HUMAN RESOURCES MANAGEMENT



Human Resources Management

Abstract

This paper sets out to explore the value of HR in times of change, providing an overview of current organizational change issues and against this backdrop exploring perceptions and requirements of the HR function. The role of the HR is evolving with the change in competitive market environment and the realization that Human Resource Management must play a more strategic role in the success of an organization. Organizations that do not put their emphasis on attracting and retaining talents may find themselves in dire consequences, as their competitors may be outplaying them in the strategic employment of their human resources.

Human Resources Management

Question 1: What does Human Resources (HR) need to do to gain & keep its “seat at the table?

With the increase in competition, locally or globally, organizations must become more adaptable, resilient, agile, and customer-focused to succeed. And within this change in environment, the HR has to evolve to become a strategic partner, an employee sponsor or advocate, and a change mentor within the organization. In order to succeed, HR must be a business driven function with a thorough understanding of the organization's big picture and be able to influence key decisions and policies. In general, the focus of today's HR is on strategic personnel retention and talents development(Noe et al, 2008). HR will be coaches, counselors, mentors, and succession planners to help motivate organization's members and their loyalty. The HR will also promote and fight for values, ethics, beliefs, and spirituality within their organizations, especially in the management of workplace diversity. This paper will highlight on how a HR can meet the challenges of workplace diversity, how to motivate employees through gain-sharing and executive information system through proper planning, organizing, leading and controlling their human resources(Keith Hammonds, 2005).

The approach of the millennium has brought about new challenges for human resources departments and practitioners around the world. These new challenges raise questions about the nature HR practices and the role of HR professionals, and imply new approaches for the HR function in product and service delivery. Organizations recognize the critical importance that human capital means for competitiveness, and ultimately survival in the modern era. No longer are leading edge products, cost effective processes, or in-demand services thought to be the key ingredient of success, but rather having and being able to keep the people who will come up with these ingredients time and time again. This recognition has meant human resources management has become integral to strategic decision-making at the highest level in many leading Organizations. But joining the major players at the Organization's cardinal business table requires that the HR management function comes to grip with the key HR issues as well as key business issues facing their Organizations. As the area of human resource management has expanded and become more linked with the strategic needs of the business, it has taken on the characterization of strategic human resource management(Noe et al, 2008). A similar phenomenon is being witnessed in the area of ...