Management Notes

Management Notes

Reference Notes for Management
The roles and responsibilities of hrm professionals have evolved primarily because of changes in the law that rewrote many traditional practices and:

The roles and responsibilities of hrm professionals have evolved primarily because of changes in the law that rewrote many traditional practices and:

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The roles and responsibilities of hrm professionals have evolved primarily because of changes in the law that rewrote many traditional practices and:

a) organizations’ recognition of employees as their ultimate resource.
b) financial constraints on firms to produce more with less employees.
c) the shift from having dedicated HRM managers recruit and train employees to using professional search firms.
d) organizations’ recognition that managers are ill-equipped to handle the recruitment and selection of employees.

Correct Answer: a) organizations’ recognition of employees as their ultimate resource.

Answer Explanation:

The roles and responsibilities of hrm professionals have evolved primarily because of changes in the law that rewrote many traditional practices and organizations’ recognition of employees as their ultimate resource.

Human Resource Management (HRM) is a function within an organization that focuses on recruiting, managing, and developing its employees. HRM professionals’ roles have evolved significantly over the years, primarily because of changes in laws and the recognition of employees as an organization’s ultimate resource by employers. A role for HRM professionals can be traced back to the Industrial Revolution, during which employers began to view their employees as commodities, and their primary objective was to maximize productivity and minimize costs. Workers were often subjected to harsh working conditions and considered replaceable.

During the early 20th century, governments began intervening by enacting labor laws that set minimum wages, maximum working hours, and safety standards as a response to these practices. Labor unions were formed to represent workers’ interests and advocate for better working conditions, wages, and benefits as a result of these practices.

Workers were protected against exploitation and treated fairly under these laws. Employers began to recognize the value of their employees as a valuable resource instead of viewed them as a commodity as a result of these laws. Employee development and training began to become more important to organizations as they realized they could increase productivity and profitability by investing in employees’ skills.

Organizations developed the Human Resources Management function as a result of this recognition of employees as valuable resources. The HRM professional was responsible for managing an organization’s workforce, ensuring that employees were treated fairly, and developing policies and practices aligned with the organization’s goals.

A variety of technological advances transformed the way work was performed during the 20th century, transforming the role of HRM professionals. Civil Rights movements and other social movements led to the passage of laws prohibiting discrimination based on race, gender, religion, and other protected characteristics during the 1960s and 1970s.

Consequently, HRM professionals were tasked with ensuring that their organizations were in compliance with these laws, which greatly impacted the HRM function. In addition to developing policies and practices that promoted diversity and inclusion within the workforce, they were also responsible for ensuring compliance with these laws.

With the advent of technology, HRM professionals were able to automate a number of their tasks, including payroll and benefits administration, because of the emergence of technology. HRM professionals were able to focus on more strategic initiatives, such as talent management and leadership development, because of this automation. Since the nature of work and the workforce have changed in recent years, HRM professionals’ roles have continued to evolve.

As the gig economy and remote work become more prevalent, HRM professionals face new challenges in managing a workforce that is dispersed geographically and consists of both traditional employees and independent contractors. It is increasingly the responsibility of HRM professionals to manage the employee experience, which encompasses every aspect of an employee’s relationship with the organization. Recruiting, onboarding, training, development, benefits administration, performance management, and employee engagement are all included in this category.

Consequently, HRM professionals’ roles and responsibilities have changed significantly as the law has changed and organizations have recognized their employees as the most important resource they have. Now, HRM professionals are responsible for managing the organization’s workforce, ensuring that employees receive fair treatment, and creating policies and practices aligned with the organization’s values and goals.

Moreover, they are responsible for ensuring that the employee experience is smooth, including recruitment, onboarding, training, and development, and administering benefits, managing performance, and motivating employees. As the workforce continues to evolve, HRM professionals will need to adapt to new challenges and continue to play a vital role in the success of their organizations.

Smirti
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