The Relationship Between Human Resource Function And

What will be human resource department's positive influence to bring to organization's benefits? I assume that HRD is a more influential role at the point of strategy formulation and is becoming on of the key determinants of business strategy. Due to this rapidly changing business environment fator, it requires a dynamic strategy planning process and flexible use of resources . So, I assume that HRD is a formative role in both the strategic planning process and in developing innovative...
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What will be human resource department's positive influence to bring to organization's benefits? I assume that HRD is a more influential role at the point of strategy formulation and is becoming on of the key determinants of business strategy. Due to this rapidly changing business environment fator, it requires a dynamic strategy planning process and flexible use of resources . So, I assume that HRD is a formative role in both the strategic planning process and in developing innovative , competent human resources in large size organization.In fact, human resource department can bring various benefits to large size organizations. Some benefits may be calculated , e.g. raising productive bumber, reducing employee turnover number, but other some benefits may only be feeling, e.g. improving employee engagement performance, building positive employee work attitude, building employee loyalty and organizational warming culture. So, if one large organization has one effective HR department, it can help the organization to achieve above these any one of aims easily. Moreover, every human resource department ought have HR management strategy, it includes these elements: planning HR needs, staffing organizations based on HR needs, compensating and motivating employees, appraising employee behaviors, enhancing potential e.g. training and development, maintaining effective work relationships and work environment. Meeting current needs to every department staff, e.g. what are the application to the position's minimum requirement, whether the applicants need to raise skill level, knowledge, expertise, education level to apply the position. Forecasting when the department will have staff number shortage challenge ot excessive staffs number, it needs to plan when to need to reduce the staff number to some positions in the department before the deparment feels that it does not need extra employees in short time. Succession HR planning to ensure year organization can provide skillful training and learning knowledge to avoid talent employees and organizational knowledg lost. increasing maximum utilization of individuals to achieve organizational objectives, supervising employees to work efficiently and effectively in all levels.Hence, HR department role is advisor. It needs to provide advice and services in the following areas. On an ongoing basis: maintenance of HR records, recuitment, selection, orientation, training and development, compensation and benefits , administration, employee counselling and labour relations. All HRM functions are interrelated as well as each function affects other areas. The functions include how to manage every employee's performance, it is one goal-oriented process directed toward ensuring organizational processes are in place to maximize productivity of mployees, teams as well as how to achieve formal system of performance as team task performance, how to achieve compensation to all rewards that individuals receive as a result of their employment.