Human Resources

Introduction:

Human Resource is defined as the primary division of the business that functions in the finding, recruiting, as well as the training of the job applicants to who is going to be a part of the company. Human Resource also tends to introduce several training programs that functions for the benefit of employees. HR has various functions, and they directly contribute to the managerial department of the organization. The administration plays significant tasks in the organizational settings. (Coda et al., 2009)

Human resource functions:

Human Resource performs different management functions and plays a significant role in the managerial functions. HR performs specialist functions in any business enterprise. The specialist part of human resource management involves various duties that functions for the sustainability of the competitive business environment. Management and the supervision of different policies are one of the significant roles of human resource managers. Monitoring the procedures as well as the development of employee relations in the working environment functions to enhance and maintain the competency of the internal environment. Compensation management is also one of the vital services to be played by the human Resource. Other features include training, development, employee relation, labour relations, as well as the recruitment procedures. All the features operate for the development of the business enterprise. (Donk & Esser, 2010)

Operational and strategic roles of human Resource

Human Resource has two sides of the functional operations that include operational and strategic roles. In a nutshell, operational human Resource focuses on meeting the needs of the workforce environment. (Ramlall & Melton, 2018). While on the other hand, vital roles focus on the plans that enhance the growth of the working environment. Every company has different staff to perform these specific functions. Maintaining the compliance is the significant role played by the operational human Resource. It is supported by keeping a view on the labour laws as well as the recruitment. Other functions include data analysis, and the corporate human resource reporting. The data based features are also included in the operational human Resource. (Adresi & Darun, 2017)

In comparison, the strategic roles are associated with the betterment of the workplace for future advancements. It also includes several strategies to deal with the issues faced in the business setting. Strategic roles are associated with maintaining the competency of the working environment by evaluating and analyzing the internal situation of the business settings. Strategic human resource leader plays an active part in keeping the internal environment of the company. The three fundamental roles associated by them includes scanning of the business environment—strategic formulation, as well as the implementation of various strategies. (Adresi & Darun, 2017)

Attributes of the leaders within business and method of leading the organizations

Business enterprise requires multiple attributes that leaders must have. The critical qualities include integrity in nature, as well as an innovative and strategic thinker. (Ramlall & Melton, 2018). The remarkable qualities promise the success of the business, and the leaders must have problem solving skills, passionate worker, creative, as well as the effective communication. Decision making skills, passionate, and courage is also included in one of the prominent attributes of the business leader. This makes the leader responsible in holding the authority. (Jabbour & Santos, 2008).

Leading an organization requires leadership abilities, and these abilities must be implemented in the business settings to maintain a competitive environment. It involves the implementation of the leadership and the management theories in the working environments. (Ogilvie, 2011). Strategic decision making is the most efficient strategy of leading the business and dealing with taking decisions in risk causing situations. It assists the company in meeting the short term as well as the long term goals of the business. Another role to be implemented in the business setting is the conflict management and participative management. The management style assists in a better development of the working environment. Implementing these various tactics in the business assists in leading the business. (Donk & Esser, 2010)

Conclusion

Human Resource is an essential part of the business enterprise, and it leads to maintain the competency and sustainability in the business environment. (Jabbour & Santos, 2008). Human Resource enhances the business environment profitability as well as the productivity. Human resource managers perform specialist roles in the professional settings to lead the business firms. The characters might be strategic or operational, and different staff is associated with implementing these specific roles. Human Resource is responsible for leading the business environment, and it requires the implementation of various management and leadership theories. (Ogilvie, 2011)

References:

Ramlall, S. and Melton, B. (2018) “The Role and Priorities of the Human Resource Management Function: Perspectives of HR Professionals, Line Managers, and Senior Executives,” International Journal of Human Resource Studies, 9(2), p. 9. doi: 10.5296/ijhrs.v9i2.14492.

Jabbour, C. J. C. and Santos, F. C. A. (2008) “The central role of human resource management in the search for sustainable organizations,” The International Journal of Human Resource Management, 19(12), pp. 2133–2154. doi: 10.1080/09585190802479389.

Ogilvie, J. R. (2011) “The Role of Human Resource Management Practices in Predicting Organizational Commitment,” Group & Organization Studies, 11(4), pp. 335–359. doi: 10.1177/0364108286114003.

Khatri, N., Gupta, V. and Varma, A. (2016) “The Relationship Between HR Capabilities and Quality of Patient Care: The Mediating Role of Proactive Work Behaviors,” Human Resource Management, 56(4), pp. 673–691. doi: 10.1002/hrm.21794.

Boon, C., Hartog, D. N. D. and Lepak, D. P. (2019) “A Systematic Review of Human Resource Management Systems and Their Measurement,” Journal of Management, 45(6), pp. 2498–2537. doi: 10.1177/0149206318818718.

Anwaar, A. informationA. informationS. A. S. (2018) Critical assessment of the impact of HR strategies on employees performance, Taylor & Francis. Available at: https://www.tandfonline.com/doi/full/10.1080/23311975.2016.1245939 (Accessed: July 27, 2020).

Coda, R., Ana Maria Roux Valentini Coelho César, Bido, D. D. S. and Louffat, E. (2009) “Strategic HR? A study of the perceived role of HRM departments in Brazil and Peru,” BAR Brazilian Administration Review, 6(1), pp. 15–33. doi: 10.1590/s1807 76922009000100003.

Donk, D. P. V. and Esser, A. (2010) “Strategic human resource management: A role of the human resource manager in the process of strategy formation,” Human Resource Management Review, 2(4), pp. 299–315. doi: 10.1016/1053 4822(92)90003 9.

Adresi, A. A. and Darun, M. R. (2017) “Determining relationship between strategic human resource management practices and organizational commitment,” International Journal of Engineering Business Management, 9, p. 184797901773166. doi: 10.1177/1847979017731669.