Topic: IS YOUR HR DEPARTMENT FRIEND OR FOE?
i want you to make a presentation of 6-8 powerpoint slides based on these
Human resource management is a long established task within
organizational settings or management frameworks. Through this task, the
management of different companies meets their obligation to be god
employers. They seek to secure staff commitment, develop and manage staff
to give their best to assist the companies to increase the profits and
serve the community Mondy, Noe, & Gowan, (2005). The need to respond to
changing community expectations means that the task of managing the staff
better is of importance than ever. It is the staffs, who deliver the
services, it is through new emphasis on staff management that customers’
service, and performance-oriented culture will gradually evolve.
Issues raised in today’s HRM are to determine where changes are required
in the implementation of Human Resouhb .n rce Management. This includes
whether to outsource and do away with HR department. Human resource
should represent the employee in matters related to salaries, incentive
plans, and fringe benefits to talent retention, retention programs and
risk management. This requires managers in different departments to work
together to get the intended return on investments Mondy, Noe, & Gowan,
Issues in Human Resource
The answered questions
Experts in management observed that the tasks related to human resource
have changed over the last four decades. Most of the Mandates are because
of Legislations that started with enactment of Equal employment
Opportunity Act of 1972. Human resource departments expanded and attempts
to keep pace with the legal demands. These create and update systems
necessary to add and expand services. Because of the reactive posture,
the HR discipline missed an opportunity to become of a full partner in
the organizational management. Many critical observers wonder whether HR
is a full planner and decision-maker or just a firefighting activity.
This distinction relates to the attitude of senior management. Human
becomes more important and integral member of a management team to the
extent that senior managers regard Human Resource department as a
professional specialty, further, they ensure that the HR led by competent
people who have been appropriately educated and have necessary training.
They provide support for a HR department in an open and continuous
How does a department whose responsibilities are continually challenging
and evolving remain current? Further complicating this question is the
widely held perceptions that the HR is an entity to be tolerated rather
than embraced. The reason behind this is that HR does not generate
profits. Expressed differently, how does a HR department become strategic
in an organization and partner with its leaders- a full-fledge member of
senior management? The HR filed wrestles with this question without
satisfactory conclusions. It gained status in the health care
organization, but in many, it has yet to become a reality.
Outsourcing is the activity by an organization to seek external vendors
to provide, on continuing basis, a service that would be normally
provided within the organization (Purse, 2009). Outsourcing leads to
reduction of staff in the Human Resource department. However, it assists
in cutting budgets. Staff reduction is not the leading reasons for
outsourcing. Companies going for outsourced activities argue that
cutbacks relates to economic pressures and re-engineering creating
opportunities for companies that specialize in Human resource services.
Commonly outsourced HR activities include Payroll, insurance claim
processing, retirement and saving plans, employee education and
employment of candidate background checks.
Some of the downsizing of HR operations results in outsourcing to save
money. Many of the small facilities lacking the resources to employ
adequate fulltime HR staff heavily rely on outsourcing. Re-engineering
aside, HR departments outsourcing some of the activities because doing
so, they make economic sense (Purse, 2009). Activities such as
administering of self-funded insurance, disability program, coordination
of employee assistance program frequently provided by non-organization
employee for reasons of confidentiality. This may present the company
from having to reveal employees personal and medication to persons
administering the programs.
Additional outsourcing of HR activities is one of the results of
reengineering. This system eliminates HR staff and adjusts the Human
resource workloads. However, the HR managers as the head of the
department have strategic advantage in the corporation. The in-house
managers are a group of persons who better understand and participate in
the daily managing of the organization. With the thorough knowledge of
the firm, better recommendations and decision making comes from the HR.
the recruiting, training, organizational development and culture,
retention succeed through better knowledge and the understanding of the
business needs (Mondy, Noe, & Gowan, (2005).
Some managers argue that we do not need the human resource departments in
organizations and the world today. They argue that Human Resource
operated well in the old age but not in today’s environment. The
opponents of HR departments would like to outsource the services from
other companies to save the operating costs incurred by an organization.
Businesses, however, get constrained by the ability to appoint and
develop leaders together with growing poor technical and professional
knowledge and skills in the market. A line manager cannot fix employees’
issues. When organization re-skill and continue transforming the HR
function, there will be tremendous changes experiences (Purse, 2009).
Human resource professional solves most essential challenges facing
employees today. Highly successful companies around the world have
world-class Human resource program in place.
PURSE, K. (2009). Outsourcing Myths and Workers’ Compensation Claims
Administration. Australian Journal of Public Administration. 68, 446-458.
MONDY, R. W., NOE, R. M., & GOWAN, M. (2005). Human resource management.
Upper Saddle River, N.J., Pearson Prentice Hall.