Develop/Implement an Effective Human Resource Management System

Develop/implement an effective Human Resource Management System

Brenda Rowe

Davenport University

HRMG/700

April 15, 2012

Dr. Donna DiMatteo-Gibson

Develop/implement Human Resource Management System

Implementing an HRM system can cause colossal changes that must be strategically managed to realize the benefits. Consequently, certain issues must be tactically considered to ensure positive execution. For example, total buy-in from top management, restructuring current processes, merging with other business’ information systems, and training employees. As a result, the objective of this paper is to obtain a comprehensive understanding of the areas necessary to develop and implement an effective Human Resource Management (HRM) system. In addition, to truly fulfill the “M” in HRM, along with a comprehensive understanding of the metrics of monitoring/measuring the effectiveness of the HRM system once put in place. It is not possible and/or realistic to measure every HR activity. Therefore, knowledge of which HR activities are relevant to the company’s financial outcomes would be advantageous. Perhaps the more significantly is to ensure that companies plan for HR involvement in HRM system implementations.

It’s essential for HR to be proactive and lead from the front with other senior management. The Human Resource area has an enormous responsibility to carry out its part of the transformation process and be persuasive about what it can achieve. Human Resource Management is also a strategic and comprehensive approach to managing people and the workplace culture and environment. Effective HRM enables employees to contribute effectively and efficiently to the overall company direction and the accomplishment of the organization's goals and objectives. The role of HRM is to add value to the tactical work and/or programs that affect the business and its employees in measurable ways. Human Resource Managers must be the driving force behind the HRMS...