HRMA

Reflection Paper
Topic: What makes resource management truly human administration?

Resource management is truly a human administration because it is a core

dimension of both public and private administration. It is a core function of any
organization because the people of the organization are its most important resource.
HRM, when done well, ensures that the organization has the people it needs when it
needs them and that they are well qualified for and motivated to do their jobs well. It
creates and manages guidelines for recruiting, selecting and training new employees,
compensating and rewarding employees appropriately, for disciplining and terminating
them if necessary, and for providing for retirement, resignation, and other activities
involved in separating from the organization. When done poorly, HRM has the potential
to create inefficiencies, reduce effectiveness, and create serious liabilities for the
organization.
In public organizations, it can be argued that the human resource management
function serves an added role as a steward of democracy. It ensures that employees are
treated fairly and equitably, that diversity within the organization reflects the diverse
populations in the society at large, and that public jobs are open to all qualified citizens
These are critical tasks for public organizations and for the democracy they serve.
In private organizations, resource management is truly a human administration
because there seems to be an uncanny love-hate relationship between HR staff and
employees. HR management knows how to strike a balance to earn both the trust and
respect of the CEO as much as the janitor. Resource management is also a human
administration because they have the ability to balance the interests and seek to align the
goals of the company and the vested interests of employees.
To be specific, the following are my reasons why resource management is
considered a core dimension of human administration:
First, the management is in charge of overall recruitment and training of a
workforce. In collaboration with hiring managers of employers, the HR provides
leadership training, teamwork management, scheduling assistance, a systematic hiring
process, recruitment planning processes, interview expertise, selection monitoring, and
more. Second, it monitors company culture. Every organization has a distinct company
culture. Some organizations say that HR owns the culture, but as in all other employee
relations matters, the ownership is generally with the management and the employees.
HR must also make sure that the company culture will allow creativity and productivity to
thrive most.
 Third, it supervises overall talent management processes. This is one of the
leading functions of the HR department. In collaboration with other managers, HR is on
top of management development, performance management, succession planning,
career paths, and other aspects of talent management. HR can't do it alone and relies
heavily on managers and executive staff to help plan and execute the strategies.
However, HR has to bring new ideas and effective practices in the organization. Fourth,
it develops standardized, fair, and strategic compensation plan. The HR department is
knowledgeable in terms of rules and policies involving pay depending on the city, state,
or region. This must be applied when trying to evaluate salary grades for all levels of the
organization. They guide managers as they determine the salary ranges within their
organizations.
Fifth, it finds out, recommends, and implements employee benefits and
compensation programs that would help attract and retain superior employees. HR keeps
track of these trends especially regarding employee benefits and compensation perks.
They are also responsible for controlling costs and considering various options before
recommending adoption of such. Sixth, the management recommends and implements
HR strategies in the organization. HR must always merge the current with future goals.
This must be aligned to make sure that the momentum does not slow down or decrease
at some point. If the organization is changing direction, developing new products,
changing mission, vision, or goals, HR leads the way with employee programs and
processes. They supervise with expansion and growth in mind at all times.
Seventh, it ensures an active workplace environment complete with events,
celebrations, field trips, celebrations, and team building activities. HR is able to actively
engage and keep employees nurtured and happy in the work environment. HR is
generally responsible for monitoring the budget and providing committee oversight in
terms of these activities planned and implemented in the calendar year. Eight, it is
proactive in terms of resolving issues or conflict within the organization or mapping out
an effective approach to enhancing work productivity in the workplace. Conflicts are part
of any healthy and robust organization. Not everyone would feel the same way with each
other, but they need to develop effective working relationships for contributions and
productivity. HR can help by knowing the players and taking on the necessary role of
advocate, coach or mediator.
With these reasons, it can be concluded that without the human administration
function of the resource management department, an organization cannot deliver
properly. The HRM department helps a company grow and also increase its productivity.
Each of the roles played by the HRM department is crucial for any company. It is because
of this reason that an organization should stress on having a resource management team
with deep and passionate attitude towards human administration.