Human Resource Management Importance For Organization Success | Fusion - WeRIndia

An organisation cannot build a good team of working professionals without good Human Resources.

The key functions of the Human Resources Management (HRM) team include recruiting people, training them, performance appraisals, motivating employees as well as workplace communication, workplace safety, and much more.

It is a fact that to thrive in the chaotic and turbulent business environment, firms need to constantly innovate and be “ahead of the curve” in terms of business practices and strategies.

It is from this motivation to be at the top of the pack that HRM becomes a valuable tool for management to ensure success.

One of the factors behind organizations giving a lot of attention to their people is the nature of the firms in the current business environment. Given the fact that there has been a steady movement towards an economy based on services, it becomes important for firms engaged in the service sector to keep their employees motivated and productive.

Even in the manufacturing and the traditional sectors, the need to remain competitive has meant that firms in these sectors deploy strategies that make effective use of their resources.

This changed business landscape has come about because of a paradigm shift in the way businesses and firms view their employees as more than just resources and instead adopt a “people first” approach.

Human resource management provide the organization with a sense of direction and a feeling of purpose.

The days when the HR manager was concerned with administrative duties is over and the current HRM practices in many industries are taken as seriously as say, the marketing and production functions.

Here you will find the reasons for organizations to have a Human resource management strategy as well as the business drivers that make the strategy imperative for organizational success.

The practice of HRM must be viewed through the prism of overall strategic goals for the organization instead of a standalone tint that takes a unit based or a micro approach.

The idea here is to adopt a holistic perspective towards HRM that ensures that there are no piecemeal strategies and the HRM policy enmeshes itself fully with those of the organizational goals.

For instance, if the training needs of the employees are simply met with perfunctory training’s on omnibus topics, the firm stands to lose not only from the time that the employees spend in training but also a loss of direction.

Hence, the organization that takes its HRM policies seriously will ensure that training is based on focused and topical methods.

In conclusion, the practice of HRM needs to be integrated with the overall strategy to ensure effective use of people and provide better returns to the organizations in terms of ROI (Return on Investment) for every rupee or dollar spent on them.

Unless the HRM practice is designed in this way, the firms stand to lose from not utilizing people fully. And this does not bode well for the success of the organization.

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