Human Resource Management (HRM) can be defined as strategic the approach of managing one of the most valuable resources of one organization, and they are employed who work in it and individually or collectively contribute to the achievement of his goals.
The human resource management function sets a series of interdependencies related activities the most important of which are: bid planning and demand for human resources, job analysis, recruitment of potential candidates, selection reported candidates, socialization of newcomers, training and development of employees, motivation, health care, respect of legal regulations, assessment performance, reward. These activities are carried out by the management of the organization The aim of providing employees with the highest skills, quality and potential works their fuller knowledge and their modernization and modernization business conditions, and in order to accomplish projected tasks and plans and interests of the organization. The basic principle of human resource management should be: a real man, at the right time, in the right place. Contemporary Human Resource Management it definitely does. Namely, contemporary tendencies in human management resources go in the direction of cooperation and creative resolution of set goals in company. Backward, such a relationship promotes and raises the level of personality, integrity and the initiative of every employee. The role that human beings have for organizational purposes can best be achieved explain by setting the main goals to be achieved at the level organizations as individuals or with the help of other organizational parts. The core of the entire human resources activities are five objective.
1. Goals related to employees
The first task of human resource managers is to provide, no matter how much it is possible for an organization to be made up of the appropriate people, to be able to take advantage of the human resources it needs. This implies determination organizational structures, determining types of contracts that will work differently groups of employees (or external associates), selection and development of faces to be filled its role: the right people with the appropriate abilities to provide their own when these services are needed for the organization. There is a need for effective competition in the labor market through recruitment and retention the best workforce that is available and can be found on the market. It implies the development of work packages, which are so tempting to keep the level the ability of the employee to be sought and the possible release of those for whom he is in the process the point is that they no longer have a role in the organization. This goal also appears in the literature as a personal goal that is extremely important goal, both for employees and for the organization. It helps to get employed realize their own goals by achieving business efficiency and goals organisations. Attitude and expectations of employees by job and job, they have changed considerably, so besides the fulfillment of material needs, they also performed the desire for greater responsibility and self actualization. Employees expect more complex tasks and career advancement. Human Resource Management must determine its strategic course that would make it proactive manager team. To accomplish this new role, the resourcefulness of human resources needs to recognize the personal goals of the employees and fill them in order for the employees to be motivated to stay in the company and thus contribute to achieving the goals organisations.
2. Work-related objectives
At work, goals are usually linked to individual performance or the results of the employees, the desirable level of productivity of the age, the satisfaction of employment encouraging long-term loyalty organization. At the organizational level goals Human Resource Management is most commonly tied to increasing the average productive preserving, improving the quality of working conditions in the organization, survival through the market creation of competitive dignity and flexibility, growth and development of the organization and profitability of business. When the desired workforce is reached, human resources managers must make sure that individuals are as motivated and dedicated as possible to work, how maximizing their work and their role. That is why training is essential development, as well as rewarding systems, which stimulate employee engagement and orientation to their work goals. In many organizations, especially where trade unions play a significant role, human resources managers are negotiating on improving the results working with employees. To achieve work-related goals, human specialists resources should contribute to disciplining employees to be effective and adequate way, and then when individual behavior or working standards are evaluated as unsatisfactory. A social worker can also contribute to achievement and retention high standards of work by providing constructive help to people who have it productivity, illness or serious personal circumstances, decreased in relation to the potential they possess. There are a whole range of self-employed initiatives that are organizational to stimulate human resources as a means of raising the level of dedication and employee involvement in developing new ideas.
3. Goals related to management change
A new age characterizing the use of satellites, computers, the Internet, and mobile telephones, facsimiles and other technical aids increased to incredible limits the process of obtaining the use and transfer of knowledge and information. Especially in this a deluxe Internet domain that thanks to the IT network, from planet Earth made a digital planetary village. Bearing in mind the strategic performance of a new and permanent organization changes in the organization’s development where the business environment and the way change business activities of contemporary entrepreneurial organizations that are primarily exhibited as:
technological changes, especially informatics,
social changes and others,
they work on each other and in their interaction they create a new civilization, where instead of traditional economics-focused economics production, affirms a new economy based on creativity and sophistication knowledge. Material production and physical work as a subsidiary product of the new economies are dislocated into less developed regions of the world. For most organizational changes, it is no longer a consequence of someone external factor. On the contrary, it is endemic, almost uninterrupted, and launches it the constant need for innovation just as well as the pressing pressures. Change is occurring in different forms. Sometimes it is mostly structural and requires reorganization activities, the introduction of new people into a certain role, or a culturally necessary one change: the general goal, ie the need to change attitudes, philosophy or standing organizational standards. In any of these possibilities, the organizational entity for human resources can play a central role. Key activities refer to engaging and developing people with the inevitable ability to be leaders and launch the process of change, recruitment agents for changes that affect acceptance changing and establishing a rewarding system, highlighting this process of change. Changes in organizations are due to the fact that the employees in the organization are not satisfied with the current status quo. The decision to accept the change can give an individual, manager or team of managers. Timely and effective inclusion of employees is also of paramount importance in this case as “people support the one they have been contributing to creation. ”
4. Administrative goals
The fourth type of goals, in the contemporary business environment as important as and others, is not primarily concerned with achieving competitive advantage. It’s naturally administrative and focussed on achieving other types of goals. Part of it performs in order to help the organization’s good leadership. That is why it is necessary note precise and clear data on all employees individually: personal information, job performance, employment conditions, training and training results, attendance, attending various courses, seminars and fair events, use internet etc. The social system of values is informal, and it is formally legislated and regulations, defines the norms of conduct in the field of employment. legitimate regulations and social norms may refer to gender discrimination, safety and security at work, environmental standards, labor law, politics taxation of earnings and other areas of general social interest. Task HRM in this sense is to provide respect for ethical, legal and other standards while at the same time minimizing the negative impacts of the same on the business organisations. By developing entrepreneurship and realizing the goals it carries with it entrepreneurship simultaneously achieves higher business and social goals. Each of these four types of goals in different ways is important necessary for the organization itself. Sometimes, however, it happens that one is more important than other. The goals of human resources management are planned and expected results that an organization wants to achieve in its context strength and weakness and chances and dangers of the environment. The goals come from the very outset strategic approach, ie the mission and goals of the organization as business system. In that sense, goals can be different depending on nature organization’s activities. To achieve competitive advantage and lead position In the market, organizations form the whole complex of management goals human resources that are primarily related to investing in human resources. Contemporary HRM strives to create a good climate in the organization, which will enable it employees to feel their important role. To this end, they are stimulated teamwork and dedication to work and common goals. First line managers determine training, what kind of employees they want, and a HRM experts have roles in recruitment and selection, safety and health at work, reward and benefits, as well as in human resources planning.
5. The Role of Human Resource Managers in the Process of Changes
The role of human resources manager in the process of changing the organization can to be of great importance. In the widest sense, it can be seen in the transformation process traditional organizations in so-called. “Learning organization”. This implies that develop a culture in which the goal of every employee is to go through continuous learning and the exchange of knowledge develops, and thus the organization is progressing. On the other the organization must provide the employees with the possibility of training and training, through which the necessary knowledge would be obtained. Development and acceptance of the culture of knowledge, the opening of communication channels, decentralization, training and training are the aspects in which the human resource manager can make their own knowledge and experience contribute. With such activities he helps the organization to prepare “suitable field “to accept the upcoming changes. If we make such a culture and the climate in which change is desirable, the organization becomes flexible and creative, the resistance of employees is diminishing, and the organization succeeds in keeping pace with change reality. In this respect, it is important to clearly define the vision that will promote above mentioned goals. Human Resources Sector should actively participate in defining vision, which will lead the employees to the achievement of their personal goals, which are in line with the goals organisations. The vision should clearly promote the values that are consistent with concept of “learning organization”. Management creates a vision, exchanges with employees and explains in what way the vision should lead the employees into the process realization of their and organizational goals.