HRM

Human Resource Management and Organisational Success

Contents

Introduction3

Discussion3

Staffing3

Recruitment and Selection4

Remuneration and Reward5

Retention5

Training and Development6

Worker Protection6

Employee Expectations7

Performance Management7

Point of Contact8

Conclusion8

References9

Human Resource Management and the Success of an Organization

Introduction

HR is the commonly used abbreviation for human resources, also known as HRM (human resource management). What human resource basically describes is an organizations faith in its workforce or employees for the organization's success. The experience of HR to add value lies in its ability to leverage the tools that it has at its disposal. These include staffing, recruitment and selection, workforce planning, remuneration and reward, retention, training and development, job analysis, organizational development/ change management, worker protection, employee expectation, performance management and many more (humanresoucesexplained, 2013, p.n.d). These are important organizational functions that HRM manages and looks after.

Discussion

HR is the implementation of a strategy to drive productivity, innovation and share price through mobilizing the workforce towards excellence. The main functions of HRM are discussed below.

Staffing

One of the basic needs of an organization is workforce or labour/ people for completion of tasks. Even for the most sophisticated machine, humans are needed to operating it. This being the reason, one of the most important functions of HR is staffing. This involves the whole hiring process from posting a job to negotiating an offer/ wage package. The process of staffing comprises of four steps. Firstly, development of a staffing plan. In this step, the HRM decides and plans as to how much hiring should be done based on revenue expectations. Then we have the development of policies to encourage multiculturalism at work. The third and fourth steps are recruitment and selection (Dias, 2011, p.n.d).

The decisions made for staffing have dramatic effects on the quality of work, level of customer service and your retention rates. This, in turn, affects the organisations goals and production. Keeping this in mind, it is necessary that appropriate staffing decisions are made. A successful staffing system will keep up with current trends in employee benefit packages. This will attract quality staff and retain the current trained staff (Ray, 2013, p.n.d). Satisfied employees would give a better result in terms of achieving their goals, better output etc leading the organisation towards excellence and achieving its goals.

Recruitment and Selection

Recruitment and selection are a part of staffing. This function of the HRM ensures that only quality talent is recruited and selected for the organisation. Recruitment is the process used to attract people to an organisation. Selection refers to the methods used to identify suitable staff that fulfils the requirements of an organisation. If the wrong people or under qualified people are selected for the organisation, difficulties will arise in achieving the goals of the organisation. The business could suffer. Only the best candidates must be selected. Neither over qualified nor under qualified. An over qualified candidate might leave, and an under qualified candidate might not be able to accomplish his/her targets set by the organisation. This would have serious negative effects on the ...