CHAPTER
ONE
INTRODUCTION
1.1
BACKGROUND
OF THE STUDY
Human resource management (HRM) is
concerned with the personnel policies and managerial practices and systems that
influence the workforce William et al, (1996). Human resource management
specialists in the HRM department help organizations with all activities related
to staffing and maintaining an effective workforce. According to Collins (2005),
major HRM responsibilities include work design and job analysis, training and
development, recruiting, compensation, team-building, performance management
and appraisal, worker health and safety issues, as well as identifying or
developing valid methods for selecting staff. HRM department provides the
tools, data and processes that are used by line managers in their human
resource management component of their job. “The HRM focus should always be maintaining
and, ideally, expanding the customer base while maintaining, and ideally, maximizing
profit. HRM has a whole lot to do with this focus regardless of the size of the
business, or the products or services you are trying to sell.” HRM is involved
in managing the human resources with a focus on expanding customer base that
gives profit to the company Sels, (2006).
"Human resources" (HR) is
a term that is used in business to refer to the people who work for a company
or organization. This term was coined in the United States during the 1960s,
when labor relations became a greater concern for U.S. businesses, and has
since spread around the world. The people who make up a company's workforce,
its human resources are considered to be an asset to the company, just like its
financial resources and material resources, such as buildings, machinery and
other equipment. A company is more likely to be successful if it manages its
entire resources well, including its people Singh (2004). This is why many
companies have human resources departments, even though those departments do
not directly contribute to the company's production, services, sales or
profits. Rather, effective HR departments allow and encourage the companies'
employees to do their best, which in turn contributes to the success of those
companies.
One of the main roles of an HR
department is managing current employees. Unlike managers who directly oversee
the employees' day-to-day work, the HR department deals with concerns such as
benefits, pay, company policies and training. Among the benefits that might be
handled by the HR department are insurance plans, paid vacations, paid leave
for illnesses and other health matters, pension plans and employee investments Cooke
(2000). The HR department also might settle conflicts between employees or
between employees and their managers as well as grievances filed against the
company by employees.
Human resources also involve the
acquisition of new employees. HR workers might be involved in recruiting
potential employees through advertisements or at job fairs Wood (1999). In some
cases, the HR department will try to hire certain types of people or at least
ensure that certain types of people are employ to improve the diversity of the
company's workforce. For example, a company might look for candidates who
belong to a certain minority demographic. The HR department often collects and
reviews job applications before forwarding those of the best applicants to the
appropriate managers in the organization. The hiring process might also include
background checks, credit checks and drug testing. After a new employee is
hired, the HR department typically provides orientation, including instruction
in company policies, and ensures that the employee is properly trained for his
or her job.
A company's HR department also plays a role when an employee leaves the
company for any reason. If an employee is fired or otherwise let go against his
or her wishes, certain tasks must be performed by the HR department to ensure
that the process was done legally. In some cases, severance pay must be offered
or negotiated, and outstanding balances of paid vacation time and other
benefits must be settled. The HR department might also need to collect all keys
or other equipment from the employee and make sure that he or she no longer has
access to the company's resources, including computer networks.
Employee morale is another concern for many human resources departments.
An HR department might be responsible for choosing an employee of the month,
arranging holiday parties and other get-togethers for employees or otherwise
rewarding employees for good performance. The HR department often is concerned
with creating a positive, enjoyable work environment. This can improve
employees' production and contribute to the rate of turnover among the
company's workforce. Human resource management (HRM) is based in the efficient
utilization of employees to achieve two main goals within a company or other
organization. The first is to effectively make use of the talents and abilities
of each employee to meet the operational objectives that are the ultimate aim
of the organization. Along with this, the practice also seeks to ensure that
individual employees are satisfied with both their working environment and the
compensation and benefits that they receive. At times, the two main HRM
functions seem to be at odds with one another Huselid (1995). There are
certainly instances where it is impossible to arrive at solutions that are in
line with both the aims of the company and the desires of the employee. When
this happens, effective managers are faced with the task of finding a
resolution that protects the interests of the company, but at the same time
provides and acceptable level of satisfaction to the employee. This process can
sometimes take a great deal of expertise on the part of the human resource
personnel, but ultimately can help establish the best solution for all
concerned parties.
Among the human resources issues that are generally handled by HR
management personnel are the drafting of position descriptions for all levels
of employment within the company, setting the standards and procedures that are
used for hiring new employees, and determining benefits that are extended to
existing employees. Disciplinary procedures, as well as procedures for
recognizing employees for exemplary work, also fall under the province of human
resource management. The HR department often seeks to provide the highest
quality benefit packages possible, given the current financial position of the
company. To this end, personnel will typically seek the best in group health
insurance, retirement programs, profit sharing, and vacation and personal days.
Preparing and maintaining a company employee handbook is often the province of
human resource management. As part of that process, the management team will
ensure that all guidelines and regulations contained within the text comply
with local, regional, and national laws that affect the status of employees.
Managers will also provide all employees the opportunity to understand the
provisions within the handbook, both as part of new employee orientation and as
an ongoing employee education process. Often, human resource management and
personnel are called on to mediate disagreements between employees and
immediate supervisors Patterson et al (1997). In these situations, the mediator
will seek to represent the best interests of the company, ensure that the
dialogue and process is in compliance with laws governing employment within the
country of residence, and seek to profile solution and reconcile the parties.
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