Human_Resource_Management_Roles_Paper

Human Resource Management Roles Paper Sharon M Flemming HCS 341 April 25, 2011 Professor Diane Rodriguez Human Resource Management Roles Paper It has often been said that an employee is a company’s greatest resource, which may be the reason an entire department within an organization is devoted to just that, human resources. With the ever-changing economy and growth of the health care industry, many changes have taken place within the personnel department to reflect those changes. The newly evolving human resources department is the backbone of the organization, the infrastructure that determines the direction and success of the organization. The Human Resources Department is responsible for more than just routine administrative processes, such as staffing, payroll, retirement, and record keeping. The restructuring of the Human Resources Department has added many new responsibilities to the already long list of tasks performed by members of the Human Resources Management Team. The Human Resources Department of today is a multifunctional unit composed of diverse levels of administrative personnel such as the human resources director, human resources generalist, human resources assistant, and employees organized around providing a specific component of human resources services (Heathfield, 2011) whose primary purpose is focused on work design, staffing, performance appraisal, career planning, and compensation as well as workplace safety and health while meeting federal and state regulatory laws. According to McKay (2009), the role of Human Resources Department is to ensure the necessary services, processes, and policies are in place to enable employees to perform at their best, be safe and satisfied with their work and be appropriately developed (Human Resources, para. 1). There are many challenges facing the human resources management team. Environmental challenges are the forces external to the firm and may influence organizational performance but are largely beyond management’s control and may include workforce diversity, economic globalization, legislation, evolving work and family roles, and skill shortages. Organizational challenges are concerns or problems internal to a firm and can be addressed effectively by managers who take a proactive approach by taking action before they get out of hand. These issues may include decentralization, downsizing, organizational restructuring, organizational culture, advances in technology, and outsourcing. The individual challenges that may occur within the Human Resources Department involve, treating employees’ ethically and engaging in socially responsible behavior, increasing individual productivity and dealing with issues of job insecurity (Gómez-Mejía, Balkin & Cardy, 2010). Utilizing the Human Resources of an organization can be a challenging and never-ending task that requires the devotion and attention a of an entire group of individuals dedicated to ensuring that employees and employers are the right fit and taking the appropriate measures to guarantee the success of both the employee and the organization. References: McKay, C. (2009). 'Valuing people is at the heart of organisational success'. Department of Human Services State Government of Victoria, Australia. Retrieved from http://www.dhs.vic.gov.au/operations/human-resourcesApril 25, 2011 Heathfield, S. M. (2011). What Is the Human Resource Department'. About.com Guide. Retrieved from http://humanresources.about.com/od/glossaryh/f/hr_department.htmApril 25, 2011 Gómez-Mejía, L., Balkin, D., & Cardy, R. (2010). Managing human resources. (6th ed.). Upper Saddle River, NJ: Prentice Hall. Retrieved April 25, 2011