The human resource function is highly important in playing diverse roles geared towards the development of any organization. Every reputable organization today must have a properly constituted human resource department. Leaders managing the human resource function are tasked with organizing the people to effectively meet the needs of the organization. Modern organizations must visualize laborers not as costs but as assets to the organization (Chen & Huang, 2009). Clearly, therefore, the human resource department, which is tasked with the management of the labor, directly influences organizational development.

The human resource function has the role of suggesting to the management team viable strategies for managing the human assets. Normally, the functions of any human resource department include the hiring, management, recruitment and coordination of employees. The process of human resource management is an active dynamic activity involving the development of strategies for employee training and development. Consequently, the human resource department is largely composed of consultants and not ordinary workers. These professionals provide advice to the management on a diverse array of issues that relate to employees and their role in attaining the goals of the organization. One of the most important relationships between human resource functions and organizational development is through collaboration. The human resource functions work in conjunction with the management at different levels of the organization in the development of employees’ skills (Becker & Gerhart, 1996). For instance, the management may source advice on the assignment of employees to various functions of the organization based on their skills and competencies. Through the matching of employees to different roles, the human resource department contributes to the eventual development of the organization.

Still, the human resource function is actively involved in building commitment and capacity among different employees thus resulting to the growth of the organization. Professionals in the human resource department are tasked with the development of strategies that help in the improvement of employee commitment towards the organization. First, the recruitment process is important in matching potential employees with the most suitable positions based on their diverse qualifications (Need, 2006). In so doing, employees are attached to their most preferred departments thus increasing their commitment. By building the capacity of employees, the human resource management team further contributes to the development of an organization’s competitive edge. This relationship is evidenced through the capacity of the company to provide unique products to the clients thus reducing competition. It is not surprising, therefore, that competing organizations engage in active war to attract the best talent to their teams. That notwithstanding, the human resource function is not entirely based on the recruitment of qualified personnel but the retention and sustenance of talent. This way, an organization can be guaranteed of continued development.

It is no doubt that the human resource department is a vital part of any reputable organization. In particular, the human resource function directly contributes to organizational development through such avenues as capacity building, collaboration and commitment building. The relationship between these two components is largely based on the fact that the employees are the most important asset within an organization. Consequently, the proper management of the human resources is highly important in attaining the different goals of the organization.

References

Becker, B., & Gerhart, B. (1996). The impact of human resource management on organizational performance: Progress and prospects. Academy of management journal, 39(4), 779-801.

Chen, C. J., & Huang, J. W. (2009). Strategic human resource practices and innovation performance—The mediating role of knowledge management capacity. Journal of Business Research, 62(1), 104-114.

Need, W. C. D. H. P. (2006). Human resource management: Gaining a competitive advantage.

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