The Primary Role of Human Resource Management

Question: What is theprimary role of human resource management. Answer: Introduction Human resources management refers to dealing with the workforce of organization. It implements employee policies and deals with employee issues arising in the workforce. The primary role of human resource management is to motivate employees and enhance the existing skills of the employees to increase employee productivity. According to Abdelhak et al. (2014), human resource professionals have been playing a strategic role in assisting the business organization to execute daily business functionalities. Armstrong and Taylor (2014) mentioned that the human resource management includes recruitment, selection, training and inducting employees in the organization. Besides this, the human resource management ensures that the employees have an effective work life balance and give priority to the other aspects in life. In other words, the human resource management enables the workforce for the purpose of personal development, strict adhering to organizational law as well as employee job sati sfaction levels. Discussion To align organizational work towards the long-term objectives and goals of the organization, it remains essential for the human resource management to perform the following activities in a timely manner - : acquisition, compensation development as well as maintenance (Storey 2014). The concept of acquisition relates to the selection of workers that are adequately equipped to deal with organizational functionalities. As such, they shall be prepared to deal with any organizational crisis. The process of development refers to the training of employees so that they can have the necessary skills to execute their job role to the expectation of the management. Berman et al. (2015) stated that compensation includes a fair monitory structure for the employees of the organization so that they are adequately paid as per their qualification and experience. This is an essential part of the human resource management, which determines employee longevity and loyalty in a particular organization. Bes ides this, the concept of maintenance relates to the adoption of a structured procedure in a business organization. This ensures that there is a proper coordination among the various aspects of a department. In addition, there is a smooth flow of communication from the management of the organization. Buller and McEvoy (2012) mentioned that this prevents any false representation and miscommunication to the employees of a business enterprise. In this regard, it can be stated that the human resource management ensures that that the organization compliances with domestic and international trade laws when framing and executing the operational policies of a business enterprise. There were certain attributes that led to the development of human resource management. According to Bosà ¢Ã¢â€š ¬Ã‚ Nehles et al. (2013) mentioned that these include- Hazardous working conditions, abuse of human rights and offering an unhealthy working environment to the employees. Unfair recruitment procedures and compensation policies were the determinants that facilitated the need of an organized human resource management towards the business enterprise Bratton and Gold (2012) mentioned that in the existing global market human resource management play an effective role to increase organizational productivity and goodwill. It implements training schemes to enhance employee aptitude and skill towards in diverse business areas. Buller and McEvoy (2012) mentioned that human resources management is influenced by various legal technicalities and legislations that governs the rights of the employees . This protects the workers from receiving unfair treatment from the employers. Theref ore, workers have the right to ask for legal amenities from the court of law. The Civil Rights Act in the year 1991 has enforced the necessary constituents of the human resource management. These protect the employee from facing discrimination based on nationality, religion, gender or race. It assists the business enterprise to produce authentic documents about the recruitment as well as the compensation structure followed in a business enterprise. In the year 1964, the Equal Employment Opportunity Commission(EEOC) has ensured the necessary legal amenities to the employees if the employer resorts to any unfair trading practice. Thus, civil penalties can be imposed on the employer in the event of an unfair recruitment or termination procedure initiated by the business enterprise. According to Delahaye (2015), the major laws influencing the HR M field are civil rights act, the equal pay act as well as the attribute of discrimination in the employment act. The concept of talent acquisition as the well as retention is an essential part of the human resource policies of a business enterprise. Bratton and Gold (2012) mentioned that the human resource management includes gathering a pool of talented candidates that would assist the business enterprise in achieving further growth. An effective human resource management policy entails reducing the attrition rate, and retaining key talent to meet organization aims and objectives. Flamholtz (2012) mentioned that a strong human resource management plays an effective role to develop consumer loyalty and attract potential talented candidates towards the organization. The human resources management frames an effective policy to react effectively to the changes in the external market conditions (Harvey and Allard 2015). The human resource personnel is an essential constituent of the management of a business enterprise. Therefore, it plays a leading role in framing the operational policies of a business enterprise. As such Storey (2014) noted that it has a pertinent influence on the adopting of policies relating to employee welfare and job satisfaction levels. The human resource policies have an effective strategy to assist the workforce in having greater productivity in the workplace. The human capital of an organization manufactures and sells products, gather customer feedback and make important strategic decisions. According to Harvey and Allard (2015), a human resource manager plays the following functions in a business organization Acts as the link between the hiring manger and a candidate - The human resource manager advertizes the job vacancies in the job portals as well as the print media. In addition, it enables the candidates to meet the business organization Conducts orientation programs to induct a new employee in a business organization - It is the responsibility of the human resource manager to establish orientation programs to assist the selected candidates to adapt to the organization. Designs and implements the training programs to enable the employees to gather the necessary skills to execute the job role successfully. The human resource management reflects that the attributes that play a vital role are intrinsic ones that are based on the personal needs of a workforce. Hendry (2012) mentioned that the human resource management play an effective role in satisfying the needs of a particular individual. These personal needs are - be a part of a team that is contributing positively towards organizational growth. In addition, the personal needs include encouragement and recognition of a job performed successfully. Besides this, there are certain non-financial incentives those are- promotions, decision-making, making greater contributions to group performances as well as the ability to perform range of tasks. Kehoe and Wright (2013) mentioned that it is the primary responsibility of the human resource management to identify these requirements of an individual and make required strategies relating to job rotation, diverse roles as well as job enrichment opportunities for the advancement of career of a pa rticular individual. In this context, Kehoe and Wright (2013) noted that the experience of working in a different department shall facilitate to learn about the newer business functionalities and lines of operation . It is the responsibility of the human resource management to create opportunities for face-to-face consumer interaction, as well goods merchandising and reporting of sales in the case of every middle- ranked employees in a business organization. (Mendenhall and Osland 2012). This shall also include online business communications in the customized online selling portals. This would offer the employees to get idea about the practical business conditions that the business organization is operating. An effective human resource management shall facilitate towards offering greater exposure to the workforce by offering training in diverse business areas. According to Mendenhall and Osland (2012)., unnecessary supervisions shall act as a deterrent towards employee growth . Ther efore, strong human resource policies ensure that the workforce is given the required independence to show innovation at the workplace. Conclusion It can be said that the human resource management adds essential value to a business enterprise. Essential laws as well as regulations that ensure that the human rights are protected influence this. As such, employees have the right to claim legal amenities against the business enterprise if they feel that they have been unfairly. The human resource management has a variety of functions that it is required to undertake. These include recruitment, conducting orientation programs and putting in appraisal procedures for assessing employee performance. In addition, the human resource manager is required to implement training schemes in frequent intervals of time to assist the workforce in increasing their competencies. Besides this, offering employees a wide variety of roles and job functions would assist the workforce to upgrade their skills and knowledge about the market conditions. In this regard, it is pertinent that the human resource department considers employee issues in an effec tive manner. Cultural diversity in the work place shall be encouraged. Thus, the human resource department shall be effective in preventing discrimination of any kind in the workplace. This would lead to positive employee morale. References Abdelhak, M., Grostick, S. and Hanken, M.A., 2014. Health information: management of a strategic resource. Elsevier Health Sciences. Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management practice. Kogan Page Publishers. Berman, E.M., Bowman, J.S., West, J.P. and Van Wart, M.R., 2015. Human resource management in public service: Paradoxes, processes, and problems. Sage Publications. 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