Strategic Management of Human Resources Essay Example | Topics and Well Written Essays - 3500 words

Strategic Management of Human Resources - Essay ExampleOn the new(prenominal) distribute many enlightened businesses undertook the same to provide an enhanced experience to their employees which in turn greatly added their persona to the organisation.The next level of change in the agency and functions of forcefulness departments occurred with automation. Thus computerisation of functions much(prenominal) as give way roll and record keeping relieved personnel managers to focus on larger issues enhancing their contribution to strategic value addition to the organization as a whole. Personnel departments are also becoming more than aware of the roles and responsibilities of line managers so that there is greater integration between the two for attaining strategic value. The saving of greater quality of services by personnel departments is thus providing impetus to development in other functions of care. Personnel departments thus increasingly came to be seen not as boundary m anagers but value buildersThe conventional role of the personnel department has been seen as recruitment, defining job roles, training, structuring of pay and allowances, measuring public presentation and at long last relieve those who are not performing satisfactorily. In many organisations these were also dealing with labour relations. hitherto over the years, this role has been enlarged within the scope of general functions stated above to include inductive reasoning of the best talent, providing effective training as per needs of the organization, designing and measuring job roles and performance, compensation management to include not just remuneration but also employee stock options based on performance and as a form of incentive and providing feedback to the management on the state of homosexual resources in the organisation. During this stage, the term, human resources manager was creation increasingly used in the management lexicon to represent the functions carried out by personnel managers. (Bersin, 2006)Induction of information technology into management and personnel functions had a lasting impact on its role and functions. Information technology systems automated routine and repetitive tasks which were so far engaging personnel managers such as pay rolls, performance reporting and incentive management. (Bersin, 2006). Systems such as recruitment and application tracking, issue forth compensation portions build around cost to company, e learning and organizational development resulted in unloosen the human resources manager to focus his attention on achieving key organizational goals by becoming a business partner in strategy implementation. Thus gradually personnel departments provided critical inputs for organizational growth. The topic of the information and knowledge economy has also provided a critical role to personnel departments in what is being called as talent management. (Bersin, 2006). This implies personnel strategies which can identify best talent critical to organizational growth, save and motivate it. The various strategies used for this purpose include management of competencies, measurement of performance, aligning these with the compensation package assess overall contribution to the organization and so on. The overall aim is to limit job hopping, a trend