There are different departments in an organization; however, one of the most important departments is The Human Resource Department. The HR department plays both the strategic and administrative roles in terms development and transformation of the business. Human Resource Management is a department that deals with people employed in an organization. It 's hard for an organization to achieve maximum success through teamwork without a good Human Resource Management (Blancero, Boroski, & Dyer, 2016). The primary functions of the Human Resource department include recruiting employees, protecting employees, training employees and rewarding employees among other duties. In an organization transformation, the role of Human Resource ranges from strategic to administrative. Both the strategic and administrative roles help the business to realize its strength and weaknesses. They are as follows:
Regarding people, the Human Departments helps in the following: It helps in recruitment of employees. The Human Resource department helps in the recruitment of new employees as well as the determination of the recruitment procedures. Human Resource department is also tasked to ensure that the company employs qualified staffs who are useful for the organization. The department carries out an efficient and a fair recruitment process and schedules for the interview. Through the interviews, the Human Resource department can identify employees with good track-record for the organization (MacDuffie, 2015). Apart from recruitment, Human Resource department also ensures employees satisfaction at work. The HR department has specialists in employees' relation who helps in the improvement of the employees working standards and promotions to satisfy employees' needs to boost the employees work morale. The employees' relation specialist in the HR department helps to determine ways of strengthening the relationship between the employer and employee in an organization to enable the business to realize achievements and success.
The Human Resource department is also tasked with the training of employees and development of the organization. This is achieved through the development of a reliable employer and employee relationship. During the training sessions, the department majorly focuses on the company's fair employment practices such as promoting employees fairly and rewarding hardworking employees. The HR department offers training of employees on how to apply the modern technology to improve and transform the organization. Another role of the HR department is the selection of qualified employees after the recruitment (Lengnick-Hall, & Moritz, 2013). The department works closely with the hiring department to ensure that good hiring decision are made depending on the workforce needed for the transformation of an organization. Through this process, an organization can employ qualified staffs to run the daily activity of the organization thus its improvement. The selection panel of the HR of an organization is responsible for the determination of the future leaders of the organization hence the people working in the Human Resource department determines the future of the organization.
When it comes to money, Human Resource can transform the organization through means such as compensations. The department sets a realistic payment scheme for its employees considering their close competitors in the business. This implies that the company will reward its workers equal to or higher than their competitors since the competing organizations would be seeking similar services and skills of workers, and the best way to beat the opponent is by setting up good standards (Lado, & Wilson, 2014). The money generated from the organization's activities is used to develop the organization and to improve the working conditions of the employees; in return, the business realizes an improvement in its activities. The workers of organizations may also be receiving a salary increment and rewards when the organization makes a profit regarding money made on sales. An organization may also shift its operations from small scale to large scale due to profitability and increase in income.
Transformation of organizations over a certain period will impact the HR department in various ways as follows. Due to the change in the digital environment, there have been calls for the HR department to switch to the digital system. In most cases, collection and storage of data have been the major role of the HR; this includes filling of data where most of the Data are lost, resulting in inefficiency, data loss and even consumption of the office space. When the HR switch to the digital form, the information and documents can be stored in computers and data recovered automatically from the database through cloud connectivity (Blancero, Boroski, & Dyer, 2016). However, for the transformation to occur to the organization the following should be effected. All the transaction of the organization to be recorded, all the payments to be made through the banks irrespective of the employees' status, digitization of the communication system and do away with real files and embrace digital storage of information and transaction.
The HR department has depended on the technological changes to transform the organization by meeting the business requirement and fulfilling the employees' needs. The technological changes have improved the businesses' workforce and increased transparency, reliability, quality, speed and efficiency at work. The digitization of the HR may improve the productivity of employees and the organization at large (MacDuffie, 2015). The use of the computers in most of the organizations' operations limits the corruption and other malpractices in the business; it will also enhance the employees experience through the computers. The organization needs to embrace these changes to compete with its competitors. The changes in technology that occurs with time may also help an organization to cut its cost of operation to maximize profit, for example, a work that could have been done by ten people may be assigned to one person due to the computerization of the system. Therefore, if the technology is accepted by an organization, it can take it to a higher level.
Support from the top becomes significant to the organization by helping it to achieve its objectives by creating a real objective among employees. The support also ensures a good relationship amongst the organization's staffs by improving the employer-employee relationship. The Human Resource can help to build co-ordinal relation among workers and give the employees a sense of belonging (Beer, 2017). This makes the employees understand that the organization management cares about them. When the top management supports the Human Resource Management, it provides a suitable working condition because a person's performance in an organization is driven by the working atmosphere. A suitable working condition is one of the secrets to a better performance of an organizations' HR department. Support from the top management would also help in the conflict of resolution in an organization. It is the HR department that is given the responsibility to resolve issues that may arise among workers.
The support from the top management also helps in building a good public relation. The primary function of the Human Resource Department is to advocate the public on behalf of the organization and to build a good relation between the business and the public. The HR department organizes various business meetings and another official gathering to help in building a good relationship with the public and other businesses (Lado, & Wilson, 2014). The HR department is also tasked with marketing the business. Support from the top management would also ensure that the organization complies with the government policies. The HR departments ensure that an organization stays within the laws and government regulations in its operations, including hiring and firing of staffs. This is to ensure that attention is paid to the external influence regarding the public demand from the organization to prevent the organization from facing sanctions by the law. The Human Resource department coordinates with the staffs and advice them to work based on their potential and give the advice that helps them to improve in their areas of weakness, through this process, workers are motivated.
The Human Resource department has been portrayed as the most important department in an organization as it plays significant roles in the transformation of the organization. The HR department is strategic to the organizations' fundamental performance with the knowledge on how human capital is vital to the businesses' success. Through the Human Resource department, an organization has the mandate to provide a safe working condition for its workers to reduce injuries that might be gotten from the workplace (Beer, 2017).As part of the awareness to reduce injuries at the workplace, HR specialists offer education to employees on how to handle different dangerous machines and tools as well as harmful chemicals. Through HR department, an organization can be transforming its operation from small scale operation to large scale. Another pivotal role played by the HR department is to establish a good public relation to help in the prosperity of the business. It is, therefore, concluded that Human Resource plays both strategic and administrative roles in transforming the organization.
Beer, M. (2017). The transformation of the human resource function: Resolving the tension between a traditional administrative and a new strategic role. Human Resource Management (1986-1998), 36(1), 49.
Blancero, D., Boroski, J., & Dyer, L. (2016). Key competencies for a transformed human resource organization: Results of a field study. Human Resource Management, 35(3), 383-403.
Lado, A. A., & Wilson, M. C. (2014). Human resource systems and sustained competitive advantage: A competency-based perspective. Academy of management review, 19(4), 699-727.
Lengnick-Hall, M. L., & Moritz, S. (2013). The impact of e-HR on the human resource management function. Journal of labor research, 24(3), 365-379.
MacDuffie, J. P. (2015). Human resource bundles and manufacturing performance: Organizational logic and flexible production systems in the world auto industry. ILR Review, 48(2), 197-221.
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