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Importance of Human Resource

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Added on  2020-01-06

Importance of Human Resource

   Added on 2020-01-06

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ADVANCEDCRITICAL WRITING
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Why do companies need HRIn the globalization era, businesses are required to employ HR department within firm sothat they can attain growth and success. HR department is necessary to be maintained withinbusiness because it helps in managing and operating the business functions such as recruitment,selection, training and development. It is essential for firm to integrate HR practices withinbusiness as it helps in gaining competitive edge over rivals (Acedo, Barroso and Galan, 2016).The essay argued that there are certain people who believes that firm needs to follow flatstructure and does not require any specific HR department as it helps them to minimize cost andimprove work efficiency. For instance, people assumes that line manager and other head ofdepartments play a significant role and thus they can carry out HR functions effectively in orderto manage their team. While, there are other group of people who believes that it is necessary foreach and every organisation to maintain their particular HR department in order to carry outeffective HR functions. However, the changing structure of management is the current need offirm and thus they need to follow it so that they can attain desired goals (Armstrong and Taylor,2014). As per the view of Decenzo and Robbins (2015), HRM plays a crucial role in the currentcompetitive environment and thus they need to analyse the concept of soft and hard HRM.Through assessing the contribution of workers in the current market, it has been evaluated thatHR department aims upon identifying and evaluating the strategic planning for workers in orderto create crucial impact on business growth and development. Further, through applying Harvardmodel of HRM helps firms to enhance its overall process and involve workers in strategicplanning process. This particular model assists business to carry out effective HR activities sothat long term consequences of firm and focuses upon improving the performance and growthaspects. However, Dezdar and Sulaiman (2009), argued that in the current changing perspectivesit helps firm to identify the needs and preferences of employees. Main objective of HRM is toinvolve different strategies that helps firm to optimize business cost, manage health, welfare andsafety of employees in order to protect resources of firm and attain competitive edge over rivals.The arguments regarding the requirement of HR department within firm is not new within theeconomy. However, different businesses possess diverse arguments in regard to maintain HRdepartment as it helps in contributing growth and success in market (Zheng, Yang and McLean,2010).1
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Schuler and Jackson (2008), argues that maintaining HR department within firm is acostly factor and therefore business focuses upon avoiding it so that they can minimize their cost.However, they lays emphasis upon line manager and other department heads to focus uponmaintaining efficient manpower in regard to provide best working environment to employees.Further, there are several researchers that analyses that firms are saying no to HR department inorder to focus upon maintaining its cost. However, Storey (2007), argued that businesses needsto maintain its outcome and performance therefore, they need to implement HR department sothat it focuses upon carrying out effective HR practices such as retaining workforce for longterm, recruiting skilled people and providing them effective training to workforce. All suchfactors requires proper HR department within firm and thus they need to focus upon managinghuman resources so that competency can be attained in competitive market (Wu and Lee, 2007). Human resource management is one of the signification and most critical aspects of thebusiness operations. Different perspectives have developed for analysing and understating theinfluence of HR on the business operations. Present era of conceptualization has developedsignificant doubts regarding the effectiveness and efficiencies of HR for business growth.According to Davies, (2011) changing business practices has influenced companies to adapt withthe changing requirements in an effective manner. Line managers and supervisors of theemployees are in direct contact with the changing needs and policies for the business. HR helpscompanies in developing policies and managing strategic aspect for employee motivation butanalysing the needs and requirements of the business objectives is the challenge for the sector.The arguments however was contradicted by Dezdar and Sulaiman (2009) stating that HRexecutives develop an in-depth and well defined understanding ability the working practices andaspects for the employees which helps them in analysing the challenges and issues faced by theemployees. The strategic concept of HRM is a well developed business model which helps in linkingthe strategic goals and objectives of the company with the employees working in theorganization. Gallicano, (2009) analysed that strategic HRM practices has helped business increating a new spectrum of working and attaining business goals and objectives. This strategicaspect analyse the internal and external factors of the overall business operations to attain a welldefined result for the organizational growth and development. Hence, this has been analysed thatcompanies has accepted the HR practices as integral part of the business which has helped the2
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