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Examining the roles and responsibilities of human resource management

Paper Type: Free Essay Subject: Business
Wordcount: 3210 words Published: 1st Jan 2015

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Over the past three decades, the size of the typical human resource (HR) department has increased considerably. This increase reflects both the growth and complexity of government regulations and a greater awareness that HR issues are important to the achievement of business objectives.

However, many still believe that top managers care little about HR compared to marketing, finance, production and engineering. What might account for this perception, and what would you do to change it?

Students are required to work in a group of FIVE (5). Students are required to obtain copies of job descriptions for any positions at the college or the firm where you work. What types of information do they contain? Do they provide you with sufficient information to explain what that particular job involves and how to do it? How would you improve on the description?

Over the past three decades, the size of the typical human resource (HR) department has increased considerably. This increase reflects both the growth and complexity of government regulations and a greater awareness that HR issues are important to the achievement of business objectives.

However, many still believe that top managers care little about HR compared to marketing, finance, production and engineering. What might account for this perception, and what would you do to change it?


Human resource management (HRM) is the strategic and coherent approach to the management of an organization’s most valued assets of the people working there who individually and collectively contribute to the achievement of the objectives of the business. The terms “human resource management” and “human resources” (HR) have largely replaced the term “personnel management” as a description of the processes involved in managing people in organizations. In simple words, HRM means employing people, developing their capacities, utilizing, maintaining and compensating their services in tune with the job and organizational requirement

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The theoretical discipline is based primarily on the assumption that employees are individuals with varying goals and needs, and as such should not be thought of as basic business resources, such as trucks and filing cabinets. The field takes a positive view of workers, assuming that virtually all wish to contribute to the enterprise productively, and that the main obstacles to their endeavors are lack of knowledge, insufficient training, and failures of process. Human Resource Management (HRM) is seen by practitioners in the field as a more innovative view of workplace management than the traditional approach. Its techniques force the managers of an enterprise to express their goals with specificity so that they can be understood and undertaken by the workforce and to provide the resources needed for them to successfully accomplish their assignments. As such, HRM techniques, when properly practiced, are expressive of the goals and operating practices of the enterprise overall. HRM is also seen by many to have a key role in risk reduction within organizations. Synonyms such as personnel management are often used in a more restricted sense to describe activities that are necessary in the recruiting of a workforce, providing its members with payroll and benefits, and administrating their work-life needs.


The Human Resources Management (HRM) function includes a variety of activities, and key among them is deciding what staffing needs to have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. Usually small businesses (for-profit or nonprofit) have to carry out these activities themselves because they can’t yet afford part- or full-time help. However, they should always ensure that employees have and are aware of personnel policies which conform to current regulations. These policies are often in the form of employee manuals, which all employees have. Note that some people distinguish a difference between HRM (a major management activity) and HRD (Human Resource Development, a profession). Those people might include HRM in HRD, explaining that HRD includes the broader range of activities to develop personnel inside of organizations, including career development, training, and organization development.



Strategic Workforce Planning is the business process for ensuring that an organization has suitable access to talent to ensure future business success. Access to talent includes considering all potential access sources (employment, contracting out, partnerships, and changing business activities to modify the types of talent required). By talent is meant the skills, knowledge, predisposition and ability to undertake required activities including decisions making. Strategic Planning considers the business risks concerning insufficient, disrupted, misemployed talent on the organization’s business priorities. Workforce planning is considered an iterative discipline. The cycle of workforce planning includes filling resource requests, analyzing resource utilization, forecasting capacity, managing and identifying the resources (human) to fill that capacity, and then re-starting the cycle.


Recruitment refers to the process of attracting, screening, and selecting qualified people for a job at an organization or firm. For some components of the recruitment process, mid- and large-size organizations often retain professional recruiters or outsource some of the process to recruitment agencies. This process is important so that the organization could hired the right and perfect person for the particular post so that it could brings benefits and contribute to the organization efficiently.


It is important that the Human Resources Department of an organization to help to reduce the organizations was spending and outcomes efficiently so that it won be spending blindly on certain materials for the organization itself. For example, the materials like stationeries. The Human Resources Department are holding the responsible to calculate the account for such materials so that it will saves cost in return. Purchasing more and in large quantity from the suppliers would get cheaper price than market itself. Obtaining discounts values from the supplier itself are also very important so that they could build a trust and relations in between this bargaining.


