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Essay Available:
Pages:
7 pages/β‰ˆ1925 words
Sources:
5 Sources
Style:
APA
Subject:
Business & Marketing
Type:
Essay
Language:
English (U.S.)
Document:
MS Word
Date:
Total cost:
$ 30.24
Topic:

Understanding the Functions of Human Resource Management in Organizations

Essay Instructions:

The primary function of HRM is to increase the effectiveness and contribution of employees attaining organizational goals and objectives. Consider all the areas of HRM that have been discussed in this course:
Performance management
Human resources planning, recruitment, and selection
Human resources development
Compensation and benefits
Employment and labor laws and regulations
In your final paper,
Provide a high-level overview of each HRM area listed above.
Discuss HR functions within a performance management system that contribute to effective training and development.
Explain how an effective performance management system along with compensation and benefits can attract, develop, and retain talented employees.
Analyze employment and labor laws and regulations that impact these areas of HRM listed above and the relationships between employees and employers.
Explain how the functions of HRM work together in order to optimize organizational and employee behavior.
For additional support with completing your final paper, please refer to the following tools:
Finding HR Journals in the UAGC Library (Links to an external site.). This tip sheet will support you in researching through the University of Arizona Global Campus Library.
What Is CRAAP: A Guide to Evaluating Web Sources (Links to an external site.). This will assist you in determining the reliability of an HR website.
Scholarly and Popular Resources(1) (Links to an external site.). This tutorial explains the differences between scholarly and popular resources.
Human Resource Research With Library OneSearch (Links to an external site.). This tip sheet will support you in researching through the University of Arizona Global Campus Library.
The Functions of HRM paper
Must be seven to eight double-spaced pages in length (not including title and references pages) and formatted according to APA style as outlined in the Writing Center’s APA Style (Links to an external site.) resource.
Must include a separate title page with the following:
Title of paper
Student’s name
Course name and number
Instructor’s name
Date submitted
For further assistance with the formatting and the title page, refer to APA Formatting for Word 2013 (Links to an external site.).
Must utilize academic voice. See the Academic Voice (Links to an external site.) resource for additional guidance.
Must include an introduction and conclusion paragraph.
For assistance on writing Introductions & Conclusions (Links to an external site.), refer to the Writing Center resources.
Must use at least five scholarly, peer-reviewed, or credible sources in addition to the course text.
The Scholarly, Peer Reviewed, and Other Credible Sources (Links to an external site.) table offers additional guidance on appropriate source types. If you have questions about whether a specific source is appropriate for this assignment, please contact your instructor. Your instructor has the final say about the appropriateness of a specific source for a particular assignment.
Must document any information used from sources in APA style as outlined in the Writing Center’s Citing Within Your Paper (Links to an external site.) guide.
Must include a separate references page that is formatted according to APA style as outlined in the Writing Center. See the Formatting Your References List (Links to an external site.) resource in the Writing Center for specifications.
Carefully review the Grading Rubric (Links to an external site.) for the criteria that will be used to evaluate your assignment.

Essay Sample Content Preview:

Understanding The Functions of HRM
Student’s Name
Institution
Course Name and Number
Instructor’s Name
Date
Understanding The Functions of HRM
Introduction
An organization is made of different dimensions and organs that are vital in the realization of its goals and success. One of the most critical dimensions is the human resources dimension that is concerned with the people and social aspects of an organization. Human resource management (HRM) involves establishing systems and strategies that will ensure effective and efficient use of human talent in an organization to attain the organization’s goals and overall success (Storey, 2016). As the HRM strives to attain organizational goals and objectives, it brings together the different aspects of an organization that will ensure the smooth running of the organization, beginning from planning, recruitment, and selection of the human resource that eventually end with compensation and benefits to the people for the work they do in an organization. Along the way, the HRM is responsible for performance management of the human resource by ensuring the output of the work done meets the goals and objectives of the organization. Through proper training and allowing the employees to claim every available opportunity to grow and develop, human resource development is also a crucial function of HRM. Laws and regulations relating to human resources, such as labor laws, have become essential in the management of organizations. HRM is solely responsible for ensuring the laws and regulations as required by the authorities are adhered to. The different HR functions in the different domain areas often interrelate, with the efforts in one domain area directly or indirectly contributing to the success in another domain area.
Effective Training and Development
One of the core functions of HRM is to ensure effective performance management by matching the employee input with the output both at an individual and group levels. Effective performance management can be attained through various means, and one of them being the adoption of a performance management system. A performance management system is a tool and a system of processes that the human resource managers utilize to communicate the organizational goals and establish functional relationships with the employees (Tseng & Levy, 2019). With a performance management system put in place, the HR managers can translate organization policies to the employees and evaluate them based on the set guidelines; thus, HRM becomes more of a system of motivation rather than an evaluation tool. Employee training and development to enhance employee skills and the overall performance makes the HRM function part of the performance management system. Effective employee training can be attained through various strategies.
Blending Training Strategies
Training employees once in a particular field may prove ineffective in handling some of the challenges that often arise in an organization. Classroom training can be employed to equip the employees with particular skill sets, especially those that require theoretical knowledge, followed by hands-on training to assess the employee mastery of skills necessary to accomplish spe...
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