Sample Essay On How Human Resource Add Value To An Organization
Many companies take employees as their most valuable assets. Human resource has got extreme values. Human resource serves as a motivational to the top performance and helps in the maintenance of organizational culture of high morale (Werner, 2012). It has emerged as a prominent view of its role in the building and developing of a strong organization. The desire to become strategic has overwhelmed most of the human resource departments. It means the disposition of their professional knowledge and skills and working with their managers. It happens in connection with doing things that help in improving the organization in some ways. They add value to an organization in many respects.
The foundation of a top performing company is the hiring and the retention of top talents. Human resource is highly responsible for the building and management of the systems. The systems train, motivate, attract, recruit and retain the best employees of the company. They establish strong interviewing and screening processes, developing successful employee tools of evaluation, planning of orientations and training and construction of motivational compensation programs (Deb, 2009). There has been phenomenal growth in the number of social enterprises more so in India over the last years. It has resulted from the new policy of the government gradually withdrawing from social development activities.
The created gap becomes filled with social enterprises. The enterprises engages in the development of people. It is ironical that they experience numerous resource issues. They include getting new employees at lower rates of compensation and provision of well-defined roles and tasks within the organization. They also retain talents specifically in the middle management. It has led to high attrition and rising cost of acquisition and training of new employees (Werner, 2012). Many innovative strategies are applied by the enterprises to solve such critical problems. The human resource policies have been adopted by many companies so as to attract and retain talent.
They offer jobs to individuals with vision and value congruence and hence enhancing credibility of the organization. It is achievable by provision of opportunities for personal growth. It also brands building and creation of the sense of ownership among employees (Reddy, 2005). They achieve this through equity shares, creation of entrepreneurial opportunities within the organization. They also find representatives from among beneficiaries and attract them to the serene lifestyle in peaceful and scenic location. In addition, they provide attractive fringe benefits to the employees (Deb, 2009). It, therefore, implies that they adopt partnership paradigm in relation to the management of their employees.
The ongoing process of an organized planning in the achievement of optimum usage of an organization’s most valuable asset is its human resource. The primary objective of human resource planning is ensuring that the best fit between employees and the jobs in addition to avoidance of manpower surpluses and shortages (Werner, 2012). The major elements of the planning process include the forecast of labor and demand, maintaining balance of projected energy demand and supply and analysis of the present labor supply.
Human resource strategies have overtaken reactive responses in relation to employment conditions (Haines, 2002). The human resource professionals play a significant role in planning. The director of the human resource plays serves as the company management teams and participate in strategic planning. He makes the assessment of the enterprise strengths and weaknesses and makes the forecasting of threats and opportunities (Saiyadain, 2009). The participant contributes to the current view and the future expectations of the people and the requirement of resources (Reddy, 2005). He discusses the compensation and training changes and conducts research regarding the emergence of opportunity and threats.
The planning process of many of the best practice organizations defines what ought accomplishment in a given time to frame. It also determines the number and the type of human resources that are sufficient to achieve the set business goals. Management that is competency based supports the inclusion of human resources planning through allowing them to assess the current human resource ability based on their skills (Saiyadain, 2009).
They work against the ability needed for the achievement of vision, mission and business goals of the organization. There is the designation, development and implementation of targeted human resource strategies, plans and programs that addresses that closes the gap. Policies and programs monitored, and evaluation happens on a regular basis. It ensures that the organization moves in the desired direction (Haines, 2002). It also checks on closure of employee competency gaps in addition to making corrections where necessary.
Human resource protection provides support to both small and medium sized companies. Employment law is increasingly changing, and it has become very hard for business owners to ensure fully compliance with the legislation. Human resource adds value to an enterprise through legal protection from wrongful termination and discrimination. Human resource professional ought to continually speed up on employee laws and educate company executives and managers. They also design hiring and promotional systems that promote equality and fairness (Werner, 2012). They ensure interview questions are in line with the job specification and minimize the chances of the discrimination claim (Reddy, 2005).
How an employer takes on the laying off of the employees on the front end can make a difference that is imaginable on how separating of the employees is achievable. A well-executed and carefully employee termination leads to avoidance of severe stir in the lace of work. On the other hand, a poorly executed approach costs the employer dearly in terms of morale and productivity. It also drains finances in case the ex-employer fires back with a court case (Saiyadain, 2009). Proper preparation for firing of employees starts with paper so as to look at performance evaluations, attendance, disciplinary actions and many others.
There must be clarity that the documentation shows a strong foundation that supports the reason for the employee fire. It helps in making the decision and serves as a backup in case the fired employee filed a case. Human resources ensure that there is consistency in documentation (Werner, 2012). Agreement between the employer’s reason and the documented work history of the employee can lead to a difference between the two partying ways (Deb, 2009). It can also result in a lengthy legal battle. In case the ex-employer who is in search of evidence after termination and lacks records, the employer ought to reflect the blood on the water. The polygraph employee protection act prohibits the employer from firing the employees on the basis that they fail to take a lie detector.
For there to be a creation of stable foundation and cost effective human resource system, it is crucial to have human resource documents like employment contracts. They should be in accordance with the current legislation and benchmark you as being the most recent employer of choice (Deb, 2009). Human resource plan should not be rigid so as to meet the short-term trials facing the association and adjust to the varying conditions in the business environment in the long term.
Bandt, A., & Haines, S. G. (2002). Successful strategic human resource planning. San Diego, CA: Centre for Strategic Management.
Deb, T. (2009). Managing human resources & industrial relations. New Delhi: Excel Books.
Jackson, S. E., Schuler, R. S., & Werner, S. (2012). Managing human resources. Mason, Ohio: South Western cengage learning.
Reddy, M. S. (2005). Human resource planning. New Delhi: Discovery Pub. House.
Saiyadain, M. S. (2009). Human resources management. New Delhi: Tata McGraw Hill Pub.
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