Human Resource Management


Human Resource Management

As identified by Sturman, he considers Human resource as a member of the senior management of an organization and has an important role in making strategic decisions in the organization. HR is also involved in the formulation and implementation of essential organizational strategies and implementation of business model. This makes HR a strategic partner in its roles. For an organization to be effective, human capital is pivotal to its success, this is important in all human resource processes such as recruitment, placement, development, talent management, training, etc, which is important in influencing an organization’s performance.

There are several factors that hold HR professionals from serving in the HR strategic role. One of the reasons is HR professionals have a long history of centering on measuring of activities instead of basing their accountability on results or value; this means that HR professional are more concerned with quantity rather than quality. In the contemporary business context, value creation is more important than quantity therefore HR experts should be able to measure performance in terms of value. Numerous HR individuals concentrate on the discipline and make programs, systems and regulations that are tedious and don’t convey value. They are frequently impacted more by the information of the discipline. These individuals are human resource individuals who happen to be in a strategic role. The need is to have individuals who comprehend the business issues and who then can make highly sensible decisions.

Almost all aspects of Human Resource are influenced by legal and political context; this context can positively influence the HR through strong laws such as anti-discriminatory laws: this will positively affect the strategic role of HR in improving work relations in diverse groups. The economic context can have a positive influence if an organization supports continuous learning, which is essential in an unpredictable economic landscape. In a technological context, lack of up to date HR technological innovations and know-how will lead to poorly implemented strategies. Lastly, the socio-cultural context can impact greatly on HR function: a poor understanding of group dynamics and population dynamics may impact negatively on HR functions.





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