Human Resource Management and Work Relationships

Introduction

Human capital or the manpower can be the most important aspect in every organization, whether they are under the manufacturing or service industry. As per organization, employees are the treated as the key people towards success and they are often subject in various training and development strategies of the management. As shown by the globalization, various economic trends and uncertainties are perceived to affect the effectiveness of the organization as well as its performance in the global competition. But despite to the negative impacts of the said uncertainties, organizations are keeping their eyes on their workforce. Leaders are aware about the existence of the department wherein the main function is to maintain the effectiveness of the people, and that is the human resource department. However, the work relationships that lies within the concept of human resource management are said to greatly affect the performance and the outcome of an employee.

Work, Employment Relations, and Human Resource Management

People are unique from each other and as individuals; they are focus on achieving the most desirable things in life. People are oriented about the things that they might contribute in the society as well as the things that they can gain from it. Within the workplace, there is a so-called employment relation that tends to explain the organizational culture and policies. The relationship built by one person to another is beyond the employment relations system that is sometimes viewed in the bargaining among the employees, involvement of the employers and even the state. Human Resource Management enters in the said relationship to emphasize the managerial role in controlling the people and providing the basic needs for the people to increase their productivity and loyalty (Harpaz and Meshoulam, 2009).

Human Resource Management has its core function that is commonly required to interact with the people. For example, within a proposed project, the HR manager or the staff should include the activities or processes that can answer the areas of project planning, hiring or obtaining the needed workers, orienting, assigning, and deployment. All of the functions are still effective even in the most difficult times because of the responsibility of the HR managers extends in developing the hired employees and shaping them into the most desirable function (Mishra, 2007).

After several decades, significant changes occur in working settings created an impact in the employment relations and HR management. Because the two aspects are closely related to each other, the employees’ values and their appropriate meaning at work are likely influence and affected by them. Both employee relations and HR management constitutes the meaning of work. Work has obvious economic functions that are powerful enough to fulfill the other important roles and needs of an employee through economic and social factors, self-esteem, identity, and interactions (Gelade and Ivery, 2003; Harpaz and Meshoulam, 2009).

People Involved in Work Relations

Aside from the involvement of employees, the human resource management is not making the entire decision on its own. The staff or rather, the HR managers open a communication through the various departmental heads, supervisors, managers, or other organizational leaders. With the functions of the HR department, the performances of the employees are forwarded to their respective leaders that in the long-run create a sound decision.

In a deep sense, the employment relations and human resource management are intertwined and perform the same functions. Because of the major challenges and changes appeared in the employment relations such as the additional infrastructure, computerization of a system and other innovations, both relationships and HR management are in need for adjustments (Chiavenato, 2001). The development in the environment shapes the human resource management to provide adequate response in terms of competitive advantage (Gelade and Ivery, 2003). The position of the human resource management within the organization seems to fit in the current situation of every organization and can be the future trend of development. On the other hand, the employment relations system that can be based on the European influence of corporate model is bound to explain the bargaining among the employees as well as their social aspects and rights. It is said that the human resource management and employment relations are connected because of their focus in giving the advantages for the human capital (Harpaz and Mechoulam, 2009).

Conclusion

The connection of the people is naturally present in the workplace. Through that very same connection the communication can be established as well as the essence of cooperation. Human resource management is known for its responsibility in building the competency among the people and with their strategies, the organizational performances can be achieved and reflect as an advantage of the organization.

References:

Chiavenato, I., (2001) “Advances and Challenges in Human Resource Management in the New Millennium”, Public Personnel Management, Vol. 30, No. 1, p. 17.

Gelade, G.A., & Ivery, M., (2003) “The Impact of Human Resource Management and Work Climate on Organizational Performance”, Personnel Psychology, Vol. 56, No. 2, p. 383.

Harpaz, I., & Mechoulam, I., (2009) “The Meaning of Work, Employment Relations, and Strategic Human Resources Management in Israel”, Human Resource Management Review, Accessed 24 May 2010, from http://www.chass.utoronto.ca/cir/aboutcir/events/MeaningWorkIsrael_Harpaz.pdf

Mishra, S., (2007) “Human Resource Management in a Project”, PM World Today – July, Vol. 9, No. 7, Accessed 24 May 2010, from http://www.pmforum.org/library/papers/2007/PDFs/Mishra-7-07.pdf