Analysis of Human Resource Management in Contemporary Organizations

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HUMAN RESOURCE MANAGEMENT
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Table of Contents
Introduction....................................................................................................................................................3
Question1. What is a HR MANAGER?....................................................................................................4
What are their roles and responsibilities? In relation to the functions noted in the question what are they
expected to do............................................................................................................................................4
How can an organisation use HRM to become successful?......................................................................6
Identify and discuss what problems and challenges are faced by HRM in contemporary organisations.
How can these de dealt with – either through remedy (fixing) or preventative measures?.......................8
Conclusion...................................................................................................................................................10
References....................................................................................................................................................11
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Introduction
Human Resource management takes responsibility for managing the employees of an
organisation. Human resource department is the link between employee and employer. It plays
various roles and responsibility such as training, compensation, hiring, recruiting, selection,
performance appraisal, and benefits to employees. Functions related to HR managers such as job
analysis, work planning, selection, development, recruitment, diversity management, and
occupational health & safety will be discussed in this report. There will be a discussion of key
things which is used by HRM for making an organisation successful. The problems and
challenges are faced by HRM and dealt with remedy and prevention measures.
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Question1. What is a HR MANAGER?
Human Resource Manager plays an important role in an organisation. It includes functions such
as interviewing, recruiting, hiring, selection, consulting and training. Human resource manager
has the responsibility to guide employees, plan for organisation, administration function and
coordinate between different departments (Al Ariss and Sidani, 2016). HR manager makes a
connection between management and employees.
What are their roles and responsibilities? In relation to the functions noted in the
question of what are they expected to do.
Roles and Responsibilities of the Human Resource Manager
Recruitment – Recruitment is one of the important functions of Human resource management.
Human resource manager has a duty to search for the right candidate for the right place at the
right time. It gives an attractive salary and various benefits to hire potential employees for an
organisation. The various strategies and policies are made by HR for the recruitment process.
Training – Training is scheduled by Human resource manager for new hire employees to
understand the working of an organisation. Training provides to new hire employees is according
to the skill set of employees. On the job training is required to train for operation working.
Refreshment training provided to existing employees to upskill them. The HR manager also
takes an assessment of trainees.
Workplace Planning – HR manager plans for the workplace to achieve the goals of an
organisation by performing efficiently and effectively. HR manager determines the current and
future needs for effectively hiring new staff and retention of existing staff. For achieving long
term objectives or goal HR manager makes a strategic plan for employees.
Job analysis – The process of collection of information about the job is known as job analysis.
Job analysis practice follows upon the ongoing job. It makes detail content of the job. The job
analysis is prepared by the HR manager. Job analysis includes the required skills, education,
experience, and qualification.
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Selection – HR manager has the responsibility to select the right person for the right position.
The process of selection is lengthy and complex. It takes a few steps for completion of the
procedure. The process of selection includes advertising the position, phone interview,
assessment, face to face interview, and final round (Berman, et. al., 2019).
Development – The main responsibility of Human resource integrates the company by providing
training, career development to existing employees. HR manager motivates employees to
perform effectively and efficiently.
Remuneration – The compensation and reward provided to employees for better performance
are part of remuneration. Employees motivated for work to get rewards and incentives.
Remuneration helps employees to perform well in an organisation.
Occupation Health – HR manager takes care of all aspects of related to the health and safety of
employees of an organisation. It determines the policies and strategies for preventing hazards.
Accidents, cancers, respiratory disease, stress-related disorder and hearing loss all are the part of
risk at the workplace (Lussier and Hendon, 2017).
Safety – Safety and welfare of employees are taking care of the HR manager of the company. It
determines the protective measure from the prevention of disease. HR manager takes
responsibility for the safety of employees.
Diversity Management – The supporting of multiple lifestyle and characteristics of an
individual within the group are practice by the HR manager. It also includes activities related to
manager such as providing support, educating group, societal political, geographic and economic
(Marler and Parry, 2016).
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How can an organisation use HRM to become successful?
