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Articles HRM

The articles discuss the critical role of Human Resource Management (HRM) in organizations, emphasizing the strategic management of human assets to enhance productivity and commitment. HRM is essential for aligning organizational goals with employee development and retention strategies, particularly in a competitive job market. A holistic approach to HRM is necessary to ensure effective utilization of human resources, ultimately leading to organizational success.

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11 views3 pages

Articles HRM

The articles discuss the critical role of Human Resource Management (HRM) in organizations, emphasizing the strategic management of human assets to enhance productivity and commitment. HRM is essential for aligning organizational goals with employee development and retention strategies, particularly in a competitive job market. A holistic approach to HRM is necessary to ensure effective utilization of human resources, ultimately leading to organizational success.

Uploaded by

dmfiles1111
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© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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MAGDAMIT, DAVE M.

HRM | FEBRUARY 5, 2020

ARTICLE 1
The Role of Human Resource Management in Organizations
by Audra Bianca; Reviewed by Jayne Thompson, LLB, LLM; Updated March 05, 2019

Human resources managers oversee the most important component of a successful


business – a productive, thriving workforce. This requires viewing people as human assets, not
costs to the organization. As with any other asset, a talented workforce can be used
strategically to add value to an organization.
Strategic Role of HRM
The human resources management team suggests to the management team how to
strategically manage people as business resources. This includes recruiting and hiring
employees with specific skill sets to meet the company's current and future goals, coordinating
employee benefits and suggesting employee training and development strategies. In this way,
HR professionals are consultants, not workers in an isolated business function; they advise
managers on many issues related to employees and how they help the organization achieve its
goals.
Developing Skills for the Future
At all levels of the organization, managers and HR professionals work together to
develop employees' skills. For example, HR professionals advise managers and supervisors
how to assign employees to different roles in the organization, thereby helping the organization
adapt successfully to its environment. In a flexible organization, employees are shifted around to
different business functions based on business priorities and employee preferences.
Building Loyalty and Commitment
HR professionals also suggest strategies for increasing employee commitment to the
organization. This begins with using the recruiting process or matching employees with the right
positions according to their qualifications. Once hired, employees must be committed to their
jobs and feel challenged throughout the year by their manager.
Building a Talent Pipeline
An HRM team helps a business develop a competitive advantage, which involves
building the capacity of the company so it can offer a unique set of goods or services to its
customers. To build an effective human resource, private companies compete in a "war for
talent." It's not just about hiring talent; this game is about keeping people and helping them grow
and stay committed over the long term.
Staying Current and Competitive
Human resource management requires strategic planning to address not only the
changing needs of an employer but also a constantly shifting competitive job market. Employee
benefit packages must be continually assessed for costs to the employer. Tweaking the
packages also provides an opportunity to increase employee retention through the addition of
vacation days, flexible working arrangements or retirement plan enhancements. For example, in
recent years many human resource professionals have overseen the addition of preventative
health components to traditional health plans for both employment recruitment and retention
efforts.
Reaction:
The HRM helps the management of the organization in meeting the future demand with
the supply of appropriate people, in appropriate numbers at the appropriate time and place. The
role of HRM may sound quite simple but it involves many roadblocks owing to the effect of the
current workforce in the organization, pressure to meet the objectives and prevailing the
workforce market condition.

Reference:
https://smallbusiness.chron.com/role-human-resource-management-organizations-21077.html

ARTICLE 2
Importance of HRM for Organizational Success
by Prachi Juneja, reviewed by MSG Content Team

We have discussed the basic concept of HRM and the ways in which it helps the
organization meet its goals. In this article, we discuss the reasons for organizations to have an
HRM strategy as well as the business drivers that make the strategy imperative for
organizational success.
It is a fact that to thrive in the chaotic and turbulent business environment, firms need to
constantly innovate and be “ahead of the curve” in terms of business practices and strategies. It
is from this motivation to be at the top of the pack that HRM becomes a valuable tool for
management to ensure success.
The Evolving Business Paradigm
One of the factors behind organizations giving a lot of attention to their people is the
nature of the firms in the current business environment. Given the fact that there has been a
steady movement towards an economy based on services, it becomes important for firms
engaged in the service sector to keep their employees motivated and productive. Even in the
manufacturing and the traditional sectors, the need to remain competitive has meant that firms
in these sectors deploy strategies that make effective use of their resources. This changed
business landscape has come about as a result of a paradigm shift in the way businesses and
firms view their employees as more than just resources and instead adopt a “people first”
approach.
Strategic Management and HRM
As discussed in the articles on modern day HRM practices, there is a need to align
organizational goals with that of the HR strategy to ensure that there is alignment of the people
policies with that of the management objectives. This means that the HR department can no
longer be viewed as an appendage of the firm but instead is a vital organ in ensuring
organizational success.
The aims of strategic management are to provide the organization with a sense of
direction and a feeling of purpose. The days when the HR manager was concerned with
administrative duties is over and the current HRM practices in many industries are taken as
seriously as say, the marketing and production functions.
Importance of HRM for Organizational Success
The practice of HRM must be viewed through the prism of overall strategic goals for the
organization instead of a standalone tint that takes a unit based or a micro approach. The idea
here is to adopt a holistic perspective towards HRM that ensures that there are no piecemeal
strategies and the HRM policy enmeshes itself fully with those of the organizational goals. For
instance, if the training needs of the employees are simply met with perfunctory trainings on
omnibus topics, the firm stands to lose not only from the time that the employees spend in
training but also a loss of direction. Hence, the organization that takes its HRM policies seriously
will ensure that training is based on focused and topical methods.

Reaction:
The company needs practice HRM to be integrated with the overall strategy in order to
ensure the effective use of people and provide better returns to the organizations in terms of
ROI (Return on Investment) for every amount spent on them. Unless the HRM practice is
designed in this way, the firms stand to lose from not utilizing people fully. And this does not
bode well for the success of the organization.

Reference:
https://www.managementstudyguide.com/importance-of-hrm.htm

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