Human Resource Management System and Organizational Behavior, Essay Example

Introduction

Human resource management is one of the most critical functions of business management operations. In a way, it does hold the key towards making an organization highly capable of becoming determinably effective in reaching its goals as a unified unit of individuals directed to fully contain the overall assumption of goodness not only for the sake of the organization’s success but also that of the individuals working for the business. What makes this operation highly important is that it sets the organization’s culture and attitude towards work which basically improves the condition by which intensive progress is seen as a vital course of consideration to take note of (Johnason, 2009).

For many years, human resource management operations have been trying to champion on the different procedures by which modern human resource group demands are met accordingly. This especially concerns the most crucial need to make sure that every individual is given the chance to realize the importance that they have in the organization as workers and as distinct individuals having the need to be recognized for their good work (Klerck, 2009). The organizational behavior that human resource management personnel establish creates a more definite source of competence that the organization needs in order to stand as one unit.

The Key Functions of Human Resource Management Team

Among the key concepts that human resource management operations impose towards setting up a unified organizational culture includes the creation of effective policies [however, along with this comes the need for the ‘leaders’ of the organization to be strong enough and capable of remaining as model-individuals to set the culture straight] (Collings, et al, 2009). Setting up the example a the basis of the culture that managers are aiming to establish specifically solidifies the basic points of condition that the organization needs to be strongly grounded upon.

For instance, if the human resource management personnel are directed to create a definite sense of effective culture of non-discriminative and highly inclusive work environment, this culture ought to be seen among the managers themselves (Ulrich, 1996). The policies they make first needs to be implied among themselves before they can be implied towards the people surrounding them. This makes it easier for the policies to be tested first for practicality before they are even implemented among the members of the organization.

Reevaluation of policies could also help in adjusting particular rules as the group of individuals making up the whole employment staff of the organization. This could be done through the establishment of regular survey activities set to be done within specific schedules thus making it easier for managers to keep themselves updated on the changes that need to be made every now and then. These changes are to be scaled according to the balanced view of what the organization needs and what the employees require as well. The policies could also be realigned based on the changing goals of the organization based on the seasons of operation that the business undergoes. Basically, outlining the new goals and the new options of development gives the HR managers to be cautious enough in helping each employee reach the goal without necessarily making too many changes on who they are but practically given them a chance to adjust the way they perform as part of the organization.

The basic function of the human resource management team to set up organizational policies is one powerful aspect of authority that is designed to make a definite impact on the overall culture that the business needs to give attention to. Whatever culture these policies establish basically provides a more defined foundation in relation to how good the organization is to perform as one functional unit designed to keep up with the challenges of the community, basically creating a more defined system that would bring in a much better sense of achievement for the organization as it grows and expands.

The Structure of Developed Human Resource Management

A properly organized human resource management team is able to see change as a vital part of expansion and development. In this day and age, this is an element in business that cannot be avoided but can be successfully dealt with through the application of proper management strategies. Dealing with human direction is one aspect that makes facing changes even much easier to contend with. People who are set to face changes in a much positive level are given a better sense of who they are and the role that they have to take into account especially when they are in need of facing adjustments in the way they perform their assigned duties.

The human resource management team is dedicated towards making new options of growth for the organization and making the people ready enough to face these necessary adjustments. Most likely, it could be understood that the consideration over a more defined employment operation and proceedings provide a definite sense on how any business unit could be helped to embrace growth and development according to a better- constructed process of thought that leads the employees towards distinct improvement for future assumptions of expansion. The human resource management team plays a great role in setting the path straight for the employees as they work alongside the administration and set up goals and read strings that lead towards the goal of growing amidst the distinct existence of competition in the international field of industries.

Employees properly guided and lead to embrace personal and organizational development are more capable of realizing the importance of change and how it should be faced with increased competence and confidence that the set goals are to be reached according to the expectations of the administrators. True, the partnership between properly established business goals and well-defined rules and policies for the people creates a more distinctive essence of what good human resource management is all about. With the proper proposal of good implementation of rules, good direction towards expansion is expected to give the organization a better sense of the defined progress they hope to be noted for.

Conclusion

Setting up the organizational behavior that the employees need to follow through specifically increases the capacity of the business to engage in good options of leadership as the workers are confident enough to face the challenge of adjustment that they have to give attention to. Employees who are given the sense of worth through the policies established by the human resource management are much stronger especially in creating more result-oriented goals that are set by the administration. Noticeably, workers are given higher competence among themselves and their teams through working under a proper organizational culture that induces a better option of establishing team-based success. Through the coming years, more options of development are expected and it is seen that better understating over organizational behavior shall be applied by human resource management personnel as they seek a definite indication of use of cultural development among the employees in the business.

Works Cited

Paauwe, J., & Boon, C. (2009). Strategic HRM: A critical review. In D. G. Collings & G. Wood (Eds.), Human resource management: A critical approach (pp. 38-54). London: Routledge.

Klerck, G. (2009). “Industrial relations and human resource management”. In D. G. Collings & G. Wood (Eds.), Human resource management: A critical approach (pp. 238-259). London: Routledge.

Johnason, P. (2009). HRM in changing organizational contexts. In D. G. Collings & G. Wood (Eds.), Human resource management: A critical approach (pp. 19-37). London: Routledge.

Collings, D. G., & Wood, G. (2009). Human resource management: A critical approach. In D. G. Collings & G. Wood (Eds.), Human resource management: A critical approach (pp. 1-16). London: Routledge.

Ulrich, Dave (1996). Human Resource Champions. The next agenda for adding value and delivering results. Boston, Mass.: Harvard Business School Press..

Service, R.W. (2005). Managerial Promotions Formulas and Human Resource Management Model. Management Research News.