The Impact of Human Resource Management toward Effective Organizational Goal and Development

Introduction

The human resource and management is considered as one of the most essential part of an organization. It is only because the human resource or HR is the only department that handles the employees from the time that they are hired up to the time of their retirement. The human resource applied different interventions that can help the employees boost their competencies. in addition, the HR is the one who knows all the sequencing or procedures of the work, the human resource staffs are the one who are capable in telling if an employee needs, improvement, retention, or termination.

Background and Problem Statement

Human resources applied different models in managing the workforce and there are two identified models that are still popular in human resource setting. In terms of staffing, the human resource personnel or manager use the actuarial model. Basically, human resources have more views in realistic job than talking. The realistic job can help the organization reduce the turnover and the use of actuarial model can help the human resource to choose who is the right person to hire and can be predicted in multiple measurements. The applied chain of relationship model links the management practices to employee satisfaction, customer satisfaction, and organization’s long-term profitability and growth. The organizations have the control in this kind of model but still there is a link of job opportunities for the human resource because of the existence of the workforce (Bernardin, 2006; Long, et al., 2008). Because of the major activities that involved in the responsibilities of the HR, how will the department support the organization to achieve its goal and development?

Research Aim and Objectives

The main aim of the study is to identify the specific roles or strategy that HR management can generate for the organization. In order to achieve this aim, the study should consider three objectives. First is to investigate the challenges exists in the HR departments or management within an organization. Second is to identify the theories, practices, and models applied by the management to cope with organizational goals and development. And third is to enhance the specific strategies to strengthen and increase the capability of Human Resource Management in all organizations.

Literature Review

Human resource planning is based on the strategy or also called as the organizational design. The applied developmental method is through the job analysis or work analysis, job design, and the system such as the information systems. An effective planning and methods can be derived from the design and analysis. The capability of the human resource involves the arrangement of the work or tasks based on the interaction of people, technology, and the nature of work. Through the analysis, the strategic planning of the entire organization can be establish or restructured. The efficiency of the appropriate planning and methods can be measured through the capability of the human resource to answer the identified problems that results from the changes of economic conditions, new technologies, new opportunities, and other potential challenges (Kolehmainen-Aitken, 1993).

Human resource applied the concept of performance management in their workforce. In the performance workforce, the individual are assessed and measured the need for the improvement. The appraisal may happen depend on the management and it helps maintain the performance of the employee. This is also the process where the organizational leaders make s a decision if an individual should be terminated, promoted, or given an appropriate or suitable employee training and development. The employee performance can be monitored is the procedures of assessments. On the other hand, the employee training and development programs are concern in establishing, fostering, and maintaining the employee skills based on the organizational and employee needs. Moreover, there are included activities that specializes the training for jobs or management functions, career development, and self-directed learning (van Sluijs and Kluytmans, 1994).

Methodology

The suggested method in the study is the use of the secondary information focused in the study of human resource management and its development throughout the years. The materials that can be use are the contexts regarding the human resource management, case studies, and organizational reviews on their human resource department. Through the reviews of the suggested materials, the study can gain the information and the necessary ideas on the contribution of the HR in the entire development of the organization and its achievement to its specific goals.

References:

Bernardin, H., (2006) Human Resource Management and the Environment, Strategic Human Resource Management in Changing Environment [Online] Available at: http://highered.mcgraw-hill.com/sites/dl/free/0072987251/348490/Bernardin_chapter1.pdf [Accessed 12 August 2010].

Kolehmainen-Aitken, R., (1993) Human Resource Planning: Issues and Methods [Online] Available at: http://www.hsph.harvard.edu/ihsp/publications/pdf/No-1.PDF [Accessed 12 August 2010].

Long, J., Johnson, C., Johnson, M., & Foster, R., (2008) Applications of Grounded Theory in Human Resource Management, ASBBS, 15(1) [Online] Available at: http://asbbs.org/files/2008/PDF/L/Long.pdf [Accessed 12 August 2010]

van Sluijs, E., & Kluytmans, F., (1994) Business Strategy and Human Resource Management: Setting the Scene [Online] Available at: http://www.merit.unu.edu/publications/rmpdf/1994/rm1994-036.pdf [Accessed 12 August 2010].