The role and importance of human resources department (HRD) in an organization

Shaharu B.

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The role and importance of human resources department (HRD) in an organization

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Abstract

Ten years ago hardly any organization had HR departments or talked about it. Today it is difficult to find organizations which employ a large number of people who do not talk about HRD. In spite of this popularization of HRD in the last few years, success experience of HRD is limited to a few organizations and many others are yet to translate their goodwill into action. But even today, the organizations in the service sector continue to neglect it.

But HR is much more progressing in the manufacturing sector. There are a lot many new concepts which are emerging in this field like Stress management, self development, achievement motivation, emotional competence, organizational intelligence etc. If these companies would not invest in the people they would not have grown and expanded. Now-a-days organizations and their top management have recognized that HRD cannot be limited to a few employees in coverage. It is also recognized that HRD is too important to be left as an informal processes and rather it should be a well planned activity.

In a nutshell, we can say that the service sector has a lot to learn from the HR industry.

Tags: Importance of human resource bureau, Significance of human resource department, Managing a business human resources, Importance of human resource dept

Introduction
Recommendations
Meaning of HRD
HRD instruments, processes and outcomes
The 6 different processes in operation in an organization at six different levels
1. Existential process
2. Empathic process
3. Coping process
4. Building process
5. Collaborative and the competitive processes
6. Growth process
HRD outcomes
Need for HRD
Conditions and requirements for effective human resource in an organization
Values in HRD professionals
Emerging trends
1. Stress management
2. Flexible work options
3. Self-development
4. Achievement motivation
5. Emotional intelligence
6. Enhancing team effectiveness
Quality of group communications
Separate budget allocations
Decentralization
Uses of periodical surveys
Monitoring
Structural changes

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Extract

[...] There are certain conditions and requirements for effective human resource in an organization like: Knowing the organization well-Top management and HR professionals must know the capabilities, drawbacks, and problems of employees at all levels. This can only be achieved by being in touch with people at all levels, even at the lower level. This helps in better utilization of available potential, building trust, reducing communication gaps and solving grievances. Feedback and communication- Knowing the importance of feedback, it is unfortunate that in many organizations either get filtered feedback or disregard feedback. [...]

[...] An organization characterized by predominantly ‘achievement-oriented' work climate can be easily expected to reach the pinnacle of success and prosperity. ‘Achievement Motive can be understood as a desire in an individual to excel with regard to some chosen standards of performance and to achieve something unique. This desire is supported by an ability to take necessary risks to achieve what he has set out for, a commitment to make requisite efforts, learn new skills, and willingness to take personal responsibility for creating an environment around himself that is conducive for his goal realization. [...]

[...] The most frequently used instruments are the following: Manpower planning Performance Appraisal and Feedback Training, Education and Development Potential appraisal and development Career planning and development Compensation and reward O.D Techniques Role Analysis and development exercises Quality of work life and Employee Welfare Participative Devices Communication Counseling Grievance Redressal Data Storage and Research Industrial Relations One can find 6 different processes in operation in an organization at six different levels. These are: Existential process- It is at the personal level. [...]

[...] HRD Outcomes Following are the various outcomes which result from HRD methods via improvement in the human processes: People in the organization become more competent because on the one hand they become better aware of the skills required for job performance and on the other hand there is greater clarity of norms and standards. ii) People understand their roles better because through increased communication they become aware of the expectations which other members of their role set have from them. [...]

[...] Such a targeted approach can save an organization both time and money, since team leadership and upper management can make decisions on change and interventions based on a more assured understanding of the problems on such teams. Develop an HR philosophy for the entire organization and get the top management committed to it openly and consistently A proper and effective HR policies should be developed and that too for the entire organization and not just for any one particular department. [...]

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