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MGT 310 - Human Resource Management

   

Added on  2020-03-01

11 Pages2712 Words58 Views
Running head: HUMAN RESOURCE MANAGEMENTHuman Resource ManagementName of the student:Name of the University:Author Note:

1HUMAN RESOURCE MANAGEMENTIntroduction Human resource management is one of the most essential activities of any businessorganization. The most important resource of any business organization is the work force and itseffective management is essential for the success of the business organization. The managementof the human resource is a challenging task for the business organization and has to be taken updiligently by the management of the organization. This assignment is a reflective essayhighlighting the human resource management in Australia, along with the roles andresponsibilities that are to be carried out by the human resource management department, inorder to ensure that the employees are happy and satisfied while working and their needs arefulfilled, along with the fulfilment of the needs of the organization. The strategic human resourcemanagement is also highlighted in this assignment. Human resource management in AustraliaThe human resource management highlights the effective management of the personneland ensure that the employment relationship are fulfilled successfully by both the employer aswell as the employee (Akingbola 2013). The human resource management has a significant roleto play in enhancing the working environment of any organization. The human resourcemanagement and its needs are described below. 1. The HRM department needs to utilise the workforce of the recruited employees effectively,such that the organizational goals are fulfilled (Armstrong and Taylor 2014). 2. This department creates opportunities for the present employees, to be promoted to the nextlevel in the hierarchy (Beardwell and Thompson 2014). 3. HR manager carries out the entire process of recruitment and selection of the personnel.

2HUMAN RESOURCE MANAGEMENT4. The selection of the employees have to be done effectively, such that the best suitablepersonnel are selected for the fulfilment of the goals of the organization (Akingbola 2013).5. To ensure that the sense of belongingness as well as team-spirit is experienced by theemployees.6. The HRM department ensures that the needs of the employees such as wages and salaries,need for leaves and holidays as well as the deserved compensations are given to the employees(Armstrong and Taylor 2014). 7. The HRM also ensures that the mutual benefits of the company as well as the employees aremet. 8. It is important that the HR department ensures that no discrimination among the employees ordisrespect among each other are taking place.9. It is essential that the employees are motivated enough, such that they are able to workdiligently to fulfil the goals set by the organization (Kramar 2014). The core functions of the human resource management department include the selection of themost appropriate personnel for the business organization, with conduction of rigorous selectionprocedure. Moreover, the selected employees have to be given the essential training, to alignthem with organizational goals (Akingbola 2013). Thus, the efficiency, with which the selectedpersonnel are aligned to work for the fulfilment of the organization depends on the efficiency ofthe HRM department. The benefits of the HRM department are highlighted as follows:1. Monitoring the performance of the employees: The performance of the employees have tobe monitored effectively, such that the employees with high performance could be effectively

3HUMAN RESOURCE MANAGEMENTawarded and the employees not performing effectively are imposed with penalty (Beardwell andThompson 2014). 2. Ensuring the appropriate remuneration: The HRM has to ensure that the employees aregiven the most appropriate remuneration according to the skills they have (Akingbola 2013).Ensuring the most appropriate remuneration motivates the employees to work diligently andremain focussed. 3. Performance appraisal: The performances have to be reviewed and performance appraisalinterviews have to be conducted by the HRM department (Purce 2014). The performanceappraisal gives the employees the opportunities to get better career scope and stay back in theorganization for a longer time (Storey 2014). 4. Identify the training needs: The training needs of the employees have to be identified(Sparrow et al. 2016). The training needs of each employee are different, hence the HRMdepartment has to be efficient enough to identify the training needs of the employees and givethe essential training needed (Chelladurai and Kerwin 2017). With the training needs beingfulfilled, the employees will find themselves competent enough to face the new challenges. 5. Maintain the working atmosphere: A positive working atmosphere has to be ensured by theHRM department (Reiche et al. 2016). The working atmosphere in the office has to be positiveand cooperation among the employees has to be ensured by the HRM so that the employees areable to support each other to fulfil the organizational goals (Armstrong and Taylor 2014). 6. Management of the disputes effectively: Disputes are common in any business organization.However, it is important that the disputes are mitigated as soon as it occurs. The HRM

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