The various challenge arises in an organisation such as compensation, performance management,
wellness, organisation development, employee motivation, and training all are dealt with by the
HR manager. The main objective of Human resource management is managing employees and
the workplace. The issues and challenges solved by the Human resource manager include
compensation, wellness, benefits, safety, and organisational development. Training, Hiring,
compensation, selection, motivation and training benefits all are conducted by the Human
resource department. The proper management of the workplace and employees are taking care of
by Human resource manager (Moutinho and Vargas-Sanchez, 2018).
Adding Value – The most important asset of an organisation is its employees. The function of
Human resource is extreme. HR provides reward and benefits to employees for motivating them
to perform efficiently in an organisation. HR promotes good performing employees to motive the
remaining staff. HR supports in shaping developing and growing organisation.
HR Integration – HR manager system is integrated by services delivered by HR management.
HR performs the function of a background check and reference check. It is the responsibility of
the HR department to make a competitive strategy to compete in a competitive market. Planning
strategies are made by the HR department for coordination among employees.
Strategic Partner – When two companies are working together and share intellectual resources
is known as a strategic partner. In strategic partner, organisation focuses on achieving the goals
of both organisation. The team of strategic supplier collaborates with strategic marketers.
Improving organisational culture – The goals of the company achieve by working smoothly by
following work culture. The problems of employees solve by the Human resource manager of an
organisation. HR department helps to establish good communication and interaction between
different departments to achieve the common goal of an organisation. HR manager encourages
the staff for completion of work. HR helps to maintain Trust between employee and employer.
Creating HR policies – The specific instruction provided by HR to perform work in a good
manner. The instructions made by Top level managers which are followed by all departments.
HR department helps to implement the things which are decided by Top level management.
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Compliance policies and procedures followed by HR manager and take care in case of failure for
taking proper action.
Creating an Ethical Environment – Work environment of an organization must be ethical.
Every company wants to follow the ethical practice. The expectation of an organisation is from
employees to high morale practice. It is the duty of HR to make the workplace more efficient.
HR department focuses on providing training on ethical and unethical practice (Ogunyomi and
Bruning, 2016).
Improving the performance at the individual level and organisational level – For growth and
development of an organisation improvement is mandatory. Viable, visibility and maintaining
competitive advantage are the part of improvement. HR determine the employees who all
performing unexceptional in an organisation. HR guides employees to participate in the
interaction, extra initiatives and team building skill (Shamim, et. al., 2016).
HR assisting in organisational change and improvement – It is the responsibility of Human
resource manager to maintain a proper strategic plan for implementing change in an organisation.
HR manager analyses the changes in the market and makes an effort to transformation in a team.
Government regulation, demographic change, new technology, social trends, and competitor
changes are the effect of the change in an organisation. Motivation is given to employees for
performing best in an organisation. Organisation change is a challenging process. An employee
of organisation can take assistance for training, proper communication, coordination and
cooperation and defined responsibilities. Human resource department helps in transformation
changes and implementing in an organisation (Tung, 2016).
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Identify and discuss what problems and challenges are faced by HRM in
contemporary organisations. How can these de dealt with – either through remedy
(fixing) or preventative measures?
Human resource management is a challenging process it requires tactics to solve the issues and
challenges arises in an organisation. Digital transformation is making it more complex. Social
media transparency, the persistence of software update and remoteness of the international team
are the parts of the digital age. Human resource department faces challenges due to lack of time,
money and effort (Voegtlin and Greenwood, 2016).
Attracting Top Talent – The main function of HR is to recruit potential employee and retention
of existing employees of an organisation. HR analyse the requirement of job position and attract
the potential candidate according to that profile. The culture of organisation is change according
to the requirement of a job. The HR manager is shortlisting the right candidate for the right
position.
Embracing change with grace and ease – In an organisation, changes are required to influence
the customers, workplace, and competition. Change is not easily implemented in structural,
technological and operation. The HR department needs to invest the effort among employees for
implementing change. HR manager implements change and up-skill the existing employees to
perform effectively and efficiently in an organisation. Human resource plays an important role
in implementing change in an organisation.
