Managing the HR Function

Managing the HR Function

The Human Resource Management (HRM) has been defined as a strategic and consistent tactic used in managing the organization’s assets-the employees working communally to realize the objectives and the goals of the organization. According to Miller (1987), the HRM is associated with those resolutions and measures that are linked with management of workforce in all the stages of the industry and which are consequently related with the realization of the strategies aimed at generating and supporting an aggressive advantage (Miller 352).

The duties and functions of the human resources department varies depending on the size, objectives and goals, the intricacies of the organization and also the kind of the products they are dealing with. The strategic objectives and goals of the organization determine the type of the HR department and this implies that the functioning of the HR must be assessed and measured with respect to a particular goal. In general, the crucial function of the human resource is to ascertain that the company is well staffed at all times with the right kind and number of staff with relevant skills needed in the industry (no understaffing or overstaffing in numbers as well as in respect to the discipline or job scale).

The human resources department is charged with the responsibility of ensuring that the operations within the organization are accomplished in a resourceful manner. Many organizations have in the recent past found it necessary to set up a specialist division within the organization to offer expertise services meant to ensure that the human resource duties are discharged efficiently. The executives in many businesses hold on to the fact that until the HR proves convincingly that it can contribute greatly on the bottom line, it will remain to be viewed as a meaningful department that grasps resources while at the same time contributing little if not nothing to the progress of the business(Wilson 158).