Overall Effectiveness of Human Resource Management Functions and Programs
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Overall Effectiveness of Human Resource Management Functions and Programs
The overall effectiveness of HRM functions and programs influences modern business trends, HR competencies, and worker safety and satisfaction. Human resource aspects of an organization are the core for its survival and relevance in the modern competitive environment. Effective human resource functions are able to improve positively the human resource functions which as a result will ensure worker safety and provide for employee satisfaction.
Purpose
The research will assess the overall effectiveness of HRM functions and programs in relation to modern business trends, HR competencies, and worker safety and satisfaction.
Available Literature
Kumar et al. (2013) in their research evaluated the impact of the Human Resource Information System on HR functions, time management, cost management, managerial satisfaction and organizational efficiency. They in turn found out that “managers have a fairly positive view of the impact of the HRIS on organizational effectiveness with the greatest degree of confidence being placed on the impact the system on time management and on HR functions.” They further stress on the importance of proper management of the system in availing information for knowledge transfer and management.
Globalization of human resource management and linking it to the local context will improve the strategies thatdeal with the responsibilities, functions, behaviors and importance of employee, according to Ali (2013). It is necessary to manage employees in an organized manner if the organization was to shift to formalization.
Other than globalization, Ali in a different work (2012) earlier suggested that there is need for the human resource department need to “design and propose a model which can better provide the concept of genuine roles to be played by the leaders in organizations” as per the environment and its emerging developments.
Ofori et al. (2012) on the other hand found out that the “recruitment of qualified personnel; training and development; and the retention of qualified staff are the most important functions of human resource management.” These functions can be influenced by age, job position, being denied assistance, and being sidelined for recognition from the employee perspective which the human resource departments have to address in order to achieve effectiveness in the current business environment.
Conclusion
Modern business trends and the shifts in the competitive environment require effective human resource strategies and improved competencies. These competencies should be those that are sensitive to both the internal and external business environment in order to ensure organizational efficiencies. This research will come up with unique features of human resource functions that are of relevance to the current business environment and which will ensure organizational success.