Script- Role of the HR Department

8/12/2019 Script- Role of the HR Department

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MBM 101

TERM PAPERON

ROLE OF HRMDEPARTMENT IN AN

ORGANISATION

Submitted to- Submitted by-

Dr. Shalini Nigam Akshay Srivastava

MBA 1 Sem.


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Human Resource Department

Human Resource Management (HRM) refers to that part of an organisations activities designed toattract, train, develop and maintain an effective workforce. The Human Resource Department dealswith management of people within the organisation. There are a number of responsibilities that comewith this title. First of all, the Department is responsible for hiring members of staff; this will involveattracting employees, keeping them in their positions and ensuring that they perform toexpectation . Besides, the Human Resource Department also clarifies and sets day to day goals for theorganisation. It is responsible for organisation of people in the entire Company and plans for futureventures and objectives involving people in the Company.

Research has shown that the human aspect of resources within an organisation contributesapproximately eighty percent of the organisations value. Th is implies that if people are not managed

properly, the organisation faces a serious chance of falling apart. The Human Resource Departmentsmain objective is to bring out the best in their employees and thus contribute to the success of theCompany.

These roles come with certain positive and negative aspects. However, the negative aspects can beminimised by improvements to their roles and functions.

Some activities and functions undertaken include:

Manpower PlanningIt involves the planning for the future and finding out how many employees will be needed in the future by thebusiness and what types of skills should they possess.It depends on the following factors

The number of people leaving the job The projected growth in sales of the business Technological changes Productivity level of the workers

Job analysis and Job descriptionHR Department is also involved in designing the Job analysis and Job description for the prospective vacancies.A job analysis is the process used to collect information about the duties, responsibilities, necessary skills,outcomes, and work environment of a particular job.Job descriptions are written statements that describe the:

duties, responsibilities, most important contributions and outcomes needed from a position, required qualifications of candidates, and reporting relationship and co-workers of a particular job.


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Determining wages and salariesHR Department is also involved in conducting market surveys and determining the wages and salaries fordifferent position in an organization. These decision may be taken in consultation with top management and theFinance department.

Recruitment and Selection

One of the most important jobs HR department is to recruit the best people for the organization. This is ofcrucial importance as the success of any organization depend on the quality of its workforce.

Performance ApprasialOnce the employees are recruited , the HR Department has to review their performance on a regular basisthrough proper performance appraisals.Performance appraisal is the process of obtaining, analyzing and recording information about the relative worthof an employee. The focus of the performance appraisal is measuring and improving the actual performance ofthe employee and also the future potential of the employee. Its aim is to measure what an employee does.On the basis of performance appraisal the HR Department will set up an action plan for each employee. If theemployees needs any training then he provided that.

Training and DevelopmentHR department is constantly keeping a watch over the employees of the organisation. In order to improve theefficiency level of the employees they have to undergo regular trainings and development programmes. Alltrainings and development needs are carried out by this department. Training might include on the job or off the

job training.

Employee welfare and motivationHappy employees mean a healthy organization. HR Department conducts various employee welfare activities

which might include employees get together, annual staff parties etc. HR department also reviewsorganizational policies and its impact on the motivation of the employees.

Addressing employees grievancesHR department is the link between the workers and the management. Employees grievances related workenvironment are usually entertained and resolved by the HR Department.

Implementing organizational policiesHR Department has to coordinate with line manager and see that the organizational policies are being

implemented in a proper manner. Disciplinary action can be initiated against employees who are not followingorganizational rules and regulations. All these actions are conceived and implemented by the HR department.


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Objectives of HRM Department

1. To help the organization reach its goals: HR department like other departments in anorganization exists to achieve the goals of the organization first and if it does not meet these

purposes, HR department (or for that matter any other unit) will wither and die.2. To employ the skills and abilities of the workforce efficiently: The primary purpose of HRM is

to make peoples strengths productive and to benefit customers, Stockholders and employees.3. To provide the organization with well trained and well motivated employees: HRM requires that

employees are motivated to exert their maximum efforts that their performance be evaluated properly for results and that they be remunerated on the basis of their contributions to theorganizations.

