There are huge responsibilities and considerable obstacles that stand in the way of effective implementation of policies and guidelines in the organization structure. Many HR functions failed to deliver the outcome that were initially anticipated. The fundamental approach to people management needs to support around capabilities, skills, culture, and structure. Businesses rely on organization methods of managing everyone’s effort toward production and ensuring profit generation by presenting incentives and several programs for motivation.
HR management needs to maintain order and provide training for all employees. This means drafting the specific duties and responsibilities of the employees, detailing the recruitment and hiring process, setting up methods for security and preventing court cases that would come in the course of the operation like for example sexual harassment and health concerns. It has a lot to with managing all the aspects of making people function in the best of their health, security, and supported work environment.
HR management concern is purely people, training people, and looking out what’s best for the people (Beaman 6). They also deal with increasing productivity, tackle complicated labor laws, and put everything in written policies and procedures to ensure continuity in management. They are the brain of corporate reputation branding and people management. In their absence an organization would be in chaos with all the things that needed to be watched over.
Page Beaman, Karen V. Boundaryless HR: Human capital management in the global industry. Austin Texas: Rector Duncan & Associates Inc. , 2002.