Human Resource Management
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Unit 1 – Human Resource Management Overview
Tenisha Greene
American InterContinental University
Abstract
In the past, HR departments were useful to corporations when it came to maximizing production through controlling employee work conditions. After the rise of unions, the role of HR management became one of the worker advocacies through employee and labor relations. (Editorial Board, 2011) Today, the HR department has expanded to one that includes all aspects of a corporation to help them meet their goals and objectives.
Introduction
The field of Human Resources Management is one of great importance to corporations that can make a significant difference in the overall health of a company. The HR department plays an integral role during the recruiting process, compensation, performance management, training, corrective action and termination practices. In essence, the HR department can be considered the life-blood of employee and labor relation in a company. The department uses several disciplines to ensure the organizations functioning at properly, such as compensation management, recruitment, employee relations, and development. (Editorial Board, 2011) Therefore, Human-Resource Management is a position importance to balance employee needs with organizational goals and objectives. (Human Resources, 2008)
The human-resource department started from humble beginnings, known as personnel initially the concept traces back to the Efficiency Movement of the early twentieth century. (Human Resources, 2008) The thought behind the efficiency movement was to eliminate wasteful or inefficient human capitol and promote a more productive atmosphere at the workplace. The human-resource department was formed to determine and cultivate employee attitudes and behaviors. In essence, many studies were completed confirming that when workers feel a personal investment in the company, it builds trust and loyalty, increased productivity. Moreover, over the past few years, the HR department has become more involved with the hiring, firing, employee evaluations, training, employee complaints, and compensation. (Human Resources, 2008) In addition, employee motivation has been a primary focus of the HR department as of late. Lastly, they have been responsible for finding innovative ways to improve the overall happiness of the companys employees.
There are two roles within the Human-Resource department that determine the responsibilities a professional will take on, specialist and generalist. The HR specialists primarily work within the disciplines and to support the generalists. Moreover, HR specialists must attain licenses and certification specific to their particular field. A generalist supports the HR leadership functions such as staffing, employee relations, layoffs, and reporting. (Editorial Board, 2011) In addition, the HR generalist position works closely with senior leadership to find the balance between human-resource objectives with the business goals. Furthermore, generalists review, investigate employee discrimination claims, promotion recommendations, and the training needs of the business. Lastly, the HR generalist position is very important even the smaller businesses where they perform all human resources functions, including payroll. (Editorial Board, 2011)
The human-resource department acts as an organizations strategic partner by implementing policies and procedures that upper management wants to apply. (Editorial Board, 2011) In essence, the HR department acts as a liaison protecting managements rights and the employees rights in an effort to protect the company. As an example HR would be responsible for creating and executing the use of appraisals to grade an employees performance to justify an increase in compensation. The HR professionals will protect the company against legal, ethical, and financial risks. Moreover, the department is set up to identify performance or behavior issues that may be detrimental to the company.
In human resources, there are several disciplines that function to optimize human capitol for an organization. (Editorial Board, 2011) The discipline of employee relations ensures the employee and employer relationship is productive while at the same time motivational. In essence, this discipline means resolving any unproductive issues that may result in a lack of performance. In relation, the organizational, employee development discipline focuses on coaching, training and mentoring to encourage growth. (Editorial Board, 2011) Moreover, these processes will maximize