Human Resources Managment Report

Importance of Human Resources Management

Abstract
Managing human resources is a very important role in the modern workforce. From
managing and training to compensation and benefits, the role carries a certain importance that
all organizations must incorporate to be successful. It is clear to see that there is a large
amount of responsibility and dependency that go along with this role. This role constantly
evolves as time moves forth and new technology and trends are embraced. The human
resources manager must be adaptive and understanding to be successful. The role is also very
broad. Not only will the human resources manager be responsible for ensuring safety on the
workplace but will also be responsible for administering discipline while attempting to
minimize stress.
What exactly is human resources management? Human resources management is the process
of managing human talent to achieve an organizations objectives (Bohlander & Snell, p. 4).
Furthermore, it is the management of an organization and its assets. Why is human resources
management so important to an organization? Staffing, designing jobs and teams, developing
skillful employees, improving employee performance and approaches and rewarding success
are all functions of an HR manager (Bohlander & Snell, p. 4). These are all important facets
that an organization needs in order to be successful. Without a human resources department
and the management within, an organization would crumble from within.
Human Resources Strategy and Planning
When managing a large corporation it is wise to implement a plan and a strategy for that
particular plan. Strategic planning is a set of procedures for making decisions about the
organizations long-term goals and strategies (Bohlander & Snell, p. 50). There are six basic
steps that are followed when exercising and implementing planning and strategy.
Step one is defining the mission, vision and values of an organization. This is important
because it shows the direction that an organization is heading. It also defines an
organizations core values. Core values are the strong and enduring beliefs and principles that
the company uses as a foundation for its decisions (Bohlander & Snell, p. 52). These values
define how a company will do business.
Step two is an environmental analysis which shows potential opportunities or threats in the
external environment. Environmental scanning is systematic monitoring of the major external
forces influencing an organization (Bohlander & Snell, p. 53). By scanning particular
economic, industry, technological, legislative, social and demographic trends, an HR manager
can anticipate and adjust to these issues. It is important to recognize opportunities early as
this can lead to a distinct advantage for an organization. It is also important to be wary of
threats as these can be detrimental to an organization but can also be avoided if recognized
early.
Step three is an internal analysis which is an audit of the organizations own strengths and
weaknesses. Internal analysis focuses mainly on the three Cs which are culture,
capabilities and composition. By focusing specifically on these aspects, an organization can

determine values, beliefs, resource availability and personnel availability within the
organization. It is important for an organization to know their limits so reasonable
expectations and goals can be set and achieved.
Step four is formulating a strategy based on the internal and external analyses that were
performed in the previous two steps. A comparison of strengths, weaknesses, opportunities
and threats is used to properly initiate an organizations strategy. This is commonly referred
to as a SWOT analysis and is a very useful tool for any organization.
Step five is implementation of the strategy. Even though the strategy has been developed,
however, it is usually not easy to execute. It is important to execute the strategy effectively as
this is the route the organization will take in the future. Any deviation from the initial strategy
could have consequences further down the road.
The sixth and final step is evaluation and assessment. Measurement, benchmarking, aligning
and flexibility issues are a focal point in this step. Evaluating and assessing a strategy can
also be seen as the first step in addition to being the final step. This is because planning is a
never ending process. As trends continue to change and evolve, it is important to stay keen
and constantly evaluate your organization.
Human Resources Effectiveness
Human resource management effectiveness can be a very difficult process but it plays a large
part in how well an entire organization functions. With constantly evolving trends,
organizations continue to place more and more pressure on a human resources department to
be as effective as ever. It is important for both employees and management to be aligned with
the organizations goals and strategies in order to optimize effectiveness. It is the job of the
HR manager to effectively utilize the potential of their employees.
In addition to optimizing their employees, an HR manager must also maximize all other HR
functions of the organization. From staffing, compensation, benefits and safety to recruiting
talent internally and externally to performance management, maintaining policies and
termination, the HR manager has a very broad spectrum to review. With all the tasks an HR
manager is responsible for it is easy to see why effectively managing an organization can be a
very daunting task.
Human Resources/Employee Relationship
All employees have rights and it is the responsibility of an HR manager to know and properly
adhere to these rights. From hiring and wages to time off work and discrimination protection,
HR must be able to protect and relate to their fellow employees. There are several laws and
acts out there that must be taken into effect. Some examples are the American with
Disabilities Act, Age Discrimination in Employment Act and Family Medical Leave Act.
These are just a few examples of the several rights employees have. It is important for HR to
be able to relate to and be acceptant of all employees.
In conclusion, the importance of an HR manager is very broad. From strategy and planning to
effectiveness to employee relationships, the HR manager has a lot of duties and
responsibilities. It may seem like a daunting task but an organizations success depends on the
ability of the HR manager.

References
Bohlander, G. & Snell, S. (2010). Managing human resources. (15th Edition). Mason, OH:
South-Western Cengage Learning.
http://employment.findlaw.com/employment/employment-employee-overview/employmentemployee-overview-overview.html
http://www.humanresourcesiq.com/metrics/articles/maximizing-hr-effectiveness-and-valueadded-throu/