Relevance of human resources department in an organization
1.0. INTRODUCTION
Human Resources Management is a strategic and coherent approach to the management of the organization’s most valued assets-the people working in it who individually and collectively contribute to the achievement of its objectives (Michael Armstrong, 2006). Bratton and Gold (2007) defined Human Resources Management as a strategic approach to management relations which emphasizes that leveraging people’s capabilities are critical to achieving competitive advantage this being achieved through a distinctive set of integrated employment policies, programs and practices. It’s a set of interrelated policies with ideological and philosophical underpinning as Storey 1989 believes. Bratton and Gold (2007) as sited in senyucel (2009) stated that the purpose of human resource is to ensure that the employees of an organization are used in such a way that the employer obtains the greatest possible benefits from their abilities and the employees obtain both material and psychological rewards from their work.
This document will justify the relevance of Human Resource department in an organization and how HR functions facilitates the achievement of the organization’s goals and objectives.
Human resources plays an essential role in developing a company 's strategy as well as handling the employee-centered activities of an organization. Its functions are concerned with the management and development of people in organizations. They are involved in the development and implementation of HR strategies and policies and some or all of the following people management activities: organization development, human resource planning, talent management, knowledge management, recruitment and selection, learning and development, reward management, employee relations, health and safety, welfare, HR administration, fulfilment of statutory requirements, equal opportunity and diversity issues, and any other matters related to the employment relationship (Armstrong 2006).
2.1
Human Resources Management is a strategic and coherent approach to the management of the organization’s most valued assets-the people working in it who individually and collectively contribute to the achievement of its objectives (Michael Armstrong, 2006). Bratton and Gold (2007) defined Human Resources Management as a strategic approach to management relations which emphasizes that leveraging people’s capabilities are critical to achieving competitive advantage this being achieved through a distinctive set of integrated employment policies, programs and practices. It’s a set of interrelated policies with ideological and philosophical underpinning as Storey 1989 believes. Bratton and Gold (2007) as sited in senyucel (2009) stated that the purpose of human resource is to ensure that the employees of an organization are used in such a way that the employer obtains the greatest possible benefits from their abilities and the employees obtain both material and psychological rewards from their work.
This document will justify the relevance of Human Resource department in an organization and how HR functions facilitates the achievement of the organization’s goals and objectives.
Human resources plays an essential role in developing a company 's strategy as well as handling the employee-centered activities of an organization. Its functions are concerned with the management and development of people in organizations. They are involved in the development and implementation of HR strategies and policies and some or all of the following people management activities: organization development, human resource planning, talent management, knowledge management, recruitment and selection, learning and development, reward management, employee relations, health and safety, welfare, HR administration, fulfilment of statutory requirements, equal opportunity and diversity issues, and any other matters related to the employment relationship (Armstrong 2006).
2.1
References: Armstrong, M. (2006). A Handbook for Human Resources Management Pratices (10th ed.). Assembly, V. G. (2000). Human Resource Management manual. China, C. S. (1995). Human resources Management Manual. Hong-Kong. Cole, G.A. (2004). Management Theory and Practices. London: Thomas Rennie Publisher. Cole, G.A. (2009). Personnel Management. Neil Ritson and Ventus Publishing ApS. Emery N. Castle, Manning H. Becker, A. Gene Nelson. (1987). Farm Business Management-Decision Making Process. Greener, T. (2010). Understanding Organization-What do HR people do. Tony Greener and Ventus Publications ApS. Management, C. I. (n.d.). Proffessional Standards. Prince, A. (2007). Human Resources management in Business Context. Cengage Learning eea. Z, S. (2009). Managing the Human Resources in the 21st Century. Zorlu Senyucel and Ventus Publisher ApS.