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Question: Discuss About The Operation And Activities The Organization? Answer: Introduction The report presents a brief overview of the human resource management. It explains the significance and objects of HRM in an organization. It explains the various key functions of human resource department. It tells that how human resource key functions affect the business operation and activities of the organization. It explains that how human resource department plays a significant role to achieve organizational goals and objectives of the company. The report also explains the David Ulrich HR model and importance of this model in HRD. It describes the effective strategies of this department in order to accomplish long term goals and objectives of the company. Human resource management Human resource management is the management of human resources. It is created and designed by the human resource department to maximize the worker's performance and efficiency. This department maintains the relationship between employees and managers. The responsibilities of this department are divided into three major areas such as staffing, designing and defining the work and compensation and benefits. An organization cannot survive its business without effective and sustainable human resource department. This department plays a significant role in every organization. It formulates and implements rules and regulations for the success and growth of the company. HR appoints potential and competent employees in the organization. The company can achieve the organizational goals and objectives with the sustainable and effective human resource management. Sustainability plays a vital role in this department. The main objective of the human resource department is to maintain the good rela tions in the organization by the evaluation and analyze the policies, programs, and procedures in order to achieve the organizational goals and objectives (Kaufman, 2012). The significant of human resource management Human resource management plays a significant role in an organization. The good human resource department helps to attract and retain the potential employees in the organization. It develops the mandatory skills, rights, and attitudes among the employees through performance appraisal, training, and development. This department maintains cooperation and coordination among the workers through participation and motivation (Alfes, Shantz Truss, 2012). Effective utilization of resources can be possible by the effective human resource department and it eliminates and removes the waste of human resources. It promotes team spirit and team work among the employees. It provides favorable incentive and remuneration to talented and potential employees. It provides job satisfaction to employees (Singh, Darwish, Costa Anderson, 2012). Functions of human resource management Human resource management is considered as a management function because it hires, motivates, and maintains labor force in the organization. It deals with various issues (hiring, compensation, training, development, communication, motivation and administration) which are faced by the employees. HR managers ensure the satisfaction of workers in order to meet the organizational goals and objectives (Arulrajah, Opatha Nawaratne, 2016). The function of human resource management has been divided into three categories such as: 1) Managerial function: The managerial functions of HRM are discussed below. It is the core function of HRM. It needs to plan to the human resources who are needed to achieve the organizational goals and objectives. This department researches the various people and collect the information about them. In this way, HRM appoints a right candidate for the employment in the company. Human resource management identifies and analyzes current and future human resources to in order to meet mission and vision of the company (Paauwe, 2009). Organizing: In an association in which tasks and responsibilities are distributed among its individuals then HRM organizes all the activities and maintains coordination among the employees. Hence, HRM builds and establishes the relationship among the workers. Directing: The human resource department provides proper direction and motivation to employees for doing work effectively. It is the important function of HRD. It maximizes the potentials and capabilities of employees through direction, command, and motivation. Controlling: After planning, organizing and directing, the last function is to measure and evaluate the actual performance of employees (Thompson, 2011). 2) Operative functions: The operative functions of HRM are discussed below. Job analysis and design: Job analysis and job design is the major function of HRM. Job analysis the process of describing and explaining the nature of the job for the achievement of goals and objectives. Job design is the process of designing and organizing the duties, tasks, and responsibilities for the accomplishment of certain objectives. Recruitment and selection: Recruitment and selection are another core function of HRD. In this function, the Human resource management selects the talented and potential employees for performing the duties and tasks. Performance appraisal: The HRM performs this function to ensure and measure the performance of workers. This function plays a significant role in HRM. Training and development: It is very important and foremost function of HRM. Training and development provide the skills and knowledge to workers to perform their task and jobs effectively. This department conducts training and development programs for employees in the organization (Cascio, 2015). Salary and wages administration: HRM determines and decides the salary and wages of the workers. Further, remuneration, incentives, fringe benefits, bonuses, and compensation are also decided by the human resource department. Employee welfare: This department also provides the job satisfaction to the employees. It provides various kinds of services and benefits to employees. Maintenance: After the various researches, it has been found that human resource management is the asset of the company. The employee turnover is not considered good for the company. Therefore, HRM always tries to retain the employees and HR executive also tries to reduce the employee turnover within the organization. HRM always focuses on the performance of employees (Al-Refaie, 2015). Labor relations: The human resource management maintains good labor relation in the organization. HR executives always try to maintain good relations with a representative of a trade Personal research: The personal researches are being conducted by the human resource department in the organization. The HRM takes employees opinions and views on salaries, wages, working conditions, and promotions. Such researchers provide help to HRM for understanding the employee turnover, employee satisfaction, and employee termination. Personal record: This function involves maintaining, recording, retrieving and keeping the worker's related information like employment history, applications forms, employee turnover, working conditions, and employees absents and presents and other data which is related to 3) Advisory function: The advisory function plays a significant role in an organization. The advisory functions of human resource management are discussed below. Advisory to top management: