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Summary BUS303 Week 5 Final Paper 1.docx BUS 303 Week 5 Final Paper BUS 303 The human resource management departments primary function is to manage the employees skills and talents to be the most effective for the organizations goals and individual ob$7.49
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Summary BUS303 Week 5 Final Paper 1.docx BUS 303 Week 5 Final Paper BUS 303 The human resource management departments primary function is to manage the employees skills and talents to be the most effective for the organizations goals and individual ob
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BUS303 Week 5 Final Paper BUS 303 Week 5 Final Paper BUS 303 The human resource management departments primary function is to manage the employees skills and talents to be the most effective for the organizations goals and individual objectives. Human resources role can also be optimiz...
bus303 week 5 final paper 1docx bus 303 week 5 final paper bus 303 the human resource management departments primary function is to manage the employees skills and talents to be the most
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BUS 303
Week 5 Final Paper
BUS 303
The human resource management departments’ primary function is to manage the
employees’ skills and talents to be the most effective for the organization’s goals and individual
objectives. Human resource’s role can also be optimized for shaping organizational and
employee behavior, their goal of recruiting talent into an organization is to perform optimal
tasks and responsibilities that will keep the organization functional and competitive. Human
resource management is vital to organizations as it is the lifeline for success and maintenance
for employee and company relations.
One of the main roles of human resource management involves the ability to often predict
or foresee future business and employee needs. Knowing what an organization may require will
help positively impact future performance needs and management, planning and recruitment,
development, benefits and compensation and will assist in the comprehension of labor laws and
regulations. Human resources strategic planning to help with these predictions involves a series
of six processes of analyzing and forecasting the improving the organizations effectiveness. The
six factors of the Human resources (HR) strategic planning program involve environmental
scanning, labor market analysis and forecasting, internal analysis and forecasting, gap analysis,
developing HR plans and strategies, and HR strategy implementation and assessment.
Now, strategic planning is the foundation of a human resources department. “A strategic
plan is usually set by an organization to address its position in relation to its competitors”
, (Youssef 2015). By setting a strategic plan, expectations can be made known, and the
organization suddenly has a purpose. By aligning a strategic plan an organization then has an
effective way to manage staff, which are its number one asset. But can also be its number one
enemy if not managed properly. HR planning goes hand in hand with strategic planning as HR
planning is the managing of people. This makes it much easier for HRM to ensure that the right
person is hired and retained for the right job. Performance management relies on setting and
knowing the organizations overall plan to ensure that all employees are continuously updated and
monitored on the fast, ever changing elements in the corporate world, and maintain constant
productive performances that contribute to the organization goals.
One of the most important factors in an organization is the people. How do you begin
recruiting and selection process? “The purpose of the recruitment process is identifying and
attracting qualified talent for organizational jobs in a timely and effective manner.” (Youseff,
2015). Finding the right talent for a job is all in process and delivery for what you are requesting
Recruiting and hiring the right employees for the company is a key responsibility that human
resource management handles. Knowing what kind of employees to hire involves creating a
comprehensive plan in order to recruit per the company’s needs.
Finding candidates requires seeking out applicants and screening them for qualifications,
then recruiting the accepted applicants and overseeing the hiring process. Development starts
with an effective human resource management (HRM) team. Adding value to the organization is
a main bullet point goal for HRM and is constantly changing per the organization objectives.
Monitoring the function and environment within the interworking’s of the company’s success by
reviewing employee knowledge and skills and measuring feedback on performance levels and
business profit and production values in order to manage and develop successful goal-oriented
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