Necessity and importance of human resource management

Necessity and importance of human resource management

 

Necessity and importance of human resource management today, with the development of technology and the complexity of societies, organizations need the necessary knowledge, expertise, skills and right attitudes to cope with the growing changes in the unstable external environment.

The challenges of technology-driven businesses have necessitated the creation of the essential infrastructure for access to knowledge, performance improvement, continuous improvement, and organizational competitiveness. One of the main and vital competitions of organizations is to provide and manage human resources as the most important source of knowledge, innovation and creativity.

The attitude, talent, experience, skill and ability of efficient human resources underpin the success of organizations. Today’s organizations will be able to enter the field of local and global competition only by relying on the expertise and skills of their human resources. It also shows the necessity and importance of human resources.

The importance of growth and development of organizational forces

An organization that fails to develop its attitude, knowledge and skills of human resources and apply them in its organizational systems, processes and procedures, will not be able to sustain and develop. If the top managers of organizations cannot predict the future needs of their organization and hire and empower the necessary and sufficient human resources based on it, it will not achieve internal stability, productivity and the ability to compete locally and globally. Achieving sustainable growth and development in economics and technology will be possible with the development of human resources and their conversion into human capital.

 

The need to establish a human resource management system

Short-term and long-term planning is done with the aim of improving performance and sustainable development by focusing on the weaknesses and capabilities of current human resources as well as the existing opportunities and constraints to attract qualified human resources. Human resources are the core of all systems, processes and procedures within and outside the organization.

Today’s organizations must develop all the potential capabilities and skills of their human resources at the individual, team and organizational levels and use them to compete and develop. This requires a systematic approach in determining strategies, goals and planning related to human resources and the establishment of a human resources system, and therefore organizations require efficient and effective human resource management. The potential role of developed human resources in economic growth, technological advancement and improving the performance of organizations is undeniable, so if senior managers cannot provide an effective and strategic human resource management system to improve and develop their organization’s human resources, there will be instability in organizational structures. Today, the necessity and importance of human resource management as the human capital of the organization has been considered by senior managers and human resource management has been associated with strategic and long-term approaches. Human resource managers usually use four different types of strategies in the human resources unit to maintain and develop human resources and create job satisfaction and organizational commitment.

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4 different strategies in the human resources unit

Aggressive Approach

Using aggressive strategy, human resource managers try to reduce the dissatisfaction of the organization’s human resources in the first step. After creating relative employee satisfaction, they try to identify and neutralize external factors that affect the reduction of organizational commitment of employees and their dismissal. In this way, a lot of time and energy is saved.

Conservative Strategy

The organization’s human resource managers through conservative strategy seek to create motivational mechanisms by creating an employee performance evaluation system. In fact, by emphasizing the necessity and importance of human resource management, the organization tries to improve their performance, and for this purpose, determines transparent, measurable and scalable performance indicators so that employees can improve their performance in accordance with the indicators in order to live up to certain expectations.

 

Defensive strategy

By choosing a defensive strategy, human resource managers intend to increase job satisfaction and organizational commitment of employees, and to this end, strengthen their compensation system through measures such as creating welfare facilities and reward systems. Creating supplementary insurance and medical system, floating working hours and the possibility of telecommuting are among the solutions that are selected in this strategy. This strategy is extremely beneficial to both sides.

 

Competitive strategy

By choosing a competitive strategy, human resource managers try to focus on their competitors and review and analyze the performance and experiences of competing organizations in the system of service compensation, performance appraisal and human resource development. The purpose of this work, in addition to maintaining and developing the organization’s human resources, is to attract and hire qualified employees of competing organizations.

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Disadvantages of the lack of systematic procedures in organizations

Lack of systematic processes and procedures, in addition to wasting the expenses of hiring, training and maintenance of employees, and some other things will weaken employee motivation and ultimately weaken their performance. Proper investment in training, growth and development of skills provides the necessary basis for the development and advancement of organizational technology.

Organizational human resource development programs and strategies should be accompanied by a proper understanding of the need and importance of capacity and empowerment in human resources at individual, team and organizational levels. Lack of an integrated model and systematic relationship between human resource-related strategies, processes and procedures will reduce the effectiveness of human resource-related programs and waste abundant costs.

Lack of decent human resources

In recent decades, technological advances and the move towards globalization have increased the demand for attracting and retaining skilled human resources. Talented and efficient human resources have become very scarce and their number will decrease in the future even more.

It is becoming increasingly difficult to provide sufficient and necessary human resources. The necessity and importance of attracting human resources required by the organization at the right time and in a timely manner is one of the main challenges of human resource management processes. It should be noted here that the problem of lack of human resources does not mean reducing the number of manpower in the labor market.

In fact, the lack of competence in human resources is the main and vital problem of human resource managers. Organizations today need to design strategic processes for hiring and retaining talented human resources, developing vital skills, boosting motivation and passion, and creating effective incentives for greater productivity.

The importance of the employer brand in attracting and retaining human resources

In today’s business ecosystem, competent and superior manpower does not want to join any type of organization. Talents are looking for organizations with flat and dynamic structures, advanced technology, rich and healthy culture and such characteristics. In such a situation, creating a strong and popular employer brand through human resource management processes is essential.

 

Competent human resources seek to improve the quality of working life, balance work and life, development and progress. The organizational characteristics that are employed in them are very important to them. Skilled human resources expect their senior managers to prioritize health, security, justice, sustainable development, and social responsibility.

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Growth and development of organizational forces

For the human resource managers to promote the employer brand require the implementation of the processes of hiring, developing, retaining and dismissing employees in a fair and efficient manner. In order to ensure the popularity of their employer brand in the long run, they strive to improve the managerial and operational functions of human resource management.

Important functions in human resource management include the following:

  • Planning
  • Organizing
  • Coordination
  • Guidance

What processes are involved in operational controls and functions?

  • Recruitment (using a variety of evaluation methods)
  • Improvement and development of human resources (evaluation and development center)
  • Service compensation and human relations management
  • Implementation of industrial and organizational psychology

Today’s organizations, by strengthening the organizational brand, try to maintain and develop their talents, as well as to attract their desired talents in time, and thus improve the performance of the human resource management system. Development of managers in the field of human resource management implements and implements processes such as implementation (evaluation center, development center, 360-degree evaluation, types of educational services, competency model design, industrial and organizational psychology and human resource management consulting.

 

A few questions that can be answered very easily now:

  1. On what basis are the human resource management strategies of organizations selected?

Human resource management strategies are selected based on the industrial capacity, financial capacity, environmental stability and competitive advantage of the organization.

 

  1. What are the main axes in human resource management?

Alignment between the human resources system and the strategies of the organization as well as the two-way relationship between the actions of the human resources unit and the overall performance of the organization are the main axes in human resource management.

 

  1. What are the dimensions of strategic human resource management?

The dimensions of strategic human resource management include selecting and attracting talents, retaining human resources, nurturing and developing human resources, and using human resources effectively.

 

  1. What are the types of human resource recruitment and supply strategies?

Human resource recruitment strategies include labor market-based strategies and employee control-based strategies.

 

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