Role of HR Management in an Organization-Free-Sample for Students

Question: Discuss about the role of human resource management in an organization. Explains how Human resource management affects the business activities and Operation of the firm. Answer: The paper talks about the role of human resource management in an organization. It explains that how human resource management affects the business activities and operation of the firm. It describes the functions of the IHRM. It tells that how a company can expand its business globally with maintaining a sustainable IHRM within the organization. It explains the responsibilities of HR manager to conduct business activities and operation at international level. Human resource management is the core function of the organization which includes recruitment, selection, motivation, personnel management, and appraisal in order to meet the long-term goals and objectives across the world. Human resource management plays a significant role in every company to run the business effectively and efficiently. There must be a team who can do work for the employee's safety and welfare. Human resource management should assist and guide the employees in difficult situations. Therefore, every company maintains a human resource department to carry the works and activities related to the employees. The HR team search potential and efficient candidates in the market and hire them for the work. They provide training and development to recruit candidates within the organization. The human resource department maintains a close relationship between employer and candidate within the organization. They maintain proper communication and collaboration among the employee s. They resolve and handle various disputes and conflicts of the employees at the workplace. In this way, they provide job satisfaction to the recruiting candidates in the organization. They are responsible for all the activities and actions of the employees. After various researches, it has been analyzed that human resource management plays a crucial and integral role in the organization. Further, International human resource management may be explained as a set of actions and activities in order to gain the organizational goals, objectives and competitive advantages across the world. Human resource is very significant resources in the company to meet the success and growth within the organization (Armstrong Taylor, 2014). Every company should maintain a sustainable human resource management in the organization. It includes various functions such as training, development, recruitment, selection, compensation and reward system, and performance appraisal at international level. In addition, it also includes the universal skills administration and expatriate management. Mainly, international human resource management manages business activities and human resources at international level. It also manages the three categories of the workers such as home country employees, host country employees, and third country employees. The home country expatriates are the employees w ho are from the nation where the firm head office is located (Budhwar Debrah, 2013). Further, the host country is a person who is a resident of a country in which the firm plant and branch are situated. The third country national employee who is not a citizen of the host country and home country as well but they are working in the subsidiary company. In todays era, it is seen that many companies are expanding its business across the world. Therefore, the corporations are facing many difficulties and challenges to create and maintain various rules, regulations, and policies in the host country. If the company wants to expand its business globally then the company needs to maintain a sustainable human resource management in the organization. In international business, people come from different culture and background to run the business smoothly. Thus, entire business activities depend upon the sustainable human resource management. The functions of international human resource manag ement have been discussed below (Bratton Gold, 2012). Recruitment and selection: It is the primary and important function of IHRM. The company hires skilled, qualified and potential employees to perform the international business effectively and efficiently. The major elements of recruitment and selection include job analysis, interviewing applicants, and compensation system and job description. In international business, the international human resource management needs to evaluate and understand each country in order to meet the goals and objectives of the company. They are responsible for the training and development of different candidate who belongs from different location and background around the world (Stahl, Bjrkman Morris, 2012). Training and development: Training and development are essential for international business across the world. When the company hires employees, then it is the responsibility of IHRM to provide effective training and coaching to a candidate for improving their skills and knowledge. The company can use the on the job method and off the job method to enhance and increase the productivity and efficiency of the workers (Brewster, Houldsworth, Sparrow Vernon, 2016). Professional development: It is the major HR function which is related to training. Professional development provides various opportunities to employees for education and growth. It provides various career growth and success opportunities to the employees. It provides motivation to the employees for doing work effectively and efficiently (Wright McMahan, 2011). Benefits and compensation: It is a major function of international human resource management which is providing by the HR team. The company should provide compensation and rewards to potential and capable employees. Thus, this approach is used by the multinational organizations to enhance and increase motivation and efficiency of the employees. Many organizations provide some other benefits such as flexible working hours, medical facility, maternity leaves and insurance facility (Crook, Todd, Combs, Woehr Ketchen, 2011). Legal function: It is the final function of the international human resource management. The company should ensure the various labor laws regulations to maintain the organization existence and sustainability in the market. There are various laws and regulations has made by the government related to the employment. The laws include minimum wage, health benefits, compensation, and reward. The company should understand the taxation policies of the host country. All the laws and regulations should be followed by the government to flourish and expand the business across the world (Berman, Bowman, West Van Wart, 2012). Further, various operative, managerial and advisory functions are performed by the HR team to achieve the long-term goals and objectives