Human Resource Management: Roles, Functions, and Organizational Change

This report delves into the core functions of Human Resource Management (HRM), emphasizing its crucial role in organizational success. It outlines the primary responsibilities of HRM, including recruiting, employee benefits administration, and job designation. The report highlights the importance of employee motivation through strategies like salary increments, incentives, and performance targets. Furthermore, it discusses the evolution of HRM, incorporating both operational and strategic roles, with examples from companies like Cadbury and Walmart. The report also addresses the significance of leadership styles and organizational change within HRM, emphasizing the need for effective communication and training during transitions. Recommendations include implementing performance feedback sessions to enhance employee development.

Human resource management
Human resource management is practiced to explain the all formal processes designed to
facilitate the management of a company's staff and other stakeholders. Three primary roles,
namely the recruiting, employee benefits and the designation of job are delegated to human
resources management. The personnel management manage all the personnel and administrative
system which includes hiring of the suitable candidate for job, training of employees, their
evaluation according to their performance. The functions of human resource management
includes grouping into personnel activity, assignment of different functions, and delegation of
authority and co-ordination of activities. This also includes allocation of allowances and
resources which includes pay and incentives. It is the HR department that plans and form budget
of organization and sends forward to finance and marketing departments to implement and work
according to the plan designed by HRM. One important function of HRM is to motivate
employees as it is the key factor in achieving business objectives. Motivating employees is
keeping the spirit of employees alive to work hard. It can be done through various ways. This is
usually done by giving raise in their salary, giving incentives and giving certain targets to
employees which they are asked to achieve and after achieving those targets, they are given
incentives and bonuses. . This urges employees to work harder and remain loyal to the
organization they are working for. To make sure that employees have appropriate skills and
abilities, they are given orientation and training sessions are conducted. In which their skills are
enhanced. (Z, n.d.)
HR manager is the expert in HR functions. HR manager should be humble with their employees
and try to understand the purpose of the employees. He should be loyal to his job and guide their
employees in the best ways. HR manager can advise the top management for new processes and

procedure for the organization. HR manager should be willing to empower and encourage
employees to give their best in work. Netflix involves their senior management in very small
decision that is flexible practice towards the employees that our senior management is friendly.
Netflix give their employees a flexible environment like unconditional love, support and care in
the workplace to push each other to the success and to achieve the organizations goals. Timeline
is the biggest distinction between organisational and strategic HR. Strategic HR is a method for
identifying talented individuals in order to achieve big long-term business goals. Whereas
operational role is day to day task of organisation. (January 31, n.d.) Now a days, organizations
mainly focuses in both operational and strategic roles of human resource. For example, Cadbury
company they mainly focus on the company long-term goals. By following the long-term goals,
they are facilitating their employees with fullest return. In payback, their employees are loyal and
providing dedicated workforce to organization. Walmart get their success in operational roles of
HR by focusing on continuous learning, superior execution and employees’ empowerment of
leaders and employees. Human resource ensures employees are held operationally accountable
for keeping a balanced focus on customer services, expense control and keep product in store.
(Alyson Taylor·March 28, n.d.)
The world economy is becoming increasingly complex and imprevisible. Companies are actively
seeking out top qualified individuals with the best leadership skills to meet this challenge.
Organizations not only need experts in their organization, but also want leadership qualities.
They should know what leadership styles will fit in their organizational culture and leads towards
the success. For example Elon musk is known to be innovator. He continuous to invent and grow
innovative future-oriented goods. Effective leaders should think like innovators.

Change, especially in the field of Human Resources, is the only constant of life. HR was here
until the last day they quit from the beginning of a new employee's career. The overall business
plan results in a shift of course that takes decisions and the route of shift. Leading an
organisation through transition can be one of the most challenging tasks, especially if the only
department to drive it through is human resources. It is therefore critical that the business buy-in.
The priority given to your communication is that the staff and the business in general are
prepared to hear the issues resulting from this transition from the HR and leadership. Develop
training sessions to help progress and, if possible, introduce someone to speak to workers from
outside. It may be important for the organisation to plan before this change is announced to
provide specialised assistance to some staff or divisions.
For any organisation, whether it is small or big, there is always space for changes in the HR. My
recommendations are Performance feedback, managers can meet with their workers individually
once a period of 3 months to provide their feedback on the performance of the specific staff.