The organizational function that deals with the people ..." (Heathfield, 2007).
The purpose of this paper is to describe the extent to which HR practices can effectively modify organisational culture and thereby increase the commitment of employees, and also give an account on various aspects of HR management. HR applies to the workforce managed by any employer. An organisation or a business needs employees. In other words, without employees it becomes highly difficult for an organisation to run. It is also equally important to properly manage these employees in order to achieve optimal efficiency.
There are several research conducted over the years of how to manage the workforce properly. If fact it has been proven to be much more difficult the workforce than maintaining the complicated computer systems or many other machines. It has also been proven beyond doubt that a mechanical approach towards workforce has often failed. This is the reason why the application of human resources management focuses mainly on the most sensitive issue of human analysis to find out what really works with employees. One of the major aspects of HR maintenance involves employee recruitment, training and development as a function of human capital management.
Human Resource Management has an important role in making sure that employees' abilities are precisely and favourably nurtured to best suite the companies' requirement. Once the training of an employee is completed, it is essential to seeing a worthwhile return on investment come from their contribution to the company. Along with employee training, HR departments also look into the area of recruiting new applicants. The HR departments are in a continuous quest to find the best talent available on the global labour.
Human resources departments also look into a variety of other problems faced by the organisations such as labour relations that include the crucial and highly sensitive dialogue between employees and management - the production of job descriptions, the monitoring of worker to worker relation and to design a efficient employee management system, and over an above the compilation of incentive and benefits packages as well as a variety of other vital functions that relate directly to the employee workforce (hrVillage.com, 2000).
In any organisation, the Human Resources Management (HRM) function remains same and it includes a variety of activities. The most important among the functions is deciding on how many staffs need to be recruited and how to allocate the work to the staff. Besides, recruiting and training the employees, ensuring to bring out the best in each of them, dealing with performance issues, and ensuring standards of the organisation is met and above all management practices conform to various regulations are some of the main functions of HRM (McNamara, 1997).
HR Impact on organisational performance and culture
Good strategies alone cannot guarantee for long-term success rather many other factors impact organizational performance. Corporate culture is one such important factor is which aids an organization to create a high performance environment. Because culture is so important to the success of a firm, human resource professionals need to