 Communication-related issues:
Communication is the most impactful factor that impacts the efficiency of the
organization. Communication is the factor that is required for enhancing the growth of
the organization. Without effective communication channels, the HR managers of the
organization will not be able to enhance the skills and capabilities of the employees
working under them. Communication is a method by which the managers are able to
transfer the information among their organization. Without effective communication
channels, the managers will not be able to execute an effective planning and management
process in the organization. In communication, the basic issue that is being faced by the
managers is that they have to develop the habit of listening. Along with narrating the
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issue to subordinates, the managers must focus on listing to the requirements of the
employees working under their guidance. This will not only help in motivating the
employees but will likewise assist in enhancing their capabilities and working with more
enthusiasm.
 The motivation of employees:
Motivation is the basic function of the HR manager of an organization. Without
motivating the employees of the organization the manager is not able to enhance the level
of productivity and proficiency in the organization. It is the major challenge that can
hamper the productivity and proficiency of the organization (Ogunyomi and Bruning,
2016).
 Training and development related issues:
Nowadays as the organizations are moving towards the trend of technology, the HR
managers are in need of effective training and development methods that can help in
enhancing the capabilities of the employees. Challenges related to effective training and
development programme is hampering the functions of the HR managers of the
organization in this contemporary world.
Challenges and uncertainties are a part of the organization, the managers who are able to deal
with these conditions are considered as the most effective leader or manager of the organization.
There is a number of methods that can help the organization in dealing with the issues related to
HRM practices, these are as follows:
 Virtual reality-based training programme:
The virtual reality-based training programme is the most innovative and effective method
that can help the HR managers of the organization in dealing with the issue related to
training and development. Under this process, the managers will be able to provide
practical knowledge to their subordinates in the most effective manner. With the use of
this technique, the new joiners of the organization will be able to gain practical
knowledge of all the departments.
 Effective recruitment planning:
It is the duty of the HR managers to conduct effective recruitment planning. This will
help the managers in avoiding bad hiring and will enhance the chances of profitability
and proficiency in the organization (Lussier and Hendon, 2017). With the help of this
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method, the managers will be able to make optimum utilization of all the resources and
will be able to reduce the issues affecting HRM practices.
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Conclusion
From the above report, it is concluded that Human resource management has an essential role in
the company. It performs various functions such as hiring, recruiting, selection, compensation,
performance appraisal and motivation to employees. Human resource manager creates a link
between employees and management. Human resource department focuses on employees and
providing rewards and compensation to motivate employee for performing efficiently and
effectively in an organisation. Apart from that the human resource department takes care of all
the issues and challenges arise in an organisation. It takes corrective measures to solve the issues
and challenges of employees in an organisation.
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References
• Al Ariss, A. and Sidani, Y., 2016. Comparative international human resource
management: Future research directions. Human Resource Management Review, 26(4),
pp.352-358.
• Berman, E.M., Bowman, J.S., West, J.P. and Van Wart, M.R., 2019. Human resource
management in public service: Paradoxes, processes, and problems. CQ Press.
• Lussier, R.N. and Hendon, J.R., 2017. Human resource management: Functions,
applications, and skill development. Sage publications.
• Marler, J.H. and Parry, E., 2016. Human resource management, strategic involvement
and e-HRM technology. The International Journal of Human Resource
Management, 27(19), pp.2233-2253.
• Moutinho, L. and Vargas-Sanchez, A. eds., 2018. Strategic Management in Tourism,
CABI Tourism Texts. Cabi.
• Ogunyomi, P. and Bruning, N.S., 2016. Human resource management and organizational
performance of small and medium enterprises (SMEs) in Nigeria. The International
Journal of Human Resource Management, 27(6), pp.612-634.
• Shamim, S., Cang, S., Yu, H. and Li, Y., 2016, July. Management approaches for
Industry 4.0: A human resource management perspective. In 2016 IEEE Congress on
Evolutionary Computation (CEC) (pp. 5309-5316). IEEE.
• Tung, R.L., 2016. New perspectives on human resource management in a global
context. Journal of World Business, 51(1), pp.142-152.
• Voegtlin, C. and Greenwood, M., 2016. Corporate social responsibility and human
resource management: A systematic review and conceptual analysis. Human Resource
Management Review, 26(3), pp.181-197.
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