Human Resource Management Overview

Human Resource Management Overview

Faye A. Smith

HRM 300

April 7, 2013

Dr. Tim Loatte

What is Human Resource Management?

Human Resource Management is a staff or support function in the organization. Its role is to provide assistance in HRM matters to linemployees, or those directly involved in producing the organization goods and services. Second, Human Resource Management is a function of every manager's job, whether or not one works in a formal Human Resource Management department. (Decenzo & Robbins 9th ed, 2007)

The process of hiring and developing employees so that they become more valuable to the organization. Human Resource Management includes conducting job analysis, planning personnel needs. Recruiting the right people for the job, orienting and training, managing wages and salaries, providing benefits and incentives, evaluation performance, resolving disputes, and communicating with all employees at all levels. (www.businessdictionary.com)

What is the primary function of human resource management?

The primary function of Human Resource Management is none, all the function coincides with each other, and the goal of the Human Resource Management is to strengthen the employee-employer relationship. This goal is supported by a variety functions within the HRM and throughout the organization such as Managing HR: It is responsible for ensuring that department employees are well versed in their areas of expertise. The different disciplines of Human Resource require expertise in compensation, benefits, safety, payroll, recruiting, and training. Ideally, the HRM is a generalist, which means they have to be cross-discipline. HRM also requires knowledge of federal, state employment and labor laws and regulations that apply to Human Resource Professionals. Human Resource Managers also has to deal with labor unions. In many instances this process alone constraints management from making unilateral decisions. One issues that and Human Resource Management faces are the debate over employers' ability to terminate employees' whenever they want. (Decenzo & Robbins 9th ed. 2007)

Human Resource Management needs to be in constant communication with the executive leadership. Human Resource Management has to gain the trust and confidence of employed—the best to establish trust and confidence is trough daily interaction with the workforce. The HRM is the "face of hr" and therefore relied upon to be both Human Resource experts and employee advocate. (Ruth Mayhew, Demand Media www.smallbusiness.chron.com)

Human Resource Manager in a small business has to do all four activities themselves without a supporting cast. With the Human Resource Manager in a small business they have to keep current in the field and the legal issues. They might to rely on outside sources to perform some of the duties for instance they might