The human resource managers provide advice and suggestions to top management and senior managers in order to evaluate and formulate the personnel programs, procedures and policies of the company. Advice to top management: The Human resource management provides suggestion and advice to departmental heads. In this way, it plays a significant role in every organization. It provides advice to top management on the various matters like job analysis, manpower planning, job design, recruitment and selection, and performance appraisal. Now it is assumed that various functions are performed by the human resource department in order to meet organizational long term and short term objectives of the company (Minbaeva, Mkel Rabbiosi, 2012). How can HR function contribute to an organization's success The HRM plays a significant role in every organization. It is true that the HR function can influence/manage wider business strategy to assist the organization in formulating and achieving its wider vision and goals. Here, seven strategies are describing to ensure that HR strategies are playing important role in achieving the goals and objectives of the company. The strategies are discussed below (Karatop, Kubat Uygun, 2015). Create and build an effective culture of business: The human resource department creates and builds the effective culture for the business in order to achieve organizational mission and vision of the company. The department decides and maintains the good working environment and culture in the organization. HRM also evaluates and identifies the culture, values, and customs of the people. In this way, it will help to maintain sustainability in the organization and meet the long term as well as short term goals of the company. The HRM should provide the cross cultural training to employees (Harzing, Pudelko Sebastian Reiche, 2016). Use clear job descriptions: In job descriptions and job analysis, HRM plays a significant role in the company. The job description also explains the roles and responsibilities of the employees. Job analysis is measured and evaluated by the human resource management. The HRM clear the job responsibilities of employees to gain the competitive advantages in the market. Job analysis and job description are very important to achieve the goals and objectives of the company (van Geffen, Rul Bondarouk, 2013). Identify and evaluate the right talent of the people: It is the third strategy for the company which evaluates and measures the talent, skills, and potential of the workers. It will also help to attract the more employees in the market. The HRM also influence the business operations and activities of the company. Manage the interview process and procedure: The human resource function also influences the business activities of the company. The human resource management also manages the recruitment and interview process to appoint the potential employees. If the company appoints the multi talented and potential employees then the company can easily achieve organizational goals and objectives. The HR managers ensure the effective interview process (Ehnert, Harry Zink, 2013). Evaluated based on the organizational goals and objectives: The primary core function of the HRM is to evaluate and measure the company goals and objectives of the association. Human resource management evaluates and analyzes the company goals and objectives. Make the best possible decisions: The human resource department emphasizes the organizational goals and objectives of the association. It evaluates the culture and values of the company. Thus, it takes the important decisions for the accomplishment of organizational goals and objectives of the company. The HRM takes important decisions related with recruitment and selection process of the company. It reduces the high employee turnover within the organization (Andreeva Kianto, 2012). Hire quickly: The Human resource management also hires and selects the candidate for doing employment. Through effective recruitment and selection strategy, the company hires the potential and talented employees in order to accomplish goals and objectives of the association. It will help to maintain the good organizational culture of the company (Schalk, Timmerman Van den Heuvel, 2013). Improve the performance of employees: The HRM is very useful for the firms as well as the employees. It helps to achieve the association goals and objectives with a minimum level of cost. The human resource management provides help to the firm for improving the performance and efficiency of workers. Increase the motivation: HRD helps the company to increase the motivation for doing work. It will encourage and increase the motivation and level of satisfaction of workers in order to gain the future benefits in the company (Malik, Butt Choi, 2015). Further, human resource management helps to save a great deal of money in the future. It helps to develop the organizational structures of the company and usually, it takes the overview of the whole business operations and activities. This department helps to improve the productivity and efficiency of workers. It also provides the satisfaction of employees (Shaw, Park Kim, 2013). Human resource department maintains the good position of the company. The HRM measures the growth, efficiency, and profitability of the company to gain success and growth in the future. The HRD evaluates the skills and abilities of new employees. HR managers also ensure that there is a direct foremost link between the procedures, policies, programs, and services. Human resource management also uses the strategic approach to work and employment. The HRM provides the various kinds of training to employees for doing work effectively. Training and development will improve the performance of employees to achieve the long term mission and vision of the company. HR professionals maintain the favorable working environment for the employees. It helps to resolve the various conflicts and grievances of employees in order to meet the corporate goals and objectives. HR managers provide remuneration, incentives, bonus and compensation to potential and talented workers. It will enhance their capabilities and boost the confidence of workers (Marshall, Ashleigh, Baden, Ojiako Guidi, 2015). Therefore, the productivity and performance of employees will be increased by the effective remuneration and compensation system. HRD makes various rules, policies, and procedures for formulating and organizing the business activities of the company. HRM can also provide the safe and secure working environment to employees to gain the competitive advantages in the market. Now it is assumed that HRM is the backbone of the company and it helps to formulate the policies and achieving its long term goals and vision. It has been noted that without human resource management, an organization cannot run the business for long time period and it cannot take competitive benefits in the market. After the various researches, it has been analyzed that every company should maintain effective and sustainable human resource management to increase the revenue and profit of the company (Gomes, Angwin, Peter Mellahi, 2012). HR function act as a strategic partner It is true that HR function act as a strategic partner and it influences the business activities of the company. HRM plays an integral and vital role in every organization. HR professionals use the entity and business strategies to gