Survey
* Your assessment is very important for improving the workof artificial intelligence, which forms the content of this project
* Your assessment is very important for improving the workof artificial intelligence, which forms the content of this project
INFORMATION AND COMMUNICATIONS UNIVERSITY SCHOOL OF HUMANITIES Human Resource Management An assignment submitted in partial fulfillment of the requirements for the BA Degree in Human Resource Management Assignment No. 1 Student details Full Names : Paxina Kaluba SIN : 1604440581 NRC No : 440581/67/1 Cell : 0966110421/ 0979207831 Lecturer’s Name : MR. AUTHUR CHISANGA Year : 2016 Question Discuss the assertion that having a human resource department in an organization is a sheer waste of resources of the organization. 1|Page Contents INTRODUCTION ........................................................................................................................................ 3 Human Resource ....................................................................................................................................... 3 Department................................................................................................................................................ 3 Human Resource Department ................................................................................................................... 3 2|Page INTRODUCTION Human Resource Human resource is used to describe both the people who work for a company or organization and the department responsible for managing resources related to employees. The term human resources was 1st coined in the 1960s when the value of labour relations began to garner attention and when notions such as motivation, organizational behavior and selection assessments began to take shape. Department This a specialized functional area within an organization or division, such as accounting, marketing, planning etc. generally every department has its own manager and chain of command. Human Resource Department Human resource department is the company department charged with findings, screening, recruiting and training job applicants, as well as administering employee-benefit programs. As companies reorganize to gain competitive edge, Human Resources play a key role in helping companies deal with a fast-changing environment and the greater demand for quality employees. However there is an assertion that having a human resource department is a sheer waste of the organizations’ resources. Which could equally have fact as to why such an assertion would come about. 3|Page THE ASSERTION Over the years the Human Resource department has been maintained by individuals with qualifications pertaining to the course of managing the labour force of an organization. However just like there is always something good about something there is also a that does not work well for the organization and these are the disadvantages of having a Human Resource Department in an organization. Human Resources (HR) Planning is integral to the efficient running and continued success of businesses, enterprises and even start-up companies. At times, many corporations and business owners due to circumstances, certain business factors or extraneous issues have a badly mismanaged top management tier and inconsequential HR departments. The resultant poor human resource planning has an immediate and long-term impact on organizational functioning, employee recruitment and management policies and corporate profitability. Martin Nillos (2015) Disadvantages of Human Resource department 1. Poor Human Resource Planning and Management An incompetent and poorly functioning human resources department reflects the overall state of affairs of an organization and its possible uncompetitive position in the marketplace. There is disconnecting between the Human Resource department and the executive management leading to miscommunication, poor decision making on operational aspects and critical mistakes. Employee training and development programs are not properly budgeted for and hiring practices are skewed. Bad Human Resource planning ensures that the Human Resource assets of the organization are not aligned to organizational goals and objectives term consequences for an organization. It affects the performance of a business and the productivity levels of employees. Customer service on all fronts gets affected. The loss of customers and medium-term revenues is quite immediate. Over a period of time, the freefall leads to an impact on the bottom line of an organization. Martin Nillos (2015) 2. Improper Actualization 4|Page Human resource management should be implemented by assessing the training and development requirements of employees. The aspirations and needs of people should be taken into account while making human resource policies. Human resource management is actuated half-heartedly. The organizing of some training programs is considered as the implementation of human resource management, with this management’s productivity and profitability remains undisturbed in many organizations. smriti chandi 3. Unmotivated Employees The indifferent attitude of top management and HR quickly filter across organizational levels and employee hierarchies. Work ethics get affected, there are personality conflicts and teamwork becomes non-existent. There is gross underutilization of skills and capabilities of experienced employees. Other talented professionals are not groomed in a generally negative working environment. Poor motivation and lack of incentives and recognition lead to poor performance and even production of poor quality of goods and services. 4. Employee Demand-Supply Mismatch Recruiting and selecting employees is a continuous cycle. Based on business growth, expansion plans and requirements for specific projects and assignments, employees need to be hired. In a mismanaged organization, HR personnel with a lackadaisical attitude and lack of communication with departmental managers and supervisors are hard-pressed to address workforce requirements. Vacancies and job postings don’t get filled in time and key business functions and operations get affected--having a knock-on effect across the organization. 5. Higher Staff Turnover Poor human resource planning begins to reflect on the corporate ethos of an organization. The working culture is affected and is generally negative. Performance reviews and performance appraisal systems are badly managed and employees uncertain about their immediate and future prospects. Employee safety practices and working conditions can be compromised at factories and manufacturing facilities. Poor working conditions force many workers to quit. Many other employees are also forced to leave the organization. Martin Nillos 5|Page 6. Cost Perhaps the biggest concern with having a human resources department or the biggest issue in any business is cost. Your main goal is to make money, so any costs will reduce your profit. While highly trained HR specialists can be a valuable asset, some of them earn an average of approximately $50,000 per year as of 2010, according to the Bureau of Labor Statistics. This can be a good investment, but resorting to an HR department before business growth warrants will cause substantial, unnecessary expenses. Measuring the impact of the disadvantages of the Human Resource Department on the organization, the accession came about to say it is a sheer waste of the organization’s funds. Recently a much less costly way of maintaining human resources has been developed this is called the E-Human Resource Management system. This system has proved to be less costly as the company does not need to employ a lot of people to manage the department because the system maintains it call. Electronic Human Resource Management System Is an umbrella term covering all possible integration mechanisms and contents between Human Resource Management and Information Technologies aiming at creating value within and across organizations for targeted employees and management. Bondarouk and Ruel (2009). They indicated that this definition represents the consensus-based understanding of electronic Human Resource Management. Moreover, they believed that their definition suggests an integration of four aspects: the content of e-Human Resource Management, which concerns any Human Resource practices that can be supported with Information Technology and any type of Information Technology that can offer support for Human Resource Management; implementation of e-Human Resource Management, which includes the adoption and appropriation of e-Human Resource Management by organizational members; targeted employees and managers as e-Human Resource Management, which are directed toward the Human Resource Department but, by the evolution of e-HRM line management and employees, are actively involved in using e-HRM applications. There are three types of E-HRM. These are described respectively as Operational, Relational and Transformational. Operational E-Human Resource Management is related with administrative 6|Page functions-payroll and employee personal data for instance. Operational type of Human Resource Management provides the choice between asking employees to keep their own personal data up to date through a Human Resource website or to have an administrative force in place to do this. Relational E-Human Resource Management is related with supporting business processes by ways of training, recruitment, performance management and so forth. As to relational Human Resource Management, there is the choice between supporting recruitment and selection through a web-based application or using a paper-based approach (through advertisements, paper- based application forms and letters etc.). Transformational E-Human Resource Management is related with strategic HR activities known as knowledge management, strategic re-orientation. As to transformational Human Resource Management, it is possible to create a change-ready workforce through an integrated set of web-based tools that enables the workforce to develop in line with the company’s strategic choices or to have paper-based materials. Maolin Ye The benefits of E-Human Resource Management By reviewing the relevant literature, this paper extracted some benefits of E-HRM from various studies which are as follows: E-HRM has the potential to influence both efficiency and effectiveness. Effectiveness can be affected by improving the competence of both managers and employees to make better, quicker decisions. A higher internal profile for HR leading to better work culture. It leads to a more transparent system. Considerable reduction of administrative burden. Provides Integral support for the management of human resources and all other basic and support processes within the company A more forceful workflow in the business process, productivity and employee Satisfaction. E-HRM can save costs while maintaining the quality of data. Decentralization of HR tasks (Kaur, 2013). Standardization Access to ESS training enrollment and self-development. 7|Page User-friendly interface. Connectivity with the client's existing information system (payroll accounting, ERP, attendance registration, document systems… gradual implementation. Parametric and customizability. Access to archived records and documents Employee & time managers self-manage employee mgt. The generation of HR metrics to support strategic decision making (Swaroop, 2012). Transforming HR professionals from administrative paper handlers to strategic partners The automation of routine HR tasks and replacing filing cabinets. Conclusion Therefore, most individuals and organizations in various parts of the world are convinced that having a human resource department in an organization is a waste of the organizations funds. Because everything that human beings can do that department the system can do with just one individual using it, than having a lot of people employed in the department. 8|Page References Bondarouk, T. and Ruel, H. Electronic Human Resource Management: challenges in the digital era. The International Journal of Human Resource Management, 20(3), pp.505-514, 2009. Bureau of Labor Statistics: Occupational Outlook Handbook -- Human Resources Specialists HEIKKIL"A, J. (n.d.).Perspectives on e-HRM in the Multinational Setting. Kaur, P. (2013) “E-HRM: A Boon or Bane”, ANVESHANAM a National Journal of Management, vol.1, NO.1, pp: 35-36. Swaroop, K. R. (2012) “E-HRM and how IT well Reduce the cost in organization”, Journal of Marketing & Management Review Vol.1 (4) .pp:133-139. 9|Page