Describe the primary function of human resource management is to increase the effectiveness and contribution of employees in the attainment of organizational goals and objectives.
When we study HRM, we believe that the processes are standardized and hence, all the organizations across the globe follow the standard set of procedures, but that is not true. The HR policies and processes are defined by the thoughts that the employees have in their mind. Few organizations may believe that it is always important to retain the employees rather than that of hiring new employees. On the other end, few organizations may believe that hiring new resources is better than that of retaining the employees (Sundar 2013).
Three areas of HRM are complex and different in every organization. It is important for every organization to adhere to a standard set of norms in these areas so that they can be successful. The three areas which are creating a impact on the complete HR process are as follows: –
Different activities that take place in the classroom is something similar to that of the activities and incidents that take place in the classroom. This shows that HRM is present in all places, and we are not able to understand them. HRM is a normal process by which the employees are motivated and retained to perform better in the organization. Few of the activities that took place in the classroom which I can connect to HRM are discussed below.
Recruitment takes place in the college as well. The college wants the best of students to be associated with them, and similarly, organizations also want the best of people to be associated with them. Colleges look for good students so that they can have a good reputation in the market and this will ultimately attract more students to the college, in the upcoming year. Organizations are willing to attract the best of people so that the productivity of the organization can be increased. This will ultimately help the organization to generate more profits. Due to this, the organization, as well as the college, pays due attention to their recruitment process (Saini 2013).
When I applied for this university, I was eager to be a part of this university as I was well aware of the fact that this degree will help me to get the job that I desire. Later, I got to know that the university follows a recruitment process so that the best of students can be hired. The students who were interested in part of the university were asked to fill a form. After 15 days’ period, the name of shortlisted students was put on the notice board. The shortlisted students were called for a personal round of interview. This helped the college faculty to understand the best of students who are willing to achieve a career. After 15 days, the results were displayed again on the notice board so that the selected students can pay their fees and be a part of the University (Jorge 2016).
Training and development also take in the University. The teachers come and teach the students. Teaching is more like training and developing the students for a better future. Organizations train employees so that the employees can deliver what the organization expects from them. In universities, different types of training are given to students so that they are ready to face the corporate world. In many instances, classroom training is given to students. Management study is all about setting up your own business and hence, preparing a business plan is assigned to the students. This is very much like simulation training wherein the students can implement their knowledge in the project (Katou 2015).
Performance management is also undertaken in the university at regular intervals. Performance management is an evaluation of the assignments that have been submitted and also the tests that happen in the class, at regular intervals. Depending on the performance in the assignments and tests, students are given ratings and grades (Chris 2013). This helps the students to understand where they stand. In case, if a teacher thinks that the performance of the student is bad then she may call the student and talk to them. This helps them to understand the problem that the student is facing and also the help that the teachers and university should render so that they can be better than what they are today (Aisbett 2015).
The processes in an organization are very much similar to what is done in the university. Organization prefers to term these processes are human resource management, but that is not the case in university. It is important for anyone to understand the relevance of both the processes. Few of the applications of these processes in the workplace are described below.
Recruitment in the workplace starts with an advertisement and recruitment is a continuous process in the organization. If there is a vacancy in the organization, then recruitment procedure is initiated. Advertisements are placed so that the potential candidates are aware of the open position. Interested candidates will apply for the open position through various job portals. The recruiters will shortlist the suitable resumes and then they are called for a personal round of interview (Lin 2014). The first round of interview would be a technical round of interview wherein the technical knowledge of the candidate is verified. If the technical round is cleared by the candidate, then he will have to meet the project manager. The project manager will check if this particular person can fit with the existing team. If the project manager is satisfied with the candidate then finally, HR round will take place. The HR will check if the candidate will fit in the organization culture and at the same time, salary negotiation will take place in this particular round of interview (Boichenko 2014).
Just like in university, training and development are a continuous process in the organization too. Most of the employees are given on the job training by the managers. This kind of training is given when the employees are doing the similar kind of job, but there are small changes due to the processes introduced. When an employee is newly hired, after classroom training, he may be given on-the-job training so that he can implement whatever he has learned in the classroom training. Organizations also plan for online training wherein the employees will have to take up the training as per their availability. This helps the employees to learn without creating an impact on their daily tasks. Classroom training are given to employees based on the need of the organization (Kunle 2013). Regular behavioral training may be given to the employees so that they can grow from technical to managerial level. The trainees are nominated by the managers. Technical training is also given to the employees so that the employees can upgrade themselves. If an employee is going to be moved to be a completely new project, then he would be given simulation training. In this case, the employee will work on work packs which will be similar to the work packs that they will be handling later (Sharma 2014).
Lastly, performance management is undertaken by the HR professionals. Performance management starts with reviewing the performance of the employee. The manager will meet the employee in person, and let him know about the expectations that the organizations have on them. These expectations are agreed upon by the manager as well as the employee and it is set as their KRA. The performance review of the employee will take place based on the KRAs that they have agreed upon. This also helps the employee to understand the direction in which they need to move. Performance appraisals are based on the KRAs that are achieved by the employees. Many organizations consider the employees behavior, customer satisfaction and the KRAs achieved are taken into consideration so that the employee can be offered a rating accordingly (Ogunyemi 2014). To understand the behavior of the employee, the opinion of team members, colleagues and manager will be taken into consideration. The organization will reach out to its customer so that they can better understand the performance of the employee. Finally, the employee will be given a chance to rate himself, and then the manager will rate the employee. The employees’ increment will be dependent on the ratings that they have achieved. Every employee in the organization will work hard to get good ratings. This is the period when the manager checks with the employees on the various training that can be undertaken by the employee so that they can be better (Rolim 2013).
There are plenty of HR roles that an HR professional can play. Few of the common role HR profiles are as follows: –
I would like to take up a generalist profile so that I can understand the areas wherein I am good and also areas wherein I cannot pursue my career. As of now, I don’t hold much of interest in recruitment, but I would like to know what exactly it is. Apart from that, I believe that it is important for me to understand all the areas in HRM so that I can grow. After I reach a senior level and handle a team, it shouldn’t happen that I am not able to understand certain processes.
HR is a vast field, and reading books are not sufficient for anyone to understand the process completely. Apart from the processes, the HR professionals will have to interact with the employees so that they can understand the requirements of the employees better. If an HR professional believes that a particular thing can improve the performance of the employee, then that particular initiative should be recommended to the management. The HR professional should act as a communicator between the manager and the employees.
References
Saini, D, 2013, Human Resource management, Vision: The journal of business perspective, vol. 17, no. 1, pp. 98-108
Sundar, S, 2013, Human resource management, Vision: The Journal of business perspective, vol. 17, no. 1, pp. 96-97
Jorge, V, 2016, Impact of human resource management on performance in competitive priorities, International journal of operations and production management, vol. 36, no. 2, pp. 114-134
Katou, A, 2015, Human Resource management and organizational productivity, Journal of organizational effectiveness: People and performance, vol. 2, no. 3, pp. 244-266
Chris, B, 2013, Human resource management, Human Resource management, vol. 52, no. 6, pp. 13-15
Aisbett, L, 2015, Human resource management practices to support sport event volunteers, Asia Pacific journal of human resources, vol. 53, no. 3. 351-369
Lin, S, 2014, Human resource management practices in Chinese organizations, Chinese Management studies, vol. 8, no. 1, pp. 2-5
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