Please Make Sure The Answer Is Original And Has At Least 300 ✓ Solved

Please Make Sure The Answer Isoriginaland Haveat Least 300 Wordsand Is

Please make sure the answer is original and have at least 300 words and is due by Wednesday 09.30.20 by 4pm. Students will apply their knowledge of the human resource management function to the discussion question. Students will also consider internal factors and their relationship to human resource tasks and strategic management. Some critics claim that corporate HR departments have outlived their usefulness and are not there to help employees but to shield the organization from legal problems. What do you think? What benefits are there to having a formal HRM process? What are the drawbacks?

Sample Paper For Above instruction

The role of human resource management (HRM) within organizations is fundamentally vital to the success and sustainability of modern businesses. While some critics argue that HR departments have become obsolete or primarily serve legal protective functions rather than employee development, a closer examination reveals significant benefits of maintaining a formal HRM process alongside recognizing its potential drawbacks.

One of the primary benefits of a formal HRM process is the structured approach it provides to managing human capital. HR departments facilitate the recruitment, selection, onboarding, training, and development of employees, ensuring that the organization attracts and retains talent aligned with strategic goals. This alignment enhances organizational performance and promotes innovation by fostering a motivated and skilled workforce (Boxall & Purcell, 2016). Furthermore, HR departments handle compliance with employment laws and regulations, reducing the risk of legal disputes that can be costly and damaging to reputation (Brewster et al., 2016). They also implement policies related to workplace safety, diversity, and employee rights, which contribute to a fair and equitable work environment.

In addition to legal protection, HR functions support strategic human resource planning. By analyzing internal factors such as workforce competencies and external factors like labor market trends, HR professionals can advise leadership on future staffing needs. This proactive approach helps organizations adapt quickly to market changes and technological advancements, giving them a competitive edge (Schuler & Jackson, 2014). HR also plays a crucial role in employee engagement and retention, which are critical in reducing turnover costs and maintaining organizational knowledge (Harter et al., 2009).

Despite these benefits, critics suggest that HR departments sometimes focus excessively on legal compliance at the expense of employee development. This legalistic focus can lead to a bureaucratic environment where employee concerns are secondary, stifling innovation and morale. Moreover, some believe HR’s role has shifted toward risk mitigation rather than fostering a positive work culture (Ulrich et al., 2012). This perception undermines the strategic value that HR can bring when strategically aligned with organizational objectives.

In conclusion, while there are some drawbacks related to bureaucratic tendencies and potential misalignment with strategic human capital development, the benefits of a formal HRM process — including legal compliance, strategic planning, employee development, and organizational efficiency — outweigh these concerns. Effective HR management, properly aligned with strategic goals, is essential for organizations aiming to thrive in competitive and complex environments.

References

• Boxall, P., & Purcell, J. (2016). Strategy and human resource management. Palgrave Macmillan.
• Brewster, C., Chung, C., & Sparrow, P. (2016). Strategic human resource management. Routledge.
• Harter, J. K., Schmidt, F. L., & Hayes, T. L. (2009). Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis. Journal of Applied Psychology, 87(2), 268–279.
• Schuler, R. S., & Jackson, S. E. (2014). Human resource management and organizational effectiveness: Yesterday and today. Journal of Management, 40(1), 39-63.
• Ulrich, D., Brockbank, W., Johnson, D., Sandholtz, K., & Younger, J. (2012). HR Competencies: Mastery at the Intersection of People and Business. Society for Human Resource Management.