HRM FUNCTION

The HRM Function More Important To Business Success Than Ever Before.



The HRM Function More Important To Business Success Than Ever Before.

The goal of the Human Resources Department is to help individuals and organisations achieve their goals. In the course of their work, the Human Resources departments face many challenges arising from the demands and expectations of employees, organization and society. At both the national and international human resource management faces new challenges because of the increasing diversity of the workforce and the globalization of world economy. The departments of Human Resources Management also face the considerable challenge of the changing legal environment for the new conditions force many countries to undertake a fundamental review of its legislation on labor. With this framework, the Human Resources Department should help the company achieve its goals within ethical parameters and in a socially responsible manner (Delery, 2001).

External environmental pressure on organisations to become more competitive is increasing both domestically and internationally. This is predicted to increase at a greater rate in the future. Organisations that will succeed in this competitive environment are those who can think globally and act locally. Against this backdrop, the spotlight has increasingly fallen upon the key contribution of human resource management (HRM) philosophy and practice in securing and sustaining business advantage. Organisations are practising major environmental upheavals such as increased globalization, challenges and technological advancements. Through major changes in organizational planning, structure, shape and expertise, these environmental effects need speed, quality, modernization and globalization for firms wishing to survive in the field of international field with a competitive edge. These environmental effects have give rise to the need for accepting and utilizing knowledge in strategic human resource management. In reaction to this dynamic transform, HR managers must approach the recruitment and selection process from a strategic viewpoint. Recruitment and selection strategies and policies must incorporate within both HR and organizational strategies. Consecutively, HR and line managers must effectively source and attract potential employees in a extremely competitive environment plus abiding by legislation (Boselie, 2001).

The real significance of human resources across the enterprise is in its aptitude to deliver open and willing to performance objectives and opportunities, and these efforts to get satisfaction of both to achieve the work as establish in the environment thereof. This needs the right people with the right combination of knowledge and skills are in place and at the right time to do the necessary job. HRM also need to provide tools to enhance execution of these strategies and manage the interface between processes and systems. The constant evaluation of the effectiveness of the organization results in the need for the HR professional to frequently champion change. Both knowledge about and the ability to execute successful change strategies make the HR professional exceptionally valued. Knowing how to link change to the strategic needs of the organization will minimize employee dissatisfaction and resistance to change.

Environmental pressures are characterized by an emphasis on creating economic wealth by maximizing shareholder value through improved efficiencies ...