of the company. In addition, international human resource management focuses on the core competencies and core values of the host country and home country as well. Core competencies and values are the unique strength for the organization to expand its business globally. If the firm wants to expand its business international level, then it should focus on the competition that is existed in the host country. It should also evaluate and measure the technology and innovation of the country (Salvendy, 2012). The roles and responsibilities of HR manager as international aspects which have been discussed below. The human resource managers are responsible to expand and flourish the business activities and operation across the world. They are responsible to recruit the new candidate for the organization. They check and evaluate the skills and potential of recruiting candidate in order to meet the requirements and expectations of the job. They are responsible to hire a right and potential candidate for the right job. Now a days it has become very difficult to find out thee suitable applicant who have enough experience and knowledge to meet the requirement of the job at the workplace. Employees play a vital role to determine the growth and success of the firm. The HR team is responsible to make effective and unique policies and rules for the employees to maintain sustainability in the company. They are responsible to check and evaluate the background, qualification, and experience of the recruiting candidate to attain the goals and objectives of the company (Sparrow, Brewster Chung, 2016). Further, human resource management is responsible to provide training and development to the new applicants. They check and measure the working environment of the company. Through training and coaching, the human resource manager checks the productivity and efficiency of the employees to fulfill the requirements and needs of the company. They evaluate the methods and strategies of the training to ensure the better outcome and results. They are responsible to handle and manage the appraisal of the employee. Performance management helps the workers to increase the motivation and morale of the employees. It will also enhance and increase the confidence level of the employees. In this way, employees will perform work and task effectively and it will also increase the productivity of the organization and employees as well (Alfes, Shantz, Truss Soane, 2013). The human resource management should provide a safe and healthy work environment and culture to the employees to increase the productivity of the workers. They should eliminate the negative barriers from the environment. They should maintain a reciprocal and friendly relationship with employees and they must resolve the key issues and problems of the employees. They are responsible to maintain proper communication and collaboration at the workplace. They create team spirit and teamwork within the organization to maximize the profit and revenue of the firm (Huselid Becker, 2011). Further, if the company conducts business activities at international level then various disputes arise in the firm. Thus, HR manager is responsible to take initiative and appropriate actions to resolve these key issues and conflicts. There is a link between human resource management and organization. They are responsible to provide job satisfaction and morale to the employees in order to meet the goals and objectives of the firm (Kehoe Wright, 2013). They need to maintain employees records and files which are related to the employees background and employment. They are also responsible to provide employee development and counseling assistance to the workers. They must frame unique and clear HR policies and strategies to ensure the maximize sustainability in the organization. In addition, HR manager must provide incentives and rewards to the potential and skilled employees to increase the outcome of the company. They are responsible to evaluate and analyze the performance and efficiency of the employees. They are responsible to provide some other benefits to the employees (Knowles, Holton III Swanson, 2014). They are responsible to improve the communication and interpersonal skills of the employees to perform the task and duties more effectively. Key elements of HR strategy: The key elements of Hr strategy have been discussed below. Aligning business and HR needs: The HR manager focuses on the employees requirements and needs in order to fulfill the goals and objectives of the firm. It is the major key element of the HR strategy. HRM is the primary part of the organization to achieve the goals and objectives across the world (Boxall Purcell, 2011). Developing effective HR strategy: HR plays a vital role as mediator and consultant to develop and build the strong HR strategies and plans for the employees. The strategies and plans are the important tools for the IHRM to its successful business development. Evaluation of organization performance: The human resource management evaluates and analyzes the organization and employees performance as well to maximize the profit and revenue of the company (Mendenhall, 2012). Effective organizational structure and design: It is one of the biggest key tools of HR strategy to design the organizational structure and policies across the world. Developmental strategy: The human resource department develops strong and unique strategies and policies to attract more candidates in the organization. Reward strategy: Compensation and reward are the important key elements of HR strategy within the organization. The appraisal, incentives, and salary are decided by the human resource department (Jiang, Lepak, Hu Baer, 2012). To set the organizational culture: The human resource management sets the organizational culture to make the strong position of the company across the world. Through the effective and unique key elements of HR strategy, the company is able to gain the long-term benefits in the organization (Werner DeSimone, 2011). On the above discussion, it has been analyzed that none of the company can expand their business activities and operation at international level without effective and sustainable human resource management. Thus, the company should build an effective human resource department in the organization. Further, employee satisfaction plays an integral role in the organization to ensure the success and growth of the company. The organization should adopt innovative techniques, policies, and procedures to increase the productivity of the employees References Alfes, K., Shantz, A.D., Truss, C. and Soane, E.C., 2013. The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model.The international journal of human resource management,24(2), pp.330-351. Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management practice. Kogan Page Publishers. 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