THE COPPERBELT UNIVERSITY DIRECTORATE OF DISTANCE EDUCATION AND OPEN LEARNING PO. BOX
NAME: TIMOTHY NSHIMBI
P.O BOX 20515
COURSE: HUMAN RESOURCE & LABOR RELATIONS- BBA380
LECTURER: MR K.K.KAPIKA
DUE DATE:15TH SEPTEMBER 2012
Discuss the relevance of the Human Resource Management Department and the role that it plays in the organization. How developed is the Human Resource Management function in Zambian organizations from 1980 to date?
Human resource management is the process of acquiring, training, appraising, and compensating employees and of attending to their labor relations, health and safety, and fairness concerns. A function performed in organizations that facilitates the most effective use of people in order to achieve organizational and individual goals.(Gary Dessler, 1997) Others define Human Resource Management as the integrated use by an organization of systems, policies and management practices to recruit, develop and retain employees who will help the organization meet its goals. Introduction
Human Resource Management plays an important role in assuring employee satisfaction, improving performance and productivity. This can further an organization's competitive advantage, and directly contribute to the organization's success. Human Resource Management is not just an issue for an organization's Human Resource Management department or for Human Resource professionals. It is also the responsibility of leaders and managers, who exercise human resource functions with their staff every day. It provides managers with skills and tools to enhance their own performance and the performance of their employees. By using these tools and working closely with human resource professionals, managers can help build their employees' capabilities and strengthen employee commitment to the organization. This in turn will strengthen individual and organizational performance, and further the organization's ability to meet its goals according to performance objectives and standards.
Why is Human Resource Management important?
An effective Human Resource Management system allows organizations to address human resource issues strategically. This helps the workforce deliver high quality health services, despite internal and external challenges to the organization. A strong human resource management system helps organizations prioritize their organizational and business strategies while effectively managing the changes inherent in the organization’s reform and decentralization. It helps attract and retain competent employees, assists employees and managers in adapting to organizational change, and facilitates the use of technology to determine how and where work is done. Human Resource Management is perhaps one of the most misunderstood, but most important management systems. Employees are an organization's most important asset, as well as its most expensive. Personnel costs often consume 70-80% of an organization's budget. With a strong and equitable HRM system, employees:
receive compensation that reflects their level of responsibility. •
feel more motivated and understand how their work relates to the organization's mission and values. •
are more satisfied with their jobs.
With a strong and equitable Human Resource Management system, organizations: •
are better equipped to achieve their goals.
increase the level of employee performance.
save costs through the improved efficiency and productivity of workers. •
improve their ability to manage change.
Important roles that Human Resource Management can play in an organization At the organizational level, Human Resource Management and human resource professionals play many important roles. They include: 1.
acting as a strategic partner with senior managers and leaders by aligning human resource strategies and practices with overall organizational strategies; 2....
References: 1. Industrial and Business Management. Martand T. Telsang New Delhi (2001)
2. Human Resource Management. Gary Dessler (1997) New Jersey
3. World Bank (2008) Zambia HRH Policy Note: Evidence-Based Policy Recommendations. June 2008.
4. ‘Personnel Management in the Public Sector’.Oswick, C. and Grant, D. 1996.
5. Human resource management at work CIPD: London. Marchington, M. and Wilkinson, A. 2005.
6. Strategy and Human Resource Management Boxall, P. and Purcell, J. 2003.
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