Human Resource Management
Human Resource Management
Human resource management is a modern management function in an organization that manages the welfare and well being of the employees’ (Mondy & Noe, 2005).
Relationship between HR Staff and Line Managers
Both human resource managers and line managers have a vested interest in the achievement of success in their company. They, therefore, must work together. This cooperation will enable line management to be more proficient. It will also assist the human resource department to devote more time to strategic human resource management (Nankervis, Baird, Coffey & shield, ...view middle of the document...
Line managers, therefore, have less power than human resource managers. In the levels of management, the line managers must be located at a low level than human resource managers but directly under the HR staff. Line managers’ report to HR managers, their promotions and wellness are determined by the HR managers with respect to their qualifications (Bratton & Field, 2000). A positive working relationship between line managers and HR is crucial as it facilitates easier handling of conflicts among staff as well as the distribution of duties to the employees. As conflicts are inevitable in any organization, a poor working relationship between line managers and HR staff could be detrimental. This act is because there would be no coordination between these two levels of management. Either the line manager or the HR staff would dissent and therefore, an amicable resolve won’t be reached during the conflict resolution process.
The need to Adapt Recruitment and Selection Process to Concur with Changes in the External Environment
Recruitment is a process of attracting candidates; selection is a process of rejecting unsuitable candidates. It involves interviewing and selecting the best of the best from the pool of applicants created during recruitment process (Gilmore, 2009). Recently, there has been changes in the external environment that relates to these two processes. The changes that have occurred are influenced by a myriad of external factors. These factors are supply and demand of employees, changes in labor laws, the reputation of the company, political and social contexts, technological changes, unemployment rate and competition. Currently, when there is an advert relating to open vacancies, overwhelming applications are received (Mondy & Noe, 2005). Organizations, therefore, are seeking the services of recruitment agencies who conduct recruitment and selection on their behalf. Moreover, the legal environment has significantly changed. Also in the recent past, states have passed laws that make it illegal to discriminate upon some employees when recruiting. Such laws include affirmative action and opportunities for the marginalized groups. Companies, therefore, have to adhere to such provisions
The current requirements for employee relations and labor relations have strict regulations that employers must comply. For, instance, it is illegal to deny the employees their annual leave, maternity or paternity leave, sick leaves and sabbatical leaves (Noe, 2006). Employers also must allow their employee to enroll in labor unions. The new HR concept also establishes a right to employees. It is the right of employees to work in safe conditions that promotes their health and their general welfare. Organizations must, therefore, be cognizant of the fact that HR function is one of the most dynamic roles in any organization. To this end, organizations must sponsor further training for their human resource managers (Dessler,...