Human Resources Management is a strategic and coherent approach to the management of the organization’s most valued assets-the people working in it who individually and collectively contribute to the achievement of its objectives (Michael Armstrong, 2006). Bratton and Gold (2007) defined Human Resources Management as a strategic approach to management relations which emphasizes that leveraging people’s capabilities are critical to achieving competitive advantage this being achieved through a distinctive set of integrated employment policies, programs and practices. It’s a set of interrelated policies with ideological and philosophical underpinning as Storey 1989 believes. Bratton and Gold (2007) as sited in senyucel (2009) stated that the purpose of human resource is to ensure that the employees of an organization are used in such a way that the employer obtains the greatest possible benefits from their abilities and the employees obtain both material and psychological rewards from their work. This document will justify the relevance of Human Resource department in an organization and how HR functions facilitates the achievement of the organization’s goals and objectives. Human resources plays an essential role in developing a company's strategy as well as handling the employee-centered activities of an organization. Its functions are concerned with the management and development of people in organizations. They are involved in the development and implementation of HR strategies and policies and some or all of the following people management activities: organization development, human resource planning, talent management, knowledge management, recruitment and selection, learning and development, reward management, employee relations, health and safety, welfare, HR administration, fulfilment of statutory requirements, equal opportunity and diversity issues, and any other matters related to the employment relationship (Armstrong 2006).
2.1 Organization Development
The Human resources plays a big role of strategic planning and policy formulation to facilitate the attainment of goals and objectives of the organization while at the same time making sure that the standard operating procedure are being followed by every employee in the organization by putting in mechanisms which can direct them. The department ensures also that right people been tasked on the right job which they can deliver to the maximum of their ability either by recruiting or utilizing the existing staff for the job. Abraham Maslow (1970) in his book (motivation and personality, 2nd ed.) stated that a human being is a wanting being, when one need is satisfied, another one comes in automatically. This indicates how the organization’s external environment, clients or customer needs can keeps on changing with time, and by putting the best employs in the strategic planning team, new approaches and strategies for meeting changing end consumer needs or external environment and this helps in sustaining the achievement of meeting the organizational goals and objectives.
2.2 Human Resource Planning
Human resource planning on the other hand is a process which anticipates and maps out the consequences of business strategy on an organization’s human resource. It aims at preparing for the future to ensure that the organization has the right number of staff in the right place at the right time to achieve the organization goal. Cole (2009) highlighted that HRP is concerned with issues of demand and supply availability (internally and externally) for human resource management perform effectively. It is reflected in planning of skill and competence needs as well as total head counts (Alan Prince, 2007). This assists in assessing whether to make crucial decisions in an organization like; redundancy or retirement costs, consequences on morale, redeployment/outplacement opportunities, availability of skilled staff within the organization,...
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