Introduction to Human Resources Management in the 21st Century

Introduction to Human Resources Management in the 21st Century:
Importance of a Human Resources Department
Northcentral University
Gerlean Y. Baylor

As the office manager for one of the most prestigious companies in the North, due to the success of the business and demands of the work, our employee ratio has increased to 50 employees. To provide a more functional and supportive resource for growth, support and sustainability of our employees and organization, I propose that the establishment of a human resources department is pertinent for the continued success of the company. With this proposal, there are strategic business needs required to set a foundation for a lasting Human Resources (HR) department. We will begin with developing a HR business plan that will support the essential elements of personnel business for the company. This will include but not limited to HR budget, pay system, job descriptions and other employee benefits which supports the HR logistics of the company. To establish this state-of-the-art human resource department, we will have to ensure that the main functions of the department such as recruitment, selection, training and development, performance evaluation, and employee relations, is thoroughly established and sufficient to support the organization as a whole. The following proposed functions of the human resources department will support the growing staff and prove to be a more productive and successful culture to meet the needs of the company.
Human resource management is the study of how employees are managed in the workplace (Kivak, 2016).  The foundation of the human resources department begins with the hiring and recruitment of the company’s employees. This is crucial as the company want to ensure that they seek and hire the best qualified candidates for the position. This hiring process has transformed over the years from an initial walk in the office and filling out a company application to soliciting applicant online through social media. Today, this shift in the use of social media in the hiring process has provided organizations the ability to streamline their search for prospective applicants and reach a larger more diverse pool of applicants to support the HR department.
Recruitment and Selection
The recruitment and selection processes are arguably the most important aspect of the HR staff. They are the first line of offense with respect to obtaining the right individuals to fit your organization. Recruitment refers to the overall process of attracting, shortlisting, selecting and appointing suitable candidates for jobs within an organization. Recruitment can also refer to processes involved in choosing an aspirant employee. Recruitment refers to the overall process of attracting, shortlisting, selecting and appointing suitable candidates for jobs within an organization (Arellano, 2011). Recruitment can also refer to processes involved in choosing individuals for unpaid roles. Managers, human resource generalists and recruitment specialists may be tasked with carrying out recruitment, but in some cases public-sector employment agencies, commercial recruitment agencies, or specialist search consultancies are used to undertake parts of the process. Internet-based technologies to support all aspects of recruitment have become widespread.
Managers, human resource generalists and recruitment specialists may be tasked with carrying out recruitment, but in some cases public-sector employment agencies, commercial recruitment agencies, or specialist search consultancies are used to undertake parts of the process. Internet-based technologies to support all aspects of recruitment have become widespread. Recruitment refers to the overall process of attracting, shortlisting, selecting and appointing suitable candidates for jobs within an organization (Arellano, 2011). Recruitment can also refer to processes involved in choosing individuals for unpaid roles. Managers, human resource generalists and recruitment specialists may be tasked with carrying out recruitment, but in some cases public-sector employment agencies, commercial recruitment agencies, or specialist search consultancies are used to undertake parts of the process. Internet-based technologies to support all aspects of recruitment have become widespread. The most common and effective recruitment strategies include, obtaining referrals from current employees and participate in online social networking at sites such as LinkedIn, Twitter, and Facebook. As a point of emphasis, when screening the activity of one’s social media activity, it is utterly important to research the online and off-line social networks of current employees.
As the brunt of this effort in selecting the best candidate for the job is the recruiting process, once is done to the satisfaction of the hiring official, the interview will then commence. If all is deemed well with the interview, then the selection process begins. Typically, the best candidate is select and begin work. In the event that does not occur, plan must in place to select the next best candidate.

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Training and Development
The next department to be established is the training and development function of the HR office. Training is very important for new and senior employees as learning and keeping abreast of new skills is crucial. They create the training programs and conduct training for new hires and existing employees within the company. The human resources department is responsible for maintaining employees’ files and tracking all training, certificate, licensing and education requirements of the employees of the company (Ulrich ; Grocowski, 2018). This allow the company to retain skilled employees and continue to educate employees that are assets to the company.

The development of employees is as much an HR responsibility as it is a leadership and supervisor responsibility. The HR department should at a minimum support a path of growth within the organization to allow individuals to reach their next level. Without that, this HR department will have created an environment in which the growth employees will still obtained, but wasted when they leave the organization.

Performance Evaluation
Performance management in human resource management allows a company to set proper benchmarks for employees to achieve (SHRM, 2017). These standards can also help a company discover each employee’s knowledge, skills, and abilities (KSAs) for their position. Another use of performance management in human resource management is to find strong employees who are capable of more responsibility perhaps in a promotion. The human resource director and employee’s immediate supervisor are typically those responsible for setting standards and conducting the review process. Feedback is also part of this process as it helps explain the gap between expectations and actual results.

KSAs are those specific traits each employee brings to his or her job. Not all jobs require the same KSAs, and not all employees will have the same KSAs as part of their natural work characteristics. Performance management in human resource management can help the company compare the KSAs a worker says he or she has to actual job performance. In some cases, a company may be willing to develop a certain skill or trait in an employee’s skill set. If this is the case, performance management helps the company determine how well an employee responds to specific training methods (Ulrich & Grocowski, 2018).

Employee Relations
The goal of performance management in human resource management is to set effective standards. Otherwise, the review process will be all for naught as the standards do not provide any meaningful results for employee measurement. Effective standards should include an objective look at employee performance, communication between the employee and other workers, and how well the company follows internal company policy, among a great many other standards (Ulrich & Grocowski, 2018). Each employee may not be held to the same standards. Most times, a company will have different standards for each department or group of employees.

Employee reviews in performance management should often follow a standard process. For example, the review process may include a bi-annual or annual review for each employee. A standard process allows the company to measure current performance and create a trend for each employee. Therefore, the performance management in human resource management creates the ability for a company to determine which employees are worthy of bonuses or increased compensation and those who are not. Additionally, employees who are consistently poor in their performance may be removed.

A company should ensure it follows all legal requirements for performance management reviews. Many different laws exist that can restrict a company’s review process. Failing to follow these laws and regulations can result in the company facing penalties or fines. Employees may also not want to work for a company with a poor review process.

Conclusion
This Modular Home Building Company has worked hard over the years to get to the level this change to the organization would require, but will be well worth it in the long run. The quality of individuals that go out every day and make this organization one of the top tiered companies in the area, deserve a high functioning Human Resources department that can best support their needs. The more we grow as a company and demands from our team to help then with medical benefits and or 401k plans to support retirement is something that can be produced by this HR team and will benefit the organization.

References
Alexandria, V. (2013, 06 01). Social Recruiting Trending Up. HR Magazine , p. 11.
Arellano, J. (2011, 01 01). Social Recruiting. Rural Telecommunications , p. 9.
Berkshire, J. C. (2005, 04 01). Social Network Recruiting. HR Magazine , p. 95.
Gherman, R., Brad, I., ; Dincu, A. (2016). The Role and Importance of Human Resources in Organizations. Agricultural Management / Lucrari Stiintifice Seria I, Management Agricol, 18(2), 63-66.

Kivak, R. (2016). Human resources management. Salem Press Encyclopedia,
SHRM (December 18, 2017), Starting an HR Department from the Ground Up
Ulrich, D and Grochowski, J., (2018) “Building a world class HR department”, Strategic HR Review, Vol. 17 Issue: 4, pp.181-185, https://doi.org/10.1108/SHR-05-2018-0046
Yonker, R. (2017). Organizational behavior. In S. Rogelberg (Ed.), The SAGE encyclopedia of industrial and organizational psychology, 2nd edition (pp. 1065-1065). Thousand Oaks, CA: SAGE Publications, Inc doi: 10.4135/9781483386874.n369

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