pay and benefits
Tiffane Moody
Empire State College
April 08, 2014
Human Resource Management
Module 1 paper The Strategic Role of Human Resource Managers Human Resource management (HRM) refers to the policies, practices, and systems that influence employees’ behavior, attitudes, and performance. “Many companies refer to HRM AS involving people practice” according to Noe R.A. (2013) Effective HRM Practices has been shown to enhance company performance by contributing to employee and customer satisfaction, innovation, productivity, and development of a favorable reputation in the firm’s community. According to Noe, R.A. (2013) “Only recently have companies looked at HRM as a means to contribute to profitability, quality, and other business goals through enhancing and supporting business operations.” (pg.5) The HRM department is solely responsible for outplacement, labor law compliance, record keeping, testing, unemployment compensation, and some aspects of benefits administration. (pg.6) in some companies the HR department advises top-level management; in others the HR department make decisions regarding staffing, training, and compensation after top managers have decided relevant business issues. (pg.6) With the HRM being at the top of its function the roles HRM once hold is changing to filter CEO needs for a better organization. According to Noe R.A. (2013) “ The role of HRM in administration is decreasing as technology is used for administrative purposes, such as managing employees records and allowing employees to get information about and enroll in training benefits, and other programs” (pg.8)
CEOs are considerably more likely to think their relationship with their head of HR is close and trustful—and value that relationship highly—than they are to believe the head of HR is playing a key role in strategy. “In companies with more than 5,000 employees, 75% of CEOs say their relationship with the head of HR is close and trustful and 76% hail it as one of their
Empire State College
April 08, 2014
Human Resource Management
Module 1 paper The Strategic Role of Human Resource Managers Human Resource management (HRM) refers to the policies, practices, and systems that influence employees’ behavior, attitudes, and performance. “Many companies refer to HRM AS involving people practice” according to Noe R.A. (2013) Effective HRM Practices has been shown to enhance company performance by contributing to employee and customer satisfaction, innovation, productivity, and development of a favorable reputation in the firm’s community. According to Noe, R.A. (2013) “Only recently have companies looked at HRM as a means to contribute to profitability, quality, and other business goals through enhancing and supporting business operations.” (pg.5) The HRM department is solely responsible for outplacement, labor law compliance, record keeping, testing, unemployment compensation, and some aspects of benefits administration. (pg.6) in some companies the HR department advises top-level management; in others the HR department make decisions regarding staffing, training, and compensation after top managers have decided relevant business issues. (pg.6) With the HRM being at the top of its function the roles HRM once hold is changing to filter CEO needs for a better organization. According to Noe R.A. (2013) “ The role of HRM in administration is decreasing as technology is used for administrative purposes, such as managing employees records and allowing employees to get information about and enroll in training benefits, and other programs” (pg.8)
CEOs are considerably more likely to think their relationship with their head of HR is close and trustful—and value that relationship highly—than they are to believe the head of HR is playing a key role in strategy. “In companies with more than 5,000 employees, 75% of CEOs say their relationship with the head of HR is close and trustful and 76% hail it as one of their