4. To increase to the fullest the employees job satis faction and self actualization: It tries to promptand stimulate every employee to realize his potential. To this end suitable programs have to bedesigned aimed at improving the quality of work life (QWL).

5. To develop and maintain quality of work life: it makes employment in the organization adesirable, personal and social situation. Without improvement in the quality of work life it isdifficult to improve organizational performance.

6. To communicate HR policies to all employees: It is the responsibility of HRM to communicatein the fullest possible sense; tapping ideas, opinions and feelings of customers non customersregulators and other external public as well as understanding the views of internal humanresources.

7. To be ethically and socially responsive to the needs of society: HRM must ensure thatorganizations manage human resource in an ethical and socially responsible manner throughensuring compliance with legal and ethical standards.

8. People have always been central to organizations, but their strategic importance is growing intodays knowledge based industries. An organizations success increasingly depends on theknowledge skills and abilities (KSAs) of employees particularly as they help establish a set ofcore competencies that distinguish an organization from its competitors. With appropriate HR

policies and practices an organization can hire develop and utilizes best brains in the marketplacerealize its professional goals and deliver results better than others.


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Role of HRM department in an organisation

The executive role Here, the HRM department is seen as the expert in matters relating to Human Resource Managementand makes decisions about what should be done in this area. For example, the HRM department willensure that organisational policies are developed in line with legal requirements, will decide to produceinformation booklets on training, etc.

The audit role In this capacity, the HRM department monitors organisational activities to ensure that HRM policies are

being properly implemented by all concerned.

The facilitator roleThis role requires the HRM department to facilitate the work of other managers in the organisation andhelp them to acquire and use the skills, techniques and attitudes that they need to make sure that HRM

policies are implemented throughout the organisation. For example, team leaders could be given trainingto help them respond to, and deal with, complex relationships between team members that may involveHRM issues such as grievances, equal opportunities, human resource planning, etc.

The consultancy role In this role, the HRM department provides advice and guidance to managers at all levels on matters todo with the management of people.

The service role This requires the HRM department to be the provider of useful information on HRM matters. This ismost important in times of change when the organisation needs to make sure that it is up to date withwhat is happening, for example with changes in legislation on issues like equal opportunities, or withdevelopments in HRM practice or 360-degree feedback.


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Human resources management helps an organization and its people as well to realize their respectivegoals thus:

At the enterprise levels:

1) Good human resource practices can help in attracting and retaining the best people in the organization.Planning alerts the company to the types it will need in the short medium and long run.2) it helps in training people for challenging roles, developing right attitudes towards the job and thecompany promoting team spirit among employees and developing loyalty and commitment throughappropriate reward schemes.

At the individual level: Effective management of human resources helps employees thus:

1) it promotes team work and team spirit among employees.2) It offers excellent growth opportunities to people who have the potential to rise.3) It allows people to work with diligence and commitment.

At the society level: Society, as a whole is the major beneficiary of good human resources practices

1) Employment opportunities multiply.2) Scarce talents are put to best use. Companies that pay and treat people well always race ahead ofothers and deliver excellent results

At the national level:

Effective use of human resources helps in exploitation of natural, physical and financial resources in a better way. People with right skills, proper attitudes and appropriate values help the nation to get ahead

and compete with the best in the world leading to better standard.


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Conclusion

The Human Resource Management teams main function is to manage people. Thereare positive and negative aspects of this Department; first of all, the HR departmentenriches the organisation through recruitment procedures and an example an effective HRteam in this area is Tesco Ireland. HR department also ensures that members of stafffollow a general direction by frequently clarifying and reminding them of theorganisations goals. Besides this, they are also responsible for organising incentives orcompensation packages to motivate employees. All these functions contribute towardsorganisational effectiveness. However, there are some negative aspects of HR; it has to

bear the burden of blame if an employee performs poorly like the Arthur AndersenCompany. Besides this, some policies made by the department may be detrimental to theCompany like in the Home Depot Companys case. Improvements to their role can be

done by arranging training for staff members, organising activities for the organisationand changing organisational culture.

Script- Role of the HR Department

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