Abstract
This research aims to determine the role of human resource management in organizations. This research uses a literature review method. From the discussion, it can be concluded that human resource management has three functions, namely managerial functions, operational functions, and functions to achieve organizational goals in an integrated manner. Meanwhile, the duties of human resource management are staff procurement, human resource development, compensation management, occupational safety and health, labor relations, and industrial relations. The main objective of human resource management is to increase the contribution of human resources (employees) to the organization. It can be understood that all organizational activities in achieving its goals depend on the humans who manage the organization. Therefore, employees must be managed properly so that they can assist the organization in achieving the organizational goals that have been determined. To achieve the objectives of human resource management carried out by HR managers, and managers on all lines of the company and outsourcing.
Highlights
Human resource management is a process of dealing with various problems in the scope of employees, employees, laborers, managers, and other workers to be able to support the activities of the organization or company to achieve predetermined goals
Writing this paper aims to find out how the role of human resource management in organizations
Political Perspective The importance of Human resource management (HRM) in this perspective is more directed at the macro angle, that human resources are an important asset owned by an organization starting from the macro-level, even internationally, to the micro-level
Summary
Human resource management is a process of dealing with various problems in the scope of employees, employees, laborers, managers, and other workers to be able to support the activities of the organization or company to achieve predetermined goals. Human resource management (HRM) is the design of formal systems within an organization to ensure the effective and efficient use of human talent to achieve organizational goals. It doesn't matter whether the company is a large company with 10,000 employees or a small non-profit organization with 10 employees they still have to be paid, which means a good and legal compensation system is needed. In an environment where workforce challenges are constantly changing, laws are changing, and the needs of employers are changing, HRM must continue to change and evolve (Becker & Huselid, 2006)
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