The Department of Human Resources has the responsibility and power to maintain the management and employee needs of the company. The aim is to manage connections between workers and to help mitigate costs on behalf of the management. The purpose of this paper is to clarify the importance of the human resources department in the company to the relationship, rewards and setbacks of employees.
Evidence for this Main argument:
Human resource managers help decrease labor costs, particularly as jobs are scarce and workers’ appetite reduces their supply, thereby increasing salaries (Mottershead, 2014, p.299). In addition, they facilitate conflict Resolution within an organization by mediating between disputes. Moreover, they are tasked with interpreting organizational policies and procedures while defining the appropriate behavior in the workplace. They are also in charge of training and development and supporting employee relations and rights.
Acknowledgement for counter arguments
Those of a contrary opinion argue that human resources implementation is costly especially the costs associated with human resources, such as employee programs and services. However, Schneider and Bowen state that, the most important aspect of human resources is that they improve the organizational structure, which usually reflects on the employees and eventually the customer. A correlation emerged from a survey of employee perceptions practices and procedures conducted in the banking industry, the study revealed that Human resource department facilitates the delivery of excellent service from the closeness that exist between employee and customer encounters (Schneider and Bowen,1993, pp.39-41).
A company without the human resources department may have challenges maintaining long lasting relationships with employees because they will fail to bridge to communication gaps present between employees and management.
Mottershead, A., Grant, A. and Kelt, J. (2015). Business for A level. London [England]: Hodder Education.
Schneider, B., & Bowen, D. E. (1993). The service organization: Human resources management is crucial. Organizational Dynamics, 21(4), 39-52. http://dx.doi.org/10.1016/0090 2616(93)90032-V.