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Hrm/300 Managment Overview

Human Resource Management Overview University of Phoenix HRM/300 November 14, 2012 Human Resource Management Overview Organizations require people to run everyday operations, which mean every organization needs human resource management. Today’s paper will discuss what human resource management is, and its primary function within an organization. Every organization has a strategic plan, and human resource management play a critical role in the implementation and production of that plan.

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Last, will discuss the role of human resource management in an organization’s strategic planning.

What is Human Resource Management? According to Reed (2012), from the University of North Carolina Wilmington, Human resource management or HRM, assist in the development and education of people within the organization. The world is constantly changing and evolving each day. Human resource management must understand many aspects of society and the world to properly prepare an organization for those changes. For example, those changes could be: Globalization, technology, workforce diversity, labor shortages, continuous improvement initiatives, etc… Primary Function of HRM

There are many functions of HRM within an organization. However, the primary function of HRM is to increase the effectiveness and contribution ability of its employees, while attaining the goals and objectives of the organization. This could include continuing education, department cross-training, certification processes, diversity training, etc… (DeCenzo & Robbins, 2007). As stated in the aforementioned paragraph, HRM has many roles within an organization. Some of these roles include compensation, benefits, training and development, employee relations, recruiting, and hiring process.

Based on the broad spectrum of responsibilities for HRM, it is crucial for one to behold solid communication skills and decision-making capabilities. One may argue it is also critical to behold strong analytical skills and critical thought processes. These are skills one needs to stay competitive in today’s business world (DeCenzo & Robbins, 2007). HRM’s Role in an Organization’s Strategic Plan After generations of arguing, there is still an ongoing debate about the role HRM play in an organization’s strategic planning process. Some senior management believes HRM’s role is solely as a compliance function.

Other senior management looks to HRM as a consultative service. No matter one’s stance on this debate, there is no denying the impact HRM has on the strategic plan of an organization (DeCenzo & Robbins, 2007). HRM professionals continue to fight for the proverbial “seat at the table” in this debate. HRM has nothing to worry about in most organizations. Successful organizations rarely develop a strategy involving human capital without the consideration of HRM. Even more important, no strategic plan is successful without effective recruiting, deployment, and development of human capital.

This is exactly why HRM should have a “seat at the table” at all times (DeCenzo & Robbins, 2007). HRM provides value at every level of the strategic planning cycle by demonstrating knowledge, alignment, success, and vision of the organization. HRM must recruit each candidate that best fits the needs of the business. If the business is suffering or needs improvements in a specific area, HRM will recruit to fill that position based on specific criteria the business is looking for to further advance its position within the competitive market.

If HRM does not function at a high level within this one function, the entire business is at risk (DeCenzo & Robbins, 2007). Conclusion Exploiting opportunities and identifying goals are the two most important aspects of strategic planning. HRM plays a critical role during this process, while limiting and considering all associated risks. HRM helps align goals and initiatives while aligning all necessary resources to deliver the desired results of its key stakeholders. HRM should be involved in every step of every process. If one can execute successfully these uiding principles throughout each phase of strategic planning, one’s future is bright. Involving HRM will strengthen the position of the strategy by providing fact-based insight to stakeholders. In time, HRM will align the necessary resources to achieve the initiatives and goals of management and the strategic plan. References DeCenzo, D. , & Robbins, S. (2007). Fundamentals of Human Resource Management (9th ed. ). John Wiley and Sons. Reed, D. (2012). University of North Carolina Wilmington. What is human resource management. Retrieved from http://uncw. edu/career/humanresources. html