It is very important that human research management to transform from being primarily administrative and operational to strategic partner. The reason is it important is because the human resource department plays a crucial role in determining the culture of an organization. Human resources promote and implement policies and procedures. The key areas are hiring practices, compensation, management relations and employee conduct and behavior. The decisions made by the human resources department will effect an organization in a positive or negative way. The areas that will feel the impact or challenges will be creating awareness, compensation plans, hiring practices and behavior. “The role of the Human Resource Manager is evolving with the change in competitive market environment and the realization that Human Resource Management must play a more strategic role in the success of an organization. Organizations that do not put their emphasis on attracting and retaining talents may find themselves in dire consequences, as their competitors may be outplaying them in the strategic employment of their human resources”. The human resources department can give the benefit of showing management what the culture is really like. What is revealed may lead to positive changes in the organization culture, it could also lead benefits that the employee’s need. The human resource office can also help management decide if there is a need for change or eliminate programs that are not necessary. The human resource depart is vital when it comes to compensation because it is responsibility for the design or layout programs for the organization. A lot depends on how well the human resource department does their job, such as the positive and negative impact on organizational culture. It is instrument that the HR department creates a plan with an incentive program for employees, which could motivate the employees and increase productivity. If productivity is up, then I believe they are headed in the right direction. The human resource department also determines the hiring and recruiting practices used by the organization, which has a great impact on the organizational culture. The relationships between a successful business and Human Resource Management have to be incorporated into an organizations plans and strategies to be able to maintain longevity of success.
The history of the development of human resource management can be traced back to the early 1900s. Human resource manager’s original function was to basically manage the relationship between businesses and labor unions. Galbraith and Nathanson developed a model for the human resource management function that divided the human resource management function into four basic sub functions. The human resource management function was divided into seven parts. Human resource management are viewed as an essential part of an organization, also seen as a necessary to deal with labor unions. Human Resource Management focuses on securing, maintaining, and employing an effective work force, which organizations can strive. Human Resource Management involves a variation of activities, which include recruitment, and screening employees, preparing training needs, analyze human resource forecasts, compensation systems, and an understanding of the laws. The Human Resource Management function has evolved significantly since the early 1900.
The Correctional Service of Canada (CSC) was undergoing a renewal period. With renewal and change, it is essential for the human resource management function to adopt a strategic role in order to support and enable CSC 's business drivers. CSC is in the people business, and people and positive relationships comprise our most important asset; this is essential for fulfilling our public safety mandate.
Every person at CSC has a role to play in helping to achieve the results set out in this Plan. CSC 's managers...
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