Role of the Human Resource Department-free Samples for Students

Question: Discuss about the Role of the Human Resource Department. Answer: Employees in any organization are the people who help in the execution of its activities to enable achievement of the set goals and objectives. The workers in the job are both skilled and non-skilled, but they are very crucial in the meeting the targets. All employees are important to the organization and their contribution regardless of how small they help in the success of the team (Jackson, Schuler, Werner, 2011). Therefore, employees are the drivers of the team success and strategies must be put to regulate their activities. Firms are obligated to have the human resource department which deals with all the welfare of the employees. Unavailability of the staff leads to confusion when the manager is handling the employees. Business should have a human resource department headed by the human resource managers to ensure any positive progress of the firm (DeCenzo, Robbins, Verhulst, 2010). The human resource department has several functions which ensure the organization activities are executed in an orderly manner. The department deals with the needs of the employees who are the internal business stakeholders. The functions include; It conducts recruitment and hiring employees to the various departments in the organization. All the departments of the firm required employees with the different skill to enable better execution of the duties with ease. The HR department gets all the needs of specific departments concerning the required employees and conducts recruitment which leads to the employment of the qualified persons (Saks, Haccoun, Belcourt, 2010). HR department carries out training and development of employees. Technological changes have brought many changes in the execution of businesses in the industry. Employees due to the changes are rendered unqualified without the skills to execute their duties accordingly. HR managers have to receive information from the specific departments' administrators concerning the progress of the employees regarding the execution of their activities. Better performance is what is expected but if there are difficulties in working the HR department can put the measure to train the employees and equip them with the current skills necessary for better performance (Messersmith, Guthrie, 2010, pp. 241-264). The department deals with the determination of the employees' remuneration. The HR department sets the salaries and wages of the employees but after consideration with the executive managers for guidance. The staff sets standard that employees require to work in the firm and also set the salaries to be paid (Qasim, Cheema, Syed, 2012, pp. 31-39). The HR department does promotions of the workforce and dismissal. The department collects information from the specific departments' manager to know the performance of employees and can know whether to appraise them or end their working contracts. The HR manager does reassignments of employees because of the employees' inability to execute duties or at the end of their contracts with the firm (Pencavel, 2012, pp. 537-570). Finally, the HR department helps the employees in any difficulties they face during their execution of business activities. The departments ensure the employees enjoy their work in the organization and eliminate any hindrances that may slow their productivity. It is evident that the HR department is paramount for any team as it deals with employees needs which are many in the firms. The role of this office cannot be delegated to the department managers as it would lead to conflicts of interests and their shift from their primary duties. A delegation of HR department duties by the Dynotopia Hotel is the leading cause of its problems. Role of the human resource managers The HR department is headed by the human resource managers who have the obligations to ensure that all the duties of the department are executed fully in the organization. The managers have the responsibilities of overseeing activities in the department. Managers, therefore, determine the success of the business by supplying it with employees qualified and able to execute the tasks with no difficulties for high results (Alfes, Truss, Gill, 2010, pp. 109-127). Human resource managers' responsibilities include the following; They oversee employment of new employees to the organization. The managers advertise vacancies to the public and lead the recruitment and selection process. These ensure that the firm gets the right persons to execute its duties efficiently. The various departments give the manager the needed qualifications of their employees and the manager gets the employees to fit the vacancies (Rees, Rumbles, 2010, pp. 169-190). Employees' better performance is aided by many factors from both internal and external environment. The HR provides the employees with a favorable environment for them to execute their duties without challenges. The favorable environment includes clean working areas, better machines to use, work uniforms, etc. Enjoyment of employees in execution of their duties increases their morale hence better performance is achieved. The managers oversee the payment of the workers' wages and salaries according to the agreements. Exemplary achievements by the employees lead to appraisal, but shoddy work may result in dismissal by the human resource managers. Training and development are necessary to ensure that the employees cope with current changes in the business environment. Human resource manager checks the needs of the employees and offers training and development when it is needed (Jabeen, 2011, pp. 