The role of individuals in relation to specific planning can then be ascribed by the human resource department in combination with the management which often results in a better output with respect to the expected advantages or gains from organizational structure. Researchers like Camps and Luna-Arocas, (2009) say that the identification of the primary work processes necessary for the organization and completion of all the stages of the work is also among the roles of the modern HR management system (Camps & Luna-Arocas, 2009)
Most of the companies in the modern business require to function and develop in a relatively constant volatile environment and market condition. It is important that companies improve continuously for the purpose of creation of a sustainable competitive advantage in a volatile and highly competitive market environment (Edwards, 2009)
Measurement of the financial aspect related to human resource management for an organization has similarly gained importance especially in relation to the development of implementation of ideas and the gaining of knowledge about the results in the implementation of human resource management. Vision for using Human Resources for Organizational Success According to researchers Goldsmith, Lyons and McArthur (2012), the enhancement of organizational effectiveness is enabled by a well thought out and a careful planning and implementation of human resource management (Goldsmith, Lyons & McArthur, 2012)
Effective human resources management also defines the grouping of various components in line with the organization requirements and the degree and the span of control with respect to the structure components. The number of employees that are necessary for deployment for meeting the demands of staffing at present and in the future is also decided by human resources departments in consultation with the company management (Gollan, 2010)
The HR manager is expected to understand and implement strategies and measures that can cater to the employees' macro concerns apart from doing the regular work of roll maintenance and attendance, payroll preparation and allocation of leave etc. Such employee macro concerns relate to the quality of facilities, the work culture in the organization, the organization structure, present and intended work ethics and commitment and values (Miah & Bird, 2007)
Researchers Lahteenmaki and Laiho says that there are differences between the modern concept of human resource and its management and the attempt to add value to an organization through its human resources and the development of organizational effectiveness and the traditional concept (Owumi & Ajayi, 2013). In modern business, human resources are considered to be part of the critical business activities of an organization (Mitsuhashi, Park, Wright & Chua, 2000)
While there is practical evidence of links between human resource management and a positive organizational performance, a large number of researchers have been able to establish a positive statistical relation between the two. This has also granted importance to human resource management and its role in better business performance (Mohd.Yusoff, Abdullah & Ramayah, 2009)
Thus, it plays a critical role in an organization or a company. Given the cut-throat competition in the global and the local markets as well as the declining importance of the impact of outside forces on stability, organizational effectiveness and development become critically dependent on management of human resources (Mondy, Noe & Gowan, 2005)
Since the overriding company objectives need to be considered while preparing and planning for human resource management, there is also a requirement for the assessment of issues, the implications as well as the challenges that are resultant from strategic business strategies. Hence answers to such challenges need to be included in the plans and programs for development of human resource (Morgan, Harkins & Goldsmith, 2005)
It is important that companies improve continuously for the purpose of creation of a sustainable competitive advantage in a volatile and highly competitive market environment (Edwards, 2009). The role of the employees in every organization is gaining prominence and importance in relation to companies gaining sustained levels of competitive advantage and this has enhanced the importance of the efficient management of the employees or human resources (Oh, Blau, Han & Kim, 2015)
Hence answers to such challenges need to be included in the plans and programs for development of human resource (Morgan, Harkins & Goldsmith, 2005). Researchers Lahteenmaki and Laiho says that there are differences between the modern concept of human resource and its management and the attempt to add value to an organization through its human resources and the development of organizational effectiveness and the traditional concept (Owumi & Ajayi, 2013)
Hence, it is critical that the managers and the people deciding on the promotions are as objective as possible so that favoritism is eliminated. Hence, HR managers need to assure employees that none would be able to get promotions simply because they enjoy a good rapport or have good relations with someone at an upper-level in the management (Paulsen & Wilkinson, 2006)
The vision for human resource in modern management, therefore, tends to make sure that organizational effectiveness is achieved with the combined efforts of the managers and human resource management professionals where the later plays the role of a consultant and the former a facilitator. While creating a congenial environment at work which can lead to maximum output from the employees, according to Stanton and Nankervis (2011), this is also necessary to reduce conflicts (Stanton & Nankervis, 2011)
It also acts as a motivational force for an employee to work better for those employees who do not get promotions. This can help in enhancing the overall productivity of the organization (Thompson & Rew, 2015)
Since employees are now considered to be among the core capabilities of modern business organizations, possessing a committed, engaged and empowered set of employees would help them more easily see the benefits of a change or would be easy to convince about the benefits compared to employees who feel detached from the organization. Therefore, employees who feel more attached to the organization are more easily aligned to the company objectives - especially in an atmosphere of change (Younger, Younger & Thompson, 2011)
Some mechanisms include performance-based financial incentive structures. Profit sharing models allow HR to include employees in the overall financial performance of the company, while models such as gain sharing efforts are usually geared towards specific functions such as cost reduction measures and each of these incentive structures have considerable evidence that suggests their motivational value to employees (Weitzman & Kruse, N
Strong verbal and written communication skills. AVERAGE SALARY $35,000-$45,000 ("Community Outreach Specialist Careers," n
Additionally, companies providing internship opportunities for students in public health and related fields can be an ideal starting point for recruitment. It is important to work with multiple stakeholders, including "researchers, academics, and public health practitioners in efforts to assure adequate numbers of skilled and competent workers for the future," ("Recruitment and Retention," n