Human Resources Management is “the management of work and people within an organisation” Boxall et al (2007:7). Human resources management is also expressed as an “inevitable process that accompanies the growth of an organisation” Boxall and Purcell (2010;29). which integrate its activities within its management in an organisation such as human capital management, knowledge management, organisation design and development, resourcing (workforce planning, recruitment and selection, and talent management), performance management, learning and development, reward management, employee relations and employee well-being.
Human Resource function is to create a proper framework for employee relations in terms of planning, proposing, advising, developing, staffing; integrating mechanism for the employees, administering policies for the organisation and motivating the employee on their work standards.
Human Resource strategic integration involves integrating the organisational issues for a strategic plan, allowing various Human Resource Management to execute it plans, give adequate information to the line managers to merge human resource management perspectives into their decision-making. This allow the line managers to follow HR function objectives either societal objectives which involves knowing the legal policies within an organisation; organisational objectives which help to train the employee; functional objective giving performance appraisal and personal objectives in terms of competitive remunerations. In conclusion, the line manager undertakes some specialist personnel management skill which involves training, performance management, employee relations, which are human resource strategic solutions to meet organisation goals. Most line managers don’t accept these roles. Therefore, finding a way of educating line managers to take these responsibilities for the aspect of their job is a problem facing HR specialist, but these can be seen in other organisation as normal daily activities. According to CIPD (2010b) line managers are already taking these responsibilities and contributing to positive outcome of the organisation in terms of training, performance management, employee relations, appraisals, all of which are important for employees to know their contributions are being recognised. ANSWERS 2 Leadership cannot function in an organisation without the support of HR while HR cannot fulfil its role within an organisation without a good leadership skill. (CIPD 2010b). Strategic and Direction. A leader should have a clear communication vision, a strategic vision to meet institutional goals within organisation structure, clear objectives and priorities in the organisation. Decision making and delivering result: Successful leaders can introduce a performance management skill which line up with their strategic objectives; build a performance culture ensuring processes and systems are in place to support delivery of their strategy and encourage individual to have a high expectation of themselves. Creativity and Innovation: Leaders should encourage innovation and …show more content…
Risk and Opportunity: Leaders ensure organisation are open to new opportunities within its organisational structure, able to balance the calculated risk and results.
Communication: Leaders have a strategic way of communicating to meet specific institutional objectives, inspire others to value outstanding communication, applies different approach to command attention and interests.
Flexibility: “Adaptability and flexibility are probably the most important characteristics of all for a leader” (Galanes, 2003). A leader that is flexible is always a problem solver.
These attributes are linked to human resources to be creative and encourage new initiatives at all levels, have an effective communication strategy and approach to command attention and interest, develop a culture which ensure processes and systems at high
Human Resource function is to create a proper framework for employee relations in terms of planning, proposing, advising, developing, staffing; integrating mechanism for the employees, administering policies for the organisation and motivating the employee on their work standards.
Human Resource strategic integration involves integrating the organisational issues for a strategic plan, allowing various Human Resource Management to execute it plans, give adequate information to the line managers to merge human resource management perspectives into their decision-making. This allow the line managers to follow HR function objectives either societal objectives which involves knowing the legal policies within an organisation; organisational objectives which help to train the employee; functional objective giving performance appraisal and personal objectives in terms of competitive remunerations. In conclusion, the line manager undertakes some specialist personnel management skill which involves training, performance management, employee relations, which are human resource strategic solutions to meet organisation goals. Most line managers don’t accept these roles. Therefore, finding a way of educating line managers to take these responsibilities for the aspect of their job is a problem facing HR specialist, but these can be seen in other organisation as normal daily activities. According to CIPD (2010b) line managers are already taking these responsibilities and contributing to positive outcome of the organisation in terms of training, performance management, employee relations, appraisals, all of which are important for employees to know their contributions are being recognised. ANSWERS 2 Leadership cannot function in an organisation without the support of HR while HR cannot fulfil its role within an organisation without a good leadership skill. (CIPD 2010b). Strategic and Direction. A leader should have a clear communication vision, a strategic vision to meet institutional goals within organisation structure, clear objectives and priorities in the organisation. Decision making and delivering result: Successful leaders can introduce a performance management skill which line up with their strategic objectives; build a performance culture ensuring processes and systems are in place to support delivery of their strategy and encourage individual to have a high expectation of themselves. Creativity and Innovation: Leaders should encourage innovation and …show more content…
Risk and Opportunity: Leaders ensure organisation are open to new opportunities within its organisational structure, able to balance the calculated risk and results.
Communication: Leaders have a strategic way of communicating to meet specific institutional objectives, inspire others to value outstanding communication, applies different approach to command attention and interests.
Flexibility: “Adaptability and flexibility are probably the most important characteristics of all for a leader” (Galanes, 2003). A leader that is flexible is always a problem solver.
These attributes are linked to human resources to be creative and encourage new initiatives at all levels, have an effective communication strategy and approach to command attention and interest, develop a culture which ensure processes and systems at high