Human Resource is not Your Friend
Since time memorial, the human aspect of resources in an organization has always played a central role in ensuring that an organization achieves its strategic goals. As a result of this, every organization is supposed to have an operational human resource manager whose primary role should be to deal with all aspects of workers’ issues. However, because of the level of professionalism that is required in this department, it is always important for people to note that, the HR is no their friend, but rather a professional who is supposed to deal with the welfare of employees. The HR’s duties are act as a friend, listen to their problems, and always try to help them to find the best solutions in a professional way. Therefore, whether they are family, friends or siblings, all the rules of the profession must be followed. In addition, considering that sometimes they are the main spokespersons of management to employees, sometimes they have to protect the management and organization, more so when there are disputes that may threaten the wellbeing of an organization, as they are part of the corporate structure. A HR is primarily tasked with the overall role of keeping an employee’s life functioning; hence, whether one likes the HR or not, at the end of the day, one has to go through him or her. On this note, although from this it may literally be assumed that human resource managers are employees’ enemies, it should be noted that everything they do is always dictated by an organization’s work ethics and corporate culture (Armstrong, 2009, pp. 4-25).
Importance of Human Resources Management (HRM) in an Organization
In all working environments, an organization cannot survive or build a good cohort of workers without a functioning human resource department. This makes it important for organizations to adopt and maintain good human resource management policies and teams. Through proper strategic management of employees, the HRM team can be able to recruit, develop, and retain a team of workers with the desired level of expertise. Basically, the HRM department acts as a bridge between the management team and its employees. Through proper HRM principles, an organization can be able to create loyal employees who will be motivated towards ensuring that an organization excels in any endeavor it invests or ventures into.
In addition, a well organized and managed HRM system can help an organization to control its budget by reducing excessive spending. This can be achieved through developing proper methods of reducing workforce management costs, as this department is required to study and understand the labor market and employment trends. Moreover, because instances of conflicts in an organization are inevitable, it is important for an organization to have this department because human resource managers are always trained on how to deal with any form of conflict. On the other hand, it is important to note that, this department plays a central role when it comes to sustaining a business and creating a good corporate image. By putting in place better succession planning policies, the HRM department can be able to transform highly performing and dedicated employees into future leaders of not only the company but also other big corporate organizations (Jackson, 2009, 2-23).
Armstrong, M. (2009). Armstrong’s Handbook of Human Resource Management Practice. London: Kogan Page.
Jackson, M. (2009). Human Resource Management: Essential Perspectives. Mason, Ohio: South-Western Cengage.