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Module 1

Human resource management involves managing employees to achieve organizational goals. HR managers create mutually beneficial relationships between employees and the organization. Employees implement management policies and interact with customers, making them key to organizational success. Properly managing the human resource aspect through the entire employment cycle, from selection to training to compensation, can boost employee performance and productivity, giving organizations a competitive advantage. The role of the HR manager is to plan, organize, lead, control and motivate employees using policies and practices to enhance performance and facilitate change.

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Kiripita HA
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28 views

Module 1

Human resource management involves managing employees to achieve organizational goals. HR managers create mutually beneficial relationships between employees and the organization. Employees implement management policies and interact with customers, making them key to organizational success. Properly managing the human resource aspect through the entire employment cycle, from selection to training to compensation, can boost employee performance and productivity, giving organizations a competitive advantage. The role of the HR manager is to plan, organize, lead, control and motivate employees using policies and practices to enhance performance and facilitate change.

Uploaded by

Kiripita HA
Copyright
© © All Rights Reserved
Available Formats
Download as PDF, TXT or read online on Scribd
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Module 1:

Human Resources Management


Just about every organization today claims that their human resources are their most important
and valuable assets. So what is it about the staff, employees, workers, and operatives that make
them so important to the management of any organization? Human Resources Management
involves the process of managing people to perform various tasks within the organization so as to
achieve organizational goals. Human resources managers are responsible for creating 'win-win'
relationships for both the individual employee and the organization as a whole. Employees are
seen as the key to organizational success as they are the ones who implement management's
policies and practices and they are usually the ones at the coalface dealing with customers or
physically making the products. If employee performance is not up to the benchmark, then the
organization will not be working in synergy and will not be able to meet the standard set by the
industry leader. Organizations have often tried to obtain a competitive advantage by various
means - by use of specialized natural resources, by use of technology and other capital resources,
or by entrepreneurial resources or 'street smarts'. Today, the human resources factor is really the
only viable choice to achieve that competitive edge or advantage over corporate competitors.

Employees expectations:

A safe and secure working environment


A career path
Flexible working arrangements
Personal satisfaction
Open communication
A team environment
Management Responsibilities:

Employee productivity (as measured by output per employee per time period) is important to every
organization. By developing policies that cover every aspect of the employment life cycle of an
individual employee, management hope to retain and maintain an employee within the
organization and lift their performance level to the optimum level. Organizations must ensure that
they comply with these laws and regulations otherwise they face a fine, imprisonment or closure of
the organization. Also, the Human Resources Manager must be sure that the policies and
practices put into place are consistent with the strategic long-term objectives of the organization.
Managers of organizations look to enhance employee performance in order to increase employee
productivity. Enhancing employee performance means that management must look at every
aspect of the employment cycle of that employee. Management must ensure that employees are
suitably selected, correctly trained and also appropriately remunerated and motivated to stay on
the job. Management must also take into account various legislative enactments which impact on
the way that employees are actually employed. Laws dictate the minimum (or 'safety net') terms of
employment and the conditions of employment: they dictate what employers can and cannot do
in the workplace; whom they can and cannot employ; the nature of the environment within
which employees work and what happens when employees want to leave the workplace
voluntarily or are forced to leave the workplace by management. There is a direct correlation
between the management of the human resources of an organization and the achievement of

organizational objectives. The attainment of organizational objectives will require the co-operation
of employees and a concerted effort on their part to achieve the objectives.

Role of the human resources Manager:


In most organizations, the role of planning, organizing, leading, controlling, creating,
communicating, and motivating employees has become the sole responsibility of the Human
Resources Manager. The role of the formerly titled Personnel Manager has been extended and
has moved beyond basic data collection relating to such things as payroll, sick day entitlements
and holidays taken. The role of the HR Manager involves every aspect of the employment cycle of
each individual employee and it involves the implementation of policies and practices designed to
enhance the performance of these employees. HR Managers are mainly responsible for
implementing change in workplace procedures and for ensuring that employees are fully informed
of the changes and are willing and able to accept the changes being implemented. In many
organizations, this role is outsourced to external change agents or facilitators. Management of
organizations can see that their relationship with employees is capable of giving them a
competitive edge over their competitors and, hence, an increase in their market share, if the
relationship is managed effectively. Human Resource Managers of large-scale organizations need
to be aware of the factors that influence both the size and the quality of the workforce available to
supply their services for employment:

The demographics of the local population


The diversity of the workforce
The skill level of the workforce
The education level of the workforce
The training made available to workers
The motivation of the workforce to work full-time
The provision of child-care facilities
The working conditions
The security associated with the employment contract
The level of remuneration associated with the job
General employment trends e.g. job sharing, telecommuting etc.
The role of technology in the workplace

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