Name: Course: Instructor’s Name: Date: University: Human Resources 1. HR stands for human resources, it deals with the human needs and worker aspects in any organization. Most of the companies have a separate HR department for ensuring quality in employee services. Human resources management or department in any organization is responsible for offering and explaining benefits, managing health and safety issues of the company, advising on special work programs, data handling related to employees, motivation of employees by offering incentives and handling all sorts of complaints against the workers or management. 2. HR is a wide subject having a number of components related to different branches of HR. Talking about the management than the main components of human resource management are human resource organization, planning, system, development, relationship, human resource utilization, accounting, audit, functions and HR balance score card. Human resource development has human and organizational development as its main components. 3. HR has always to focus on number of interlinked things; these include internal customers, business partners and external vendors. Keeping in view the HR value, HR Last Name 2 practitioners are the people to decide the top priority areas. Knowledge of business value is of paramount importance for understanding the external business environment. Now to keep pace with technological changes, it is important to align human resource strategy with organizational strategy for enabling the organization to attain its vision. 4. HR is the main department of any big company. HR most of the times shows intangible results in the fields like coordination, employee satisfaction and retention but this further results in few tangibles like less absentees, less rework, less recruits due to less attrition. A good HR professional keeps monitoring taxes, benefits, safety, job security, system of rewards and strategic planning. With the passage of time HR practitioners are becoming strategic business partner and value added source within the organisations. Most of the times HR is viewed as expense generating department and not as a value added department. Ideas were replaced with results and perception with assessment for fulfilling the business partner role of HR. 5. Success of HR department in today’s competitive and legal environment depends upon the system of assessment. Assessment helps CEO and managers to lay emphasis on the wanting areas. Effective HR assessment identifies the areas of improvement with certain valuable recommendations to achieve the target. Written policies must be made for all human matters of an organization. Good policies and employee’s handbook are necessary tools to minimize risk in policy matters. Maintenance of legal record and continuous assessment is a challenge in modern age. Accurate employee files for record are important for speedy assessment of bio data. Compensation, Last Name 3 security and benefits are also part of the assessment for streamlining the procedures and records at HR departments. 6. HR assessment includes strategic planning, acquisition of employees, development and training, organizational changes, behaviour, performance and reward system. planning helps in setting path for attainment of competitive advantages. New employee do great work for implementation of business strategy. Continuous assessment of training issues help in improving the performance of the individual and company as well. Organizational changes increase the ability of organization to compete in domestic and international market. Reward system keeps focus on overall cultural values of the organisation. 7. In today’s fast moving and highly competitive environments, organisations are working to get the services of outside consultants for solving specific issues as and when they arise. This helps the companies to more effectively use the HR people. Many organizations have developed different services to meet the rising human resources needs. These services include maintenance of flexibility and efforts of the HR department to keep the cost down. Production of more commodities with less people available is an art of HR that requires thorough planning. 8. With the research carried out so far, it is very evident that businesses that manage the employees by efficient HR practices can see the high operational performance as an outcome. HR organisations demonstrate a high degree of flexibility for changing the business environment as per the needs. HR organisations employ the staff on HR duties that has the analytic skills and desire to impact the business results. HR leaders Last Name 4 remain in close touch with the business leaders. This makes it possible for the business leaders to seek direct help from HR leaders for any business problem. Last Name 5 Works Cited Jackson, Susan E., Schuler, Randall S. and Werner, Steve. Managing Human Resources. 10th ed. USA: South Western Cengage Learning, 2009. Ulrich, David and Brockbank, Wayne. The HR Value Proposition. USA: Harvard Business Press, 2005.