197-204). The human resource managers have the mandate to ensure employees' employment they follow the right channel. There are rules and regulations in each country that regulate recruitment and selection process. Managers need to make sure that the laws are followed and adhered to avoid conflicts with the lawfully. Ignorance of the law is no defense for any manager as the law requires them to be acquainted with the laws in their areas of operations. Dynotopia Hotel absence of the Human resource managers has brought many conflicts in the organization. The employees' recruitment and selection are poor as when executive employees leave the work they are replaced by unqualified workers' who have little productivity. The poor service they offer leads to the rise in the customer's complaints. The workers also lack the current knowledge to execute duties and thus training and development are urgently needed. Department managers have not complied with the laws concerning the rise of employees' wages and salaries making it get into disputes with the trade unions. Therefore, the organization needs an HR manager to ensure that all these problems are solved for the Hotel to start making profits and succeed. Organizational Chart Notes The executive manager gives the HR manager power to employee employees, remunerate them and dismiss them from their duties. The department gives the HR manager their needs of employees to be employed and the HR department recruits and employs the employees for the various departments. Key Responsibilities To Be Achieved: Recruitment and selection of employees to fill the firm vacancy Training and development of employees Coordination of the activities of the employees Salary determination of all the employees of the firm including the department managers Ensuring a conducive working environment for the employees Remuneration and appraisal of employees Carrying out promotions of the employees Reassignment of employees from different tasks Observant of the laws governing the Hotel industry Solving disputes and assisting employees Dismissing or ending contracts of employees. Key Performance Indicators High sales for the hotel. Customers satisfaction through the feedback they give through the social media, calls etc. No disputes with different business stakeholders. Smooth execution of business activities without disputes. Availability of the required employees with skills and knowledge for job execution. High profit margin. Competency Requirements The person applying the Human Resource manager must have the following: Working experience of 5 years in an International Hotel. Age of 40 years and above. Having masters in Human resource management from a recognized university globally. Good track records in the previous jobs showing high skills in management. A holder of a Human resource office within the past one year. Honesty and with integrity Creative and highly innovative. Team leader. The description I have made will fully meet the needs of the Dynotopia Hotel as it tackles many issues like the duty the manager will execute in the company and also the qualifications. The failures of the company are in employees recruitment and selection process and training and development of the employees to be equipped with latest ways of business execution. Finally, the hotel needs to adhere to the rules and regulation set by the government of Australia. A well experience manager will deal with the problems before they get worse and lead to failure of the hotel (Schippmann, 2013). Conclusion The executive management must ensure that the HR depart is well organized and funded as it provides the company with employees to carry out its operations. The management of the HR department must be in the hands of a qualified person who is very experienced in the industry (Susaeta, Suarez, Pin, 2013). There are many changes regard employees employment and welfare, and the manager must be aware of them to avoid any disputes among the various business stakeholders. Better workforces for the hotel will result in high sales which lead to huge profits margins (Argenti, 2015). References Alfes, K., Truss, C., Gill, J. (2010). The HR manager as change agent: Evidence from the public sector. Journal of change management, 10(1), 109-127. Argenti, P. A. (2015). Corporate communication. McGraw-Hill Higher Education. DeCenzo, D. A., Robbins, S. P., Verhulst, S. L. (2010). Fundamentals of human resource management. John Wiley Sons, Inc.. Jabeen, M. (2011). Impact of performance appraisal on employees motivation. European Journal of Business and Management, 3(4), 197-204. Jackson, S., Schuler, R., Werner, S. (2011). Managing human resources. Cengage Learning. Messersmith, J. G., Guthrie, J. P. (2010). High performance work systems in emergent organizations: Implications for firm performance. Human resource management, 49(2), 241-264. Pencavel, J. H. (2012). Work effort, on-the-job screening, and alternative methods of remuneration. In 35th Anniversary Retrospective (pp. 537-570). Emerald Group Publishing Limited. Qasim, S., Cheema, F. E. A., Syed, N. A. (2012). Exploring factors affecting employees' job satisfaction at work. Journal of Management and Social Sciences, 8(1), 31-39. Rees, G., Rumbles, S. (2010). Recruitment and selection. Rees, G. and French, R. Leading, Managing and Developing People, 169-190. Saks, A. M., Haccoun, R. R., Belcourt, M. (2010). Managing performance through training and development. Cengage Learning. Schippmann, J. S. (2013). Strategic job modeling: Working at the core of integrated human resources. Psychology Press. Susaeta, L., Suarez, E., Pin, J. R. (2013). Economic crisis and communication: The role of the HR manager.