Keith H. Hammond's Article: Why We Hate Human Resource Management

Introduction With regards to Keith H. Hammonds article, Why We Hate HR, I do agree and believe that there are a lot of departments that make up a strategic organization. They are there to help accomplish the goals and objectives set up by the organization. I believe that Human Resource Management or HRM, is equally important as other departments and needs to be taken seriously. Therefore, HRM deserves a seat at the table with the other strategic business partners within the organization. I believe that society has had this predetermined ideology that HRM is concentrated only on administrative duties and therefore does not require a seat at the strategist table. The truth is we need to do away with the old way of thinking and accept the new …show more content…
The selection process is just one of many parts in recruiting, but I think it’s the most important, because HRM should get the most out of their recruits by, setting up steps for them to complete and ultimately lead to a positive hiring decision. There are eight steps in the selection process, and it depends on how HRM decides to use these steps when looking for the perfect candidate for the job. This is where “setting the bar high” would come in to play. Any organization should want their employees to be the best, so that they fit in with the organizations goals. When an organization has selected the right candidates, it then decreases their turnover rates. (Adefolami, …show more content…
As mentioned above, I have only provided just a few strategies that HRM has the tools for, but aren’t being the leaders they need to be to have a seat at the strategists table. HRM has to take responsibility by always finding ways to organize and plan to remain necessary in the organization. HRM shouldn’t wait for approval, they should have an understanding of what is needed, see where the problems are and provide strategies for the organization that will help with productivity. HRM’s focus is the people who work for the organization, therefore, HR managers have to think of their employees as assets and how to utilize their assets the best possible way that will not hurt the organization. This would include its goals of, recruiting the best employees, nurturing them, and watching them grow. HRM must have specific job designs that their employees can master, select the perfect candidate for the job, and continuously providing specific training and development programs that keep them within the organization, all while saving them