Human Resource Management

Human resource management playing big roles in success of company human resource management doesn’t only mean to hiring person and managing accounts or office. Traditional way of human resource management totally has been modernized according time. Lot of responsibility on HR Department and HR manager. HR Department playing big role in companies’ success and achievement.

The human resource function has moved out from the traditional hire and fire function to tactical partner at the table with finance, operations and other business centers that are not centers of profit for the organization. The job of HR, as the job of all such departments, is to ensure that the business gets the most out of its employees. Another way to place is the human resource management wants to provide a towering return on the business’s investment in its people. This makes it a extremely multifarious function – because it not just a matte of business management issues but humans as well.

These 2 polarizations are not always easy to balance and the human resource managers specifically try to maximize output from employees by instituting various schemes and policies. The following are some of the functions managed by the human resources team.

Return and Rewards:
Human resources are answerable for tying incentive and rewards to certain positions and roles in order to capitalize performance levels. HR strategic thinking task because it influence every single person in the organization and has to be planned separately for each position and task, depending on level, department and goals. Some jobs require to be more goals driven, such as sales so salary can be basic but commission can form the bulk of the wage, leading to more incentive to work successfully and close sales. Some firms tie top management’s salary to stock price but this can be risky. It is up to human resources to structure this important feature to everyone’s happiness.

Recruitment:
Another important task handled by the human resource function is the selection and retention of employees. If the right type of employees does not enter the organization, its days are numbered, because people drive almost any type of organization towards success.
Management of

Performance:
Regular, balanced and systematic appraisal must be administered consistently in order to assess the performance of each individual in the organization. This able human resources to pinpoint the weaknesses of an individual’s work style and the strengths. They can then share this information with the employee in order to affect a change in performance. This in turn will lead to more productivity and potentially better returns on human investment.

Point of Contact:
The human resource personnel form the point of contact for an employee with any type of difficulty or query about their remuneration or other aspects of employment with the business. It is essential for someone to be available to answer questions and provide guidance. This communicates to the employee that the business cares about his or her concerns and is available to address them.

Employee expectations:
The human resources function fulfills a very important ‘soft skill’, unspoken task – that of balancing employee expectations and the organization’s expectations. Both need to be addressed and aligned for a business to be successful and one with satisfied employees. Only a content and motivated employee will deliver good work, so it is the job of human resources to keep track of the expectations of the employee and those of the organization to ensure both are met simultaneously.