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2. The Function Of HRM
HRM is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. It deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training. There are many functions of Human Resource Management; some of them are listed as follows.
1) Planning Manpower in the Organization
It is important for the human resource management of an organization, to determine the manpower needed, for the works that need to be done.
2) The Recruitment and Selection of Employees in an Organization
In this function the HRM recruits staff, based on the organizations needs and wants, during this, the HRM department needs to analyze what kind of staff they need to. This helps them to, determine what factors will be an advantage for the organization and what will prove to be as disadvantages.
3) Motivating Employees
To maintain good staff, it is important to encourage them and motivate them in terms of rewards, either financial or psychological, for instance promotions with more responsibilities or just general appreciation for good work
4) Evaluating Employees
they can give feedback to managers, it can improve employee performance in the organization. What’s more, The HRM can identify the potential of some workers to refer them for promotions or appraisals or transfer them to other divisions where better use of their talent can be taken. Also this is also important for performance appraisals done annually in organizations.
5) Industrial Relations
This function involves the HRM to help maintain good relations, between clients, employees, employers as well as with government agencies. By marinating good relations between all these parties, it makes it easier for an organization to function more smoothly.
6) Provision of Employee’s Services
In big organizations, it is important to pay attention to the mental and physical needs of the employees,. In order to keep good staff, there well-being needs to be taken into consideration, for instance, giving loans or counseling them when needed and making schemes for the benefit of employees, like, sick leaves and payments, medical and healthcare facilities.
In conclusion, human resource management functions vary according to the size, structure and the policy of organizations. It play an irreplaceable role in organizations. The HRM just make it easier for an organization to run smoothly.
3. Knowledge management and innovation
Nowadays, the knowledge management has emerged as a phenomenon with widely implications for organizational innovation and competitiveness. Furthermore, innovation contributes to business performance and that human resource management enhances innovation. Evidently, it has become that the ability of organizations to innovate and manage their human resources can be sources of competitive advantage. Now there are a lot of factors effects on the organization within our societies. Such as the economic, the social, and the political, even the psychological. Many causes enforce the organizations change, including the use of technology, globalization, changes in workforce demographics, the elimination of bureaucracies in organizational structures, and the need to find a balance between work and family issues. And then success organizations evaluate their internal and external environment for challenges and opportunities to keep competitive and to maintain growth at regular intervals. A motivation of human resource management is provided to become the essential source of creating the competitive advantage for organization. Organizations have started to realize that their success is dependent on their ability to attract, to develop, and keep talented employees. What’s more, Robert Reich emphasizes that in the future, the organization’s ability to attract, develop, and retain a talented workforce will be a critical factor in developing a high-performance organization (Slim, 2002:2).The business foreteller project that the role of employees, managers, and HRM personnel are likely to see more changes in the decades ahead. |