Human Resources Department of an organization mainly holds the responsible of the employment and employee flows of an organization. So when an organizations exceeded it limits of employment or facing any falling of the organization the Human Resources Department be responsible to sack or recalculate the salary wages of an employee so that it could helps the organization to saves cost. Lowering down the wages of a profession or employee who has many years of working experience was part of the process of the saving cost for the organizations. Sacking the unnecessary employee would be a preferable choice of all when an organization faces this kind of situations. Employee who still green and lack of working experience would be in danger and risk of being sack by the organization committee.


In a company, payroll is the sum of all financial records of salaries for an employee, wages, bonuses and deductions. In accounting, payroll refers to the amount paid to employees for services they provided during a certain period of time. Payroll plays a major role in a company for several reasons. From an accounting point of view, payroll is crucial because payroll and payroll taxes considerably affect the net income of most companies and they are subject to laws and regulations. From ethics in business viewpoint payroll is a critical department as employees are responsive to payroll errors and irregularities: good employee morale requires payroll to be paid timely and accurately. The primary mission of the payroll department is to ensure that all employees are paid accurately and timely with the correct withholdings and deductions, and to ensure the withholdings and deductions are remitted in a timely manner

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A performance appraisal, employee appraisal, performance review, or (career) development discussion is a method by which the job performance of an employee is evaluated (generally in terms of quality, quantity, cost, and time) typically by the corresponding manager or supervisor. A performance appraisal is a part of guiding and managing career development. It is the process of obtaining, analyzing, and recording information about the relative worth of an employee to the organization. Performance appraisal is an analysis of an employee’s recent successes and failures, personal strengths and weaknesses, and suitability for promotion or further training. It is also the judgment of an employee’s performance in a job based on considerations other than productivity alone.


For the conclusion, the Human Resources Department of an organization are equally important as the other department such as marketing, finance, production and engineering because it is the department that helps the flow of an organization so that it could function well. It just that the case of the matter and the handling of problems of the department are different from each others. It remains one of the great assets of an organization in assisting and guiding for better employment. Each department plays it role, duty and responsible with one motive that is to assisting and improving it organization.


Students are required to work in a group of FIVE (5). Students are required to obtain copies of job descriptions for any positions at the college or the firm where you work. What types of information do they contain? Do they provide you with sufficient information to explain what that particular job involves and how to do it? How would you improve on the description?


Job description are written statement which describe the duties and responsibilities of the job, this is the first stage that filter out be defined as a broad, general, and a written statement to a specific job, there is similar with job analyze to make the applicant easier to understand that what job that they applied to. There is also avoiding the confusion of the job and make sure the job are suitable for us. It generally conduct duties, purpose, responsibilities, scope , and working condition of a job along with the job’s title and the name or designation of the person to whom the employee sports. Job description usually is the forms that the basis of job specification. We will be looking at the job description of the company of OSIM(M)Sdn.Bhd and see if they have the sufficient amount of information required for a potential employee to fill comfortable by providing him with sufficient information. Then we will need to find a way to improve on the job description of our company if it is not found to be sufficient. Furthermore, our team researches all the competitors of OSIM under the position that is related to sales.


We have chosen OSIM(M)Sdn.Bhd company, and what we had found that their job description is very vague, because it only contains the attractive remuneration package, comprehensive training and fantastic working hours with shift. Besides, there are just providing the working area and the requirement to the candidates who try to apply the job. We have come to the conclusion that the job descriptions in very misleading to the potential employees that want to apply for the job so then we have to refer the job description of the competitors which are Gintell and Ogawa to improve the job description in OSIM. On the other hand, OSIM only provide highly vague and subjective information to the potential employees and they just require to minimum education level which is SPM, the job description therefore does not fulfill its purpose of filtering out the unnecessary people from the public therefore everyone will just go and apply for the job because of the misleading in the job description.


At the same time, I have refer to the job description which provided by Ogawa and Gintell. I noticed that Ogawa and Gintell do provided much more job description to the interviewees who apply for the job compare to Osim. I had compare the position which offered by Ogawa and Gintell which is sales executive. I noticed that Osim offer the same position but there are lack of the job description and information. Instead, Gintell and Ogawa much more focus on the job description rather than requirement. Gintell states that applicants have to be responsible to assist the Marketing and Business Development Manager in sourcing and identifying corporate business partner and development of new business concepts. Other than that, the applicants who applied Gintell also have the responsibility to all aspects of the sales project from the initial contact till the effective executive of the operational processes. Applicants need to conduct effective business presentation to the potential corporate business partner when they provide information to the clients. In Gintell, a sales executive need to play a leader role in maintaining and managing a strategic relationship and alliance with existing and new business partner. They have to corporate with the business partner instead of self performance because Gintell are more focus on team sales rather than work alone in the company. This also prevents the conflicts among the sales executives in the company. Be a sales executor in Gintell, they have to track the progress of sales and operational development through weekly reporting to the management. In the job description in Gintell, there are much more details to the applicant which compared with Osim’s job description.


Besides, ogawa has alot of job description as well but most of them are different with Gintell, therefore we are taking both references for osim to improve their job description. In facts, Ogawa’s job description that to hired corporate sales executive have lesser which compare to Gintell. Ogawa job descriptions require the applicants who have the ability to analyze and liaise closely with corporate clients for maximizing company revenue. Ogawa are much more expect the applicant could earn more profits to increase their sales to expand their company goal. Ogawa require the applicants could develop new and current company corporate accounts business and coverage. Ogawa wants the sales executor can be work independent when they start develop a new company business could expand their company. On the other hand, Ogawa wish to have an employee who willing to coordinate closely with Marketing Department to develop and Implement promotional activities for corporate account. Sales executor has the close relation with the Marketing department, therefore the applicant must have the ability to work in team work and this requirement is similar with responsibility who require by Gintell. Other than that, Ogawa also required the applicants have the basic knowledge of the different models of massage chairs because when you work as a sales consultant, you have to consult the customers to purchase your company’s products. If you know nothing about massage chairs, it would affect the image of the brand, even the own sales consultant don’t know anything about the massage chairs to promote to customers. Therefore a product knowledge are very important to the sales executor if compare with other position because they work closely with customers. Any applicants that apply for Ogawa’s sales consultant must have at least 1year experience in sales department, when a sales consultant lack of experience, they are unable to contribute a good amount of sales to the company, because massage chairs are not a cheap product that you simply say something and people will purchase of it, as a sales consultant you have to keep promoting about the advantages of using the massage chair and the customers will have the higher chances to purchase it from your company, otherwise they will purchase from the other competitors which their sales consultants are more experience than your company does. Osim compared to ogawa and gintell provides too little information about the job because ogawa and gintell provide information’s such as track your own progress in terms of profit and how many goals were met in the time frame given, display teamwork and able to attitude towards work and the increase of sales. With such information someone looking for a job will be better prepared and ready to meet the job requirement, because he or she will have had the description well written in their heads when they apply for the job. Osim was unable to provide such information about job description but there is just only provide some requirement that which is communication skill, bio data and education level. It is just hard to filter all the unwanted or unqualified applicants that not achieve their expectation.

If I was the Human Resource executor, I would like to reference to Ogawa and Gintell job description when hire a sales executor. There could make the interview session easier and make sure that can hire a sales executor that the company really need.


As a conclusion, job description is a guide for the applicant so that they could get the information and the guide for the particular job. As the world nowadays are moving and improving days by days, there is very important that a particular company to be ready for the new applicant to be coming in. A good job description is important as it could be delivering to good information to the applicant so that they could know well about the company and the type of the particular job that to be offered to the applicant. It’s important for the applicant understand and get to know more about the particular company and qualification that to be needed so that the applicant could ready well and head accordingly so that the applicant will not be misunderstanding about the type of job that they require to. Those job descriptions are important to the new applicant so that they could absorb well the flow of the sales and movement of the company in order to increase the profits and sales efficiently. It also leads the applicants towards the role of being a sales executive in the particular company.


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