Essay on Organizational Development and Human Resources

3 pages
612 words
Sewanee University of the South
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Human resources refer to the personnel that makes the workforce of a business or organisation. The personnel includes both the department that is assigned the responsibility of managing the resources about the employees and the people working for the organisation as employees. Ability to meet the objectives of the organisation is based on effective and efficient management of the organisations most valuable assets, the employees. This can be achieved by viewing the employees as assets rather than costs. Considering the employees as cost leads to minimising costs which in turn leads to less skilled and less motivated employees. However, viewing employees as assets will lead to increased skills and motivation of the employees, which leads to better performance. Therefore, human resource functions are directly related to the functions of the human resource management team which in turn determines the development of the organisation. The human resource management is involved in recruitment, ensuring the safety of employees, compliance with employment and labour laws, employee relations, compensation and benefits, and training and development of the employees CITATION Arm14 \l 2057 (Armstrong & Taylor, 2014).

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According to Armstrong and Taylor (2014), recruitment of the employees is a major step in human resource management. Selection of the right workforce is directly proportional to the development of the organisation. During recruitment, the human resource management should attract a given number of qualified individuals and then select the most appropriate candidates through interviews. After hiring the right candidates, it is important to train and develop them through providing them with the necessary tools to enhance their success. Recruitment can be either internally or externally. External recruitment involves orientation training of the newly acquired employees to enable the transition into the organisational culture. Internal recruitment is in most cases when present employees apply for available positions in the organisation and get promoted. Internal recruitment is essential to organisational development because it motivates other employees to perform better by hoping to get a promotion in future CITATION Arm14 \l 2057 (Armstrong & Taylor, 2014).

Ensuring safety of the workers is an important achievement that will increase the development of the organisation. It is also the employers obligation to provide employees with a safe and conducive working environment. Ensuring compliance with labour and employment rules is important as it increases the safety of the employees. The employers should as well provide safety training to the workers of the organisation, and this will, in turn, decrease injuries and damages during working. In the case of injuries or damages, the employees are entitled to fair compensation CITATION Mat161 \l 2057 (Mathis, Jackson, Valentine, & Meglich, 2016).

A positive relationship amongst the employees leads to increased organisational development. Therefore, it is the obligation of the human resource management team to ensure there is a positive correlation amongst the employees. It can be achieved through measuring the employees satisfaction and management of conflicts that arise in the workplace. A specialist in the labour and employee relations can be hired from the human resource to pursue this service CITATION Mat161 \l 2057 (Mathis, Jackson, Valentine, & Meglich, 2016).

Another important function is compensation and benefits. Fair and just remuneration is the greatest motivator of employees to performing better. Therefore, employees should get compensation according to the skills they offer and by the level of qualification, and this leads to maintaining a highly skilled and motivated workforce that is committed to achieving the objectives of the organisation and therefore enhancing the development of the organisation CITATION Mat161 \l 2057 (Mathis, Jackson, Valentine, & Meglich, 2016).


BIBLIOGRAPHY Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management practice. . Kogan Page Publishers.

Mathis, R. L., Jackson, J. H., Valentine, S. R., & Meglich, P. (2016). Human resource management. Nelson Education.

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