Developing strategic role of HR Managers in Human Resource Development

HUMAN RESOURCE
MANAGEMENT

The human resource management is the function within a company which focuses on
management of, recruitment of and giving direction for the people who work in the company.
Employees are considered as an important resource, because without their effective support,
goals and objectives cannot be attained by company. Therefore, HRM is initial concerned with
staff dimension in organization management. As the business institution is a body of human
entity, so their training, recruitment, motivation for accomplishment of goals, abilities and skills
development along with their effective management, for the reason to make them well
committed with the work are very important in an organization. Such activities are included in
the range of HRM activities (Global Human Resources Management and Organizational
Development, 2013). Thus, it can be referred to as the function that comprises four main
activities namely development, recruitment, motivation and maintenance of human resources. In
another term, it can also be defined as management division that is basically concerned with
relationship of organization with its manpower, among employees as well as with whole group
and also with individual employees. The below essay is inculcating about requirement of
developed human resource management function together with adequate quality of staffing to
compete in globalized market (SEQUERTH, 2008).
Organizations are being affected by range of trends, such as technology changes,
globalization, modifications in manpower demographics and the pressure to show that their
employees are contributing effective value in business. Globalization puts forth lot of challenges
to the human resource management. It involve alignment of business strategy with HRM, ways
to expand worldwide corporate strategy, building an international corporate culture, developing
best leaders and creating or leading change (Armstrong, 2012). Moreover, companies also
required to compete on global level for talent. Technological changes have created an impact on
the conventional HRM practices management. For example, the usage of online recruiting and e-
learning has enhanced exorbitantly. Shifts in trends of employee’s demography are major
characteristics of existing globalized marketplace too. Issues are faced by HR managers in
recruiting, sustaining as well as in involving employees in business activities. Therefore, a very
critical process in business nowadays is talent management (Beardwell and Claydon, 2010).
Thus, with respect to all such events it becomes essential for organizations to maintain a
highly functioning HRM discipline along with well trained and developed employees. One of the
main reasons behind companies paying considerable attention to their workforce is the firm’s
1

nature in present atmosphere. Given that there has been a rapid move towards an economy
dependent on services, it has become very important for organizations to involve in their area to
maintain the productivity and motivation of their employees (Bratton and Gold, 2012).
Moreover, in other sectors, such as other conventional and manufacturing industries, the
obligation to stay competitive implies that organizations required adopting strategies that
optimally utilize the talent of their human resources. This changed landscape of business has
surfaced, because of paradigm shift in way employers and companies see their manpower.
Instead of considering them merely as resources, managers are now adopting such tactics or
policies in which greater value is provided to people (Dowling, Festing and Engle, 2007).
The HRM importance has increased in manifolds due to changing environment of
business. The HRM practices are now being seen through a prism of complete strategic goals of
organization, rather than a separate shade that presumes a micro approach. The companies are
now promoting a holistic outlook towards HRM that ensures that there are no more any
piecemeal approaches and tactics entangle themselves completely with the goals of business. For
instance, if requirement of training for workforce are addressed simply by utilizing obligatory
training on mechanical areas, the firm loses both direction and time spent on training. Thus, an
organization that takes its policies seriously with regards to human resource management will
ensure that training is given on focused and topical methods (Laroche and Rutherford, 2007).
There are several changes occurred in the present environment of business. Further,
issues that the companies HRM are facing will likely to change in near future. Thus, if
corporations desire to remain vigorous then they required to develop their functions of HRM
accordingly. Varied functions of HR, such as selection, recruitment, performance management,
training and development, benefits and compensation, etc. all required to be incorporated nicely
with an aim to enabling the business to retain its competitive advantage (Laroche and
Rutherford, 2007). However, several organizations have failed in identifying the range of
benefits that prevail over the costs associated with having untrained and underdeveloped human
resource. The importance of effective hiring plus retaining manpower is quickly catching
velocity amongst HR managers. The key function of all in this period is having an adequate
system of training plus development in workplace. For that reason, it is very essential for
organizations to coach as well as develop their employees to remain at the forefront of rivals
(Marchington and Wilkinson, 2008).
2