The Human Resource Department

Published Date: 02 Nov 2017

Nowadays, the Human resource department is one of the most important departments in an organization. The Human resource management emphasis on achieving competitive advantages through a high committed and, most important, a skilled workforce using an integrated array of cultural and individual technique (Storey, 2001). It also pointed out the recruitment of a management providing direction for the persons who work in the all company. It can be performed by the line manager who deals with issue related to person such as hiring, safety, compensation, employee motivation, etc. Human resource management considers the workforce as an asset and not as a cost.

I will say that is a good idea to introduce a human resources professional in the organization. It will improve the employment situation and the employee welfare will be better. In fact, the human resource has many objectives and rules that will help in yours problem of workforce.

Personnel Management is the process by which an organization finding, consuming and maintaining the gratified workforce. It’s concerned the employee and their relationship with organization. This sort of management is mostly administrative. Generally, the personnel management deals with employees, their payrolls and employment law. The personnel manager prefers bureaucratic, mechanistic, centralized and formal defined role structures. The roles are specialized and professional. The evaluation criteria of this management are administrative efficiency, the standard performance and the cost minimization. The time and planning perspective of the personnel management is reactive and in short term. In addition, this management style prefers the external control than the internal control and the employee relation perspective are pluralist, collective and make a low trust relationship between us.

To sum up, generally, the Personnel management has certain objectives and gall to reach:

Creating an healthy environment for the employees workers to work effectively

Creating a better inter-personal relations, develop a sense of responsibility and responsiveness

Implementing best techniques and methods to have the best possible development of workers on work.

Choosing and place the right quantity of people and ensuring good distribution of duties and responsibilities upon them.

Increasing the sense of initiative amongst employees.

In contrast, the human resource management tries to combine the human aspiration of people and the strategic and financial needs of the business. It can be defined as an strategic approach to supervising employment relations which emphasizes that leveraging person’s abilities is critical to reaching sustainable competitive advantage, this being achieved through a typical set of integrated work policies, programs and practices (Bratton and Gold 2003). HRM put attentions on recruitment, management and providing directions to people who works in an organization. In addition it can be achieved by line managers. In fact, it mostly works with:

Compensation

Employees Motivation (Reward management)

Communication and relationship (trade union and staff association)

Welfare (offering services such as recreational facilities)

Recruitment of new employee

Training of new or existing employees

Health Safety of the employee ( ensure that workers are protected from health hazard)

Performance management

Hiring

Administration

An effective human resource management increase employee’s motivation and show to the employee that he is contributing effectively and productively to the all organization. In over word it is a planned approach of the workforce that makes the goal of the company his goal an objective. The main characteristic of the HRM is the treatment of persons as assets not as a cost and the valorization of the last to make competitive profit at the end.

Nowadays human recourse professional are more important than in the past. Today they are considering as a critical factor to assure the success of an organization. Actually they are responsible of planning, pension, staff development and training. As I say earlier, the human recourse management can be performed by the "line managers". In our case, if the company takes on a human recourse professional the most important change will be the implementation of line managers in the organization. As a result of that, the company will be less centralizes than in the past.

These managers are those to whom employees report and who have the duty to manage the team. They are in charge of many responsibilities that include, the day to day people management, the management of operational costs, the technical expertise, the organization of work allocation and roster, the monitoring of the work process, the quality, dealing with customers and clients and finally they have to measure the operational performance of the workforce. To sum up, we can say that line managers have a critical role because they implement the human resource policies and practices. Because of that employees feel better and have a superior level of job satisfaction, commitment, and in addition, loyalty. The result of that is an increase of performance. The implication on the human resource is to implementation of lines managers. And the implications of line management are multiple:

Performance appraisal

Training coaching and guidance

Employee engagement

Openness (communication between employee and line manager)

Recognition

So, we can conclude that take on a human resource professional will change the organization structure by decentralized it with the line managers and departments. But the effect of this change will be the improvement of employee and workers engagement, loyalty and performance.

The line management is simply an intermediate between the HRM and employees. But it is crutial in a number of respects:

Enabling the HR Policies and Practices, or create them.

Acting upon advice or Guidance from HR

Controlling the Work Flow by Directing and Guiding the Work of Others