Human Resource Management ensures productivity, maximum success of an organisation

In the midst of lot of competition not only with big organisations but also within small and medium enterprises (SMEs), it is utmost important for small companies to think smart so as to grow and remain competitive within the marketplace.

 

Now-a-days, the human resources are considered as the most essential business driver for organisation. In the wake of cut-throat competition, both in local and global arena, this is a necessity of an organizations to become more adaptable, resilient, agile, and customer-focused to succeed.

 

 

 

Functions of HR in an organisation

 

The success of an organisation is largely dependent on the Human Resource Management (HRM) as hiring well-qualified and competent workforce is the top priority of an organisation and to bring right person on the right job is efficiently managed by the human resource department of an organisation. Besides, bringing up the best-suited workforce on the board, the department also handles issues like retaining valuable employees, maintaining the motivation level of employees, succession planning, making and implementing policies, time management, leave management and many more spontaneous functions.

 

 

 

The department also sets strategies and develop policies, standards, systems, and processes. The major tasks of HR department of an organisation include:

 

 

 

a. Recruitment and selection of best-suited employees – The HR department manages all aspects of recruitment and selection, orientation and training of new employees. While recruiting, HR zeros in all the recruiting tools like types of questions, scoring systems to be used in interviews.

 

 

 

b. Organizational design and development - HR motivates employees to perform well and maintain an organizational culture of high morale. The companies which consider employees as their most valuable assets lay highest attention on human resource department.

 

 

 

c. Employee Relations – HR department of an organisation provides ample training and orientation to the employees to strengthen employee involvement and boost the overall morale of the workplace.

 

 

 

d. Performance, conduct and behavior management – Managing employees' behaviour, conduct and performance also comes under essential functions of HR as talents and accomplishments of company's employees decides company's long-term success and financial performance.

 

 

 

e. Talent Acquisition and Retention – Recruiting and retaining the best employee is essentially important for the growth of an organisation. In every organisation, HR department is responsible for building and managing the systems that recruit, attract, hire, train, motivate and retain a company's best employees. Such porgrammes involves building potent interviewing and screening processes, readying orientation and training and constructing motivating compensation programs.

 

 

 

f. Compensation and benefits programs – Organisation's compensation and benefits programmes were also handled by HR department, this includes offering competitive compensation packages and supervising the pay schedule of the company.

 

 

 

Importance of effective implementation of HR strategy in an organisation The efficacious implementation of HR strategies is highly important for the success of an organisation as the core function of HR is to develop a strong organizational culture and effective management systems. HR professionals are vital in terms of developing the right strategies for organisation and also to identify the out-of-the-box ideas to drive success.

 

Following points should be considered seriously while implementing an HR strategy in an organisation:

 

 

 

HR strategy must be aligned with the organization's strategic vision. Company's current vision should be kept under kind consideration by HR leaders as it will help them to determine ways in which HR activities can support that vision.

 

 

 

The active consideration on demographics of the employees should be another focus area of HR leaders so as to fill the gaps may occur between current skills and the required skills for the organisation growth. The HR staff should bridge this gap via strategic recruitment, retention and training efforts.

 

 

 

Conclusion

 

The HR department of an organisation is considered as the face value as HR not only plays a pivotal role in any organization but it is also important for the candidate as it treats the candidate right from his/her entry in the organization for interview till he leaves the premises of the organization. The department mainly acts as a bridge between the organization staff and the organization (top management).