HUMAN RESOURCE MANAGEMENT IN AN ORGANIZATION
Introduction:
People are at the core of every organization. With staff, organizations cannot exist. It is therefore vital that organizations do not take their staff for granted. This article aim to help recruit, develop and look after their staff or workers. The term that is often used for this is human resource management.
Humans: people with their experiences, skills, knowledge and personal qualities.
Human resources: the people, and the policies and practices that affect them in the workplace in an organization.
Therefore human resource management is the management of the people, staff policies and the practices that enable an organization to carry out it work. This affects staff from the moment individual contacts the organization in respond for a job advertisement, to the time they leave the organization. Human resource management is about enabling staff to use their qualities in order to fulfill their role and contribute to the organization mission and purpose’
Good human resource management is essential if organizations want t attract and retain good staff. If people see that an organization values its staff, they are more likely to apply for a job with the organization and more likely to stay once they recruited. Good human resource management means that an organization reduces risk to its staff reputation. It can do this by considering issues such as employment laws, child protection and health and safety. Good human resource management can also reduce costs for an organization. For example, good recruitment policies and processes mean that the organization can effectively and efficiently recruit people who will carry out their jobs effectively. Good systems for performance management mean that organizations can ensure that they are getting the best from their staff and employees. It should be noted that volunteers are an important resources for many organization.
This research is to help people who manage or will manage staff and those who are specifically involved in aspects of human resource management. In some organization, line managers may be the only people who consider human resource management. Other organizations may employ one or more people to oversee human resource management. The policy and guidelines for human resource practice which such people are used by the line managers, line managers are therefore as responsible for human resource management as any team devoted to it.
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| human resource management team |
HUMAN RESOURCE MANAGEMENT IN AN ORGANIZATIONAL LEVEL
There are many aspects of human resource management. Some organizations may feel overwhelmed and unsure about where to start making improvement. This is particularly the case organizations that do not have a team or department specifically responsible for human resource management.
Where there is no specific team, it is worth considering giving someone responsibility for aspects of human resource management as part or their entire role. There are many benefits of having a member of staff with ownership of human resource management. For example
1. The organization can be kept up to date on legal issues
2. A coordinated approach can be taken with regard to strategy, policy, and practice. This helps to ensure that the organization has a fair and consistent way of treating its staff.
3. Staff has access to good advice on issues relating o staff.
4. Salaries are fair and consistent.
5. Good policy and practice can be put in place.
6. Job description can be kept up to date. Staff and line manager thaen know what to expect and performance can be measured successfully.
7. Recruitment procedures can be thorough and enable the best hands of people to be selected.
8. Staff briefing and induction is planned and well organized.
9. As the organization shows it thinks human resource management is important, staff fell valued and encourage staying with the organization.
Some organization may be large enough to establish their own team that is responsible for human resource management department. In this case, it is important to gain permission from the leadership of the organization first, including the chief executive officer and the board. It may be necessary to inform them of the benefits of human resource management department in order for them to understand the importance. It is worth nothing that some donors will provide funding for activities related to human resource management.
Main areas of Human resource management in an organization
The areas of human resource management in an organization, most of the areas depend on a good grading and salary system also for example, ensuring that the line manager hold regular meetings with their staff and developing an appraisal form for them to use can have a huge impact on staff performance. Below are the main areas of human resource management in an organization
1. Grading: this deals with good staff planning, organizational structure, job description and job evaluation.
2. Salary: this deals with grading, funding, organizational values, payroll ,tax , social security, pay slips.
3. Benefits: this deals with common practice, funding, organizational values, types of benefits such as medical, leave, allowance.
4. Recruitment: this deals with organizational priorities, and needs, staff planning, good recruitment practices, grading, salary, benefits, employment contract.
5. Briefing/induction: this deals with recruitment and performance management.
6. Performance management: this deals with recruitment, briefing, timely catch ups and appraisal.
7. Employment contract/staff hand book: this deals with grading, salary, benefits, discipline and grievance policies, recruitment, national law.
8. Staff development: this deals with organizational priority, needs and values, recruitment, performance management.
How to improve human resource management in an organization
There are two important things to identify is before considering human resource e management.
1. The organizations vision, purpose , mission, values
2. The organizations structure’
Vision, purpose, mission and values:
Good human resource management in an origination depends on the organization having a clear vision, purpose, mission, and values. The vision is needed to motivate staff. The purpose is needed to ensure that staffs are all working towards the same goal. Without a mission, it is impossible for the organization to know what work needs to be done, and job descriptions cannot be identified. Values show how the organization will do its work and what kinds of staff are needed to do it. Below is an example of vision, purpose, mission, and values. It is important that an organization has identified these before reviewing and improving its human resource management department.
Vision is about how we would like the world to change for the better, for example a world without hunger.
Purpose is about what the organization exits to do , in order t contribute to the vision for example, to help people to increase food production.
Mission is what the organization commits itself to do and identifies the people the organization serves, where they are and they are served. For example, to reduce hunger in our country through training, enabling and supporting farmers.
Values relates to what the organization stands for. They influence them way the organization acts and give the organization its identity. Values often make an organization different from other organization that addresses the same issues. Example includes commitment to God, commitment to learning, commitment to relationship, commitment to excellence.
Organizational structure
it is helpful to consider the structure of the organizations staff. The best way to do this is to draw an organization chart which shows where staff positions fit into the organization and how they are lined managed. The organizational structure helps:
1. Makes grading system easier to develop and enables smooth recruitment processes
2. Helps in understanding how many people are being managed by one manager. it is advisable that no more than eight people report to a single manger
3. It helps keep job titles consistent. For example, the title manager may only be given to senior staff in the organization.
4. Shows where there may be gaps or overlap in position within the organization
Example of organizational structure:
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Managing director |
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Project manager |
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Deputy managing director |
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Administration assistant |
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Finance manger |
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Finance assistant |
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Project officer |
Questions to ask, yourself when running the human resource department in an organization
1. How important is our staffs the success of our organization? Do we view our staff as more important than others?
2. How does our organization show staff they are valued?
3. How does our staff fit within our organizations vision, purpose, mission, and values? Are using and investing in staff in the right way, if not how can we improve?
4. What does our organizational structure look like? What can we learn from this?
Importance of human resource management in an organization:
Role of human resource management in an organization:
Human resource management functions in an organization:
- HUMAN RESOURCE PLANNING
- TRAINING, EDUCATING, AND DEVELOPMENT OF WORKERS
- WAGES AND SALARIES ADMINISTRATION ,INCLUDING RELATED REWARD SYSTEM
- INDUSTRIAL RELATION OR EMPLOYEE RELATIONS
- WELFARE, EMPLOYEE SERVICE, HEALTH AND SAFETY
- ORGANIZATIONAL DESIGN AND PATTERNS OF WORK
Human resources in global organization:
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