Running Head Human Resource Management ✓ Solved

Human resource management comprises those activities meant to help in the provision for and coordination of an organization's human resources. Its functions refer to those workers carried out in an organization, both small and large organizations, helping in the provision and coordination of human resources in the Organization. This function includes the following development of the human resource, human resource planning, recruitment and selection, benefits and compensation, safety, and health. It also builds a relationship between employee and labor between the employees and the Organization's workers.

This brings harmony and good understanding to the whole Organization hence improving workers' performance. In the Organization, human resource plays a significant role in developing, reinforcing, and changing an organization's culture; it expands, supports, and finally changes an organization's culture. This creates room for easy adoption into the new organizational culture by the new workers in the Organization because they are adapted to changes.

On the other hand, human resources are opposed because of the following reasons: lack of top management support. HRM should have the permission of top-level management; when there is a change of attitude by the top management, there can be a realization of good results while implementing Human Resource Management. Personnel management people handle passive attitudes at the top. Unless there is a change in top management approach and attitude, nothing good may come to the Organization.

There is also improper actualization; there should be proper training, assessment, and consideration of development requirements of employees, needs, and people's aspirations during human resource policymaking. When this is not considered, then the Organization might experience a significant loss, and finally, there are inadequate development programs in HRM. There should be an implementation of planning career, job training, development programs, and counseling. It should also create an atmosphere for learning within the Organization.

Although HRM has some weak points, I would like to support it because it is more advantageous. Therefore, I would plead with my admirably curious audience to consider human resources and give them a priority.

Rural Development as a means of controlling Rural-Urban Migration is a crucial topic addressed in Public Policy and Administration. In every state and rapid development and modernization, rural areas are very major sectors for the states to experience all those signs of progress. Hence, it has gained the attention of policymakers and governments all over the Globe, and This is because most countries' future depends on rural areas, considering a considerable number of people reside in the rustic.

According to the American Bureau of Census, a group of people living in a community having a population of not more than 2500 people is classified as rural. There are many criteria that can be used to identify rural areas, including infrastructure development, occupation, and housing. Generally, those who reside in rural areas don't have voices; in short, they are less vocal as a result of poverty. Most of the people live above subsistence level and are usually denied their basic needs of life, including housing, food, medical care, education, and transport.

The government should enhance and contribute to rural sectors due to their significant contributions to the state's economy. This is necessary because it will promote the sector's increased contribution to the general growth and development nationally. Unfortunately, most states' stories have been more urban-based over the years, and the Rural have been opted-out in most cases as far as development is concerned.

There has been an increase in socio-economic problems due to uncontrolled rural-urban migration. Therefore, it then calls for urgent measures that can help combat Rural-Urban migration. I, therefore, prefer Human Resource Management because it is primarily career-based and explains the roles of a human resource manager exclusively.

Paper For Above Instructions

Human Resource Management (HRM) serves as a cornerstone for both organizational efficiency and employee satisfaction. It encompasses a wide array of functions that are integral to nurturing a streamlined workforce, encompassing aspects like recruitment, training, performance appraisal, compensation, and employee relations (Collins, 2021). Effective HRM not only aligns the human resources with the strategic goals of the organization but also fosters an environment that encourages personal growth and team cohesion.

HRM plays a pivotal role in establishing organizational culture. This culture influences every employee's behavior and attitudes while also affecting the organization’s ability to attract and retain talent. When an organization’s culture is well-defined and positively reinforced, employees are more likely to feel valued and engaged. This can lead to better performance and lower turnover (Schultz, 1971). However, for HRM to thrive, it heavily relies on support from top management. Leaders within an organization set the tone for how HRM is perceived and facilitated. Without their endorsement, HRM initiatives may face significant challenges (Collins, 2021).

A key component of successful HRM is establishing clear policies that delineate roles, responsibilities, and expectations. These policies ensure that all employees are aware of organizational standards and can operate within a structured framework. Additionally, clarity in communication reduces conflicts that can arise from ambiguity in authority (Schultz, 1971). Therefore, organizations that lack explicit policies often find themselves facing unnecessary battles over jurisdiction and accountability, which can ultimately hinder HRM’s effectiveness.

HR professionals must also focus on developing comprehensive training programs tailored to meet the specific needs of employees. These programs can include orientation sessions for new hires, ongoing training for current employees, and leadership development for potential managers. By investing in such initiatives, organizations can reduce skill gaps and enhance workforce capabilities. This investment not only benefits the organization by increasing productivity but also serves to motivate employees by making them feel valued and mentored (Collins, 2021).

Moreover, recruitment and selection are crucial areas where HRM can demonstrate its value. A well-designed selection process that leverages multiple assessment techniques can help organizations identify candidates who are not only capable but also fit the organizational culture. The importance of selecting the right candidate cannot be overstated, as poor hiring decisions can lead to turnover and the associated costs of recruitment, onboarding, and training replacements. Furthermore, a strong selection process contributes to long-term organizational health by building a workforce committed to the company’s values and vision (Schultz, 1971).

Compensation and benefits also play a vital role in HRM. Organizations must develop competitive salary structures and benefits packages to attract and retain top talent. This includes health insurance, retirement plans, and various perks that could enhance job satisfaction (Collins, 2021). Fulfilling these elements not only helps maintain a competitive edge in the job market but also boosts employee morale. In turn, a motivated workforce typically translates into higher productivity levels and enhanced organizational loyalty.

Despite the advantages of strong HRM practices, there are still challenges to overcome. One common issue is the mismatch between HR policies and the actual practices within the organization. If top management endorses certain policies but fails to implement them effectively, dissatisfaction can arise among employees. This gap between policy and implementation hinders the growth and development of a positive organizational culture (Schultz, 1971).

Another challenge is maintaining a balance between organizational needs and employee expectations. Often, HR practitioners must negotiate between the goals of the organization and the desires of employees. This balancing act requires strong interpersonal skills and the ability to cultivate trust and understanding among all parties involved. HR professionals should be trained to mediate these discussions and find common ground, ensuring that the outcomes are beneficial for both the organization and its employees.

To mitigate these challenges, HRM can employ various strategies. One approach is to continuously assess the effectiveness of HR policies through employee feedback and performance metrics. By fostering a culture of open communication, organizations can address grievances early and reduce the chances of conflict. Additionally, HR professionals should be active participants in organizational strategy discussions, positioning themselves as strategic partners who can influence positive change rather than mere administrative support (Collins, 2021).

In conclusion, HRM plays an indispensable role in both organizational success and employee engagement. It is essential for building a robust organizational culture, recruiting the right talent, and ensuring employee satisfaction through compensation and training. While challenges persist, a proactive approach to HRM can lead to significant enhancements in workplace dynamics and overall organizational performance.

References

• Collins, C. J. (2021). Expanding the resource-based view model of strategic human resource management. The International Journal of Human Resource Management, 32(2), 331-35.
• Schultz, T.P. (1971). Rural-urban migration in Colombia. The Review of Economics and Statistics.
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