Human Resources and Change

HUMAN RESOURCE MANAGEMENT RESPONSIBILITIES
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Human Resource Management Responsibilities
Introduction
Similar to other departments in every organisations, human resource managers are responsible for overseeing department functions and managing employees. The core responsibilities of human management include attracting, developing and maintaining high quality workforce (Esen & Collison, 2005; Kilkarni, 2013). This attained through various approaches which are geared towards helping employees identify their strengths and weaknesses, correct their shortcomings and efficient contribution to the organisation. This paper discuses three major human resource management responsibilities which include attracting, developing and maintaining a quality workforce in Rancho Solano Preparatory School. The paper highlights critical changes that needs to be changed in RSPS which include performance recruitment, performance appraisal and employee retention and turnover.
Various studies have proved that the biggest challenge of human resource management is high employee turn-over. It has been proved that key employees with competitive talents are not easy to remain in a firm for the maximum period of time or until a project is completed (Lipman, 2013). In RSPS the same challenge is prevalent in the human resource department as many teachers and other department staffs do not stay long enough (Siddhanta & Roy, 2010). Employee retention of employees is part of the human resource staffing and planning efforts. Many organisations have been forced to undertake investigations on why employees leave or stay. The most common reason as to why employees leave organisations such as RSPS is due to frustration and constant friction with their supervisors or other workmates. In other cases this is caused by lack of individual growth and low motivation which compel employees to seek alternative jobs (Lipman, 2013). It is the responsibility of the organisations management staff to ensure that level best effort is made to retain employees who are important for the organisation system and are known to be effective contributors. Unlike many years ago, employees nowadays are different as they are more informed and exposed to a wider range of options for their careers (Esen & Collison, 2005).
Employee retention affects the entire workforce in an organisation (Siddhanta & Roy, 2010). When business organisations hire people, they are expected to undertake necessary tasks that enable the organisation to operate and generate revenue. High employee turnover due to lack of capacity to retain employees for long has detrimental impacts to the organisations performance. In a school, when the turnover of teachers is high, the students are equally affected since the quality of the services delivered goes down. This negatively affects the overall production of the entire workforce as their morale is reduced. When teachers who are more experienced exit the school, it becomes difficult to find teachers who can fill in their posts considering the experience they have attained and the resources that have been used to words training them (Kilkarni, 2013). Low employee retentions effects negativel...