Human Resource Management in an Organization
14th Aug 2023
People
are frequently referred to as an organization's most valuable asset. However,
until recently, marketing, finance, and sales were seen as being more crucial
to a company's success than human resource management. New technologies,
worldwide markets, and adjustments to organizational hierarchy have
significantly changed this idea. Today's company executives place a high
priority on finding and retaining the best talent. The
human resource is the most valuable recourse of the organization. The only
resource with life, dynamism, and vitality is this one. The unique aspect of
human resource management is brought to the foreground in such a situation.(Dharmasiri,2019)
Image 01 – (Workforce management, explained. (2022, June 22))
Human Resources involvement each level of an Organization
Human Recourse involves in all the levels of the organization. Strategic human recourse management involves in strategic level of the organization. It contribute long term decision of an organization. Human recourse management involves in tactical level and personal management involves in operational level.
Functions of the Human Recourse Management
Depending on the sector, the size of the company, and the sorts of people employed, HR functions can change. The main goals are often to find and develop talent as well as to enhance cooperation and communication among workforce members. Other crucial duties of human resource management include
Image 02 - HRM for managers: Launch of a learning guide. (2015)
1. GOAL - When determining the organization's overall direction, this takes center stage. The strategic intent, which consists of vision, mission, or desire, is at its center. The best strategy should be to alienate people while still pursuing the organization's objectives.
2. GET - It's important to let the appropriate individuals in. For the organization, the difficulty of hiring looms significant in a varied workplace. Controlling the talent gap in the main.
3. GROW - This speaks to the requirement to develop people. Development and training go together hand. Development is becoming someone, whereas training is becoming something.
4. GIVE - The old phrase says, "If you give peanuts, you get monkeys." In the context of a competition, what you offer the person who comes in as far as rewards and recognition is crucial. By "giving" more, you competition can seize our top talent.
5. GLUE - Investigating the reasons talented individuals leave and taking the necessary steps to stop the exodus should be at the top of the HR agenda. Offering a mix of monetary and non-monetary prizes will help you stay motivated.
6. GLOW - Allowing staff members to reach their full potential is another approach to make them "glow". When an organization offers support and encouragement, where there is a career ladder that people can ascend.
7. GUARD - The main goal of guarding is to protect employees through a suitable policy framework. Both controls and authorization for creative action could be included.
Roles of an organization's human resources management
1. Administrator - Payroll processing, job description authoring, workplace policy creation, and benefit procurement are all common tasks in HR administration.
2. Change Manager - To encourage compliance, HR professionals must follow rules and inform staff of any changes to policies or procedures.
3. Personal Manager - Conflict resolution, supervising education and growth, and promoting employee involvement are all part of managing people. (n.d.). ADP.
Conclusion
Managing people will be most critical function of an organization. Human Recourse involves in all three layer of the organizational hierarchy. There were seven functions identified as human recourse functions, which are called as 7Gs in human recourse management. Those are Goal, Get, Grow, Give, Glue, Glow and Guard. Human Recourse Management plays administrator, change manager and personal manger role of an organization. Nowadays organizations are giving top priority acquire and retaining best talent.
References
Workforce management, explained (+Benefits, challenges, tools). (2022, June 22). The Whatfix Blog | Drive Digital Adoption. https://whatfix.com/blog/workforce-management/
HRM for managers: Launch of a learning guide. (2015, August 24). Sri Lanka's only national business newspaper | Daily FT. https://www.ft.lk/Columnists/hrm-for-managers-launch-of-a-learning-guide/4-461221
(n.d.). ADP. https://www.adp.com
HRM for MANAGERS A Learning Guild. (2019). Ajantha S. Dhamasiri
This article provides a concise yet informative overview of the significance of HRM within organizations. It accurately captures the evolving perception of human resources as a valuable asset and highlights the changing landscape of modern business where talent management is a key priority.
ReplyDeleteEarlier we were thinking HRM is there to recruit people and acting as a policymaker in the organization. But now we have learnt what a major area is covered by HRM and how far they could move the organization ahead with empowered workforce. Finally, HRM is everything in an organization.
ReplyDeleteAs stated in the article, an organization's most valuable asset is its people. No matter how abundant other resources are, none of them are useful without people. Proper management and protection of that valuable resource is one of the biggest responsibilities of effective and efficient HRM. This will yield good results for both the employer and the employee.
ReplyDeleteAgreed! HRM plays a more important function in organizations. If a company follows these criteria: Goal, Get, Grow, Give, Glue, Glow, and Guard, it will be a successful corporation.
ReplyDeleteThe seven Gs you have explained here, GOAL, GET, GROW, GIVE, GLUE, GLOW, and GUARD, are an interesting way to define the function of Human Resources (HR) in organisations, and it concisely covers all the functions.
ReplyDeleteEspecially, the article has clearly summarized functions of HRM which are very important in the subject.
ReplyDelete