This is a major piece of writing for this course which requires you to research a particular theory or practise in management that has contributed significantly to the development of the profession. You are required to write a min 2250 and max 2500 word critique on the goals of HRM
Human Resource Management
Management of human resources has become one of the most important business functions for any company in today’s dynamic business environment. With the high level of competition and a multitude of options available to the employees, attrition rates have grown tremendously. Companies are struggling to attract and retain the best talent. Companies have started coming up with many innovative strategies to attract the best talent and keep them happy at the workplace (Broder, 1993). Some of the broader areas in which the HR department focuses their attention are the parameters to ensure that all the employees of the organization perform their tasks and duties given to them, to the best of their ability and skill set and help the organization in achieving its goals(Fairburn, Malcomson, 2000). HR department is also responsible to identify the right employees for the job by identifying the capabilities of each of the employees depending on their strengths and weaknesses and give them the profile that most suitably fits them, so that they are also happy and motivated to work and give their best efforts in order to make the organization successful (Chan1996).
There are various tasks and role that an HR machinery needs to perform inorder to achieve the goals that they have set. Recruiting is like the marketing function of human resources which includes the tasks of advertising the company in a proper way to attract the right talent and helping them fit into the organizational culture of the company. This plays a very important role in helping the employees start on the right track, so that they don’t feel dissatisfied or demotivated and hence stay for a long time with the company (Bernhardt, Scoones, 1993). So the role of the HR manager as far as recruiting is concerned is to set the right recruiting strategy for the company. This includes the task of setting the right channels for recruitment, defining the roles and responsibilities of the line managers as well as the top management in the hiring process, defining the costs associated with the recruitment process and then sticking to the budget, setting the correct performance indicators and so on. The HR manager must also be able stick to the time deadlines as set by the management so that the business of the company is not hindered in any way due to the non-availability of the resources (Baker, Jensen, , Murphy, 1988). Apart from preparing the usual plans and strategies for getting the best employees and retaining them, HR Management also determines as to which are the most important job titles and responsibilities depending on the mission and the vision of the company. The design of the training modules for each of the employees would depend on the purpose of the specific job and the individuals who have been appointed to these job profiles (Lisa Swallow, 2006). The success or failure of the entire exercise would depend on how well these individuals who have been appointed to do these specific tasks respond to the demands of their jobs and help the organization in achieving both its long term and short term goals (Lisa Swallow, 2006).