environment. The significance of HR functions has increased has high implications on the operations of the organization (Paillé et al. 2014). The approaches that have been taken by the human resource department to solve the issues that occur within the organizations have also changed in the modern environment of business. The role and the implications of the HR functions have changed totally in the modern business environment.
The company that has been taken into consideration for the analysis in the essay based on the human resource functions is Google. Google LLC is a multinational company which has its origins in the United States. The company mainly operates in the technology sector and specializes in the production of various internet-based products and services that include technologies related to online advertising, cloud computing, search engine, hardware and software. The organization was founded in the year 1998 by Sergey Brin and Larry Page. Google has proved to be successful in its operations in the various international areas. The employee base of the company all over the world is also quite high (Google.com. 2018).
Figure 4 – Source – (Google.com. 2018)
The human resource management related practices that are performed by Google mainly cover the effective programs that are based on training provided to employees and the performance management based activities of the organization. The organization thereby uses the effective needs analysis process to support the innovative workforce. The training programs that are applied in Google are evaluated on a regular basis to make sure that the actual purpose of the programs are fulfilled. The performance management practices that are implemented by the organizations are related to addressing the objectives of Google. The company has thereby experienced many performances related problems in the human resources (Purce 2014). The performance problems of Google are addressed by the organization with the help of the information that is gathered related to the problems that have been encountered in the improvement of the employee performance. The employee training related activities in Google are performed with the help of the three step process which consists of needs analysis, program design and evaluation. These three steps help the company in analysing the needs related to training and fostering the creativity of the employees. The performance management practices comprise of various methods which help the company in managing the performance of the employees in an effective manner (Reiche et al. 2016). The performance management related practices of Google are based three different processes which are performance planning, linking to the corporate objectives, standards and measurements, performance related interviews, problems occurring un the performance. The management of human capital has been provided utmost importance in Google. The organization has proved that it mainly relies on the innovation based activities of the employees in all the aspects of the business. The organization has thereby established a culture which is totally based on the empowerment of employees to the highest levels. The HR related function has proved to be strategic partner in the business operations of Google. The efficient and the innovative HR is an important reason behind the success of Google in the industry (Swart and Kinnie 2014). The company has differentiated itself from the others in the industry with the help of its effective people management based policies. Google has always been the best in keeping the employees happy. The focus on employees has helped Google in creating a different position in the market. The organization has given high value to the capabilities and skills of the employees as compared to the experience that they have in the industry. The company provides its services to the global audience and this has led to the creation of a diverse workforce. Google has gradually become famous in the industry with the help of its employee friendly practices (Welch and Björkman 2015). The organization has received the topmost position in the industry for the various employee centred policies that are followed by Google. The employees are provided with enough space so that they are able to perform accordingly with the help of their creative minds. The focus of the HR functions and the strategy formulated by the HRM department are mainly based on the maximum assistance and care that can be provided to the employees. The training and performance management based system of the organization has helped the organization in providing the best services to the customers as well. The happy and creative employees are able to deliver much more to the company and the customers are also satisfied to the highest levels (Swart and Kinnie 2014).
Figure 5 – Source – (Google.com. 2018)
Google has faced issues related to high layoffs of employees in the years 2009 due to the extreme levels of credit crunch that was faced by the organization in the same year. This had caused huge pressure on the employee base of the company. Google has also faced issues related to the other organizations who have been trying to attract its employees with the help of better packages and attractive offers as well. The motivation levels of the knowledge workers had decreased due to the increase of competition in the technology industry in the modern business environment (Google.com. 2018).
Figure 3 – Source – (Welch and Björkman 2015)
Conclusion
The HR functions of organizations play an important role in the planning of strategies and other major functions as the employees are considered to be the most important asset. Google has proved that by effective management of the employees the organization has been able to create a unique position in the industry. This has helped the organization in increasing its revenues with the help of strong base of skilled and knowledgeable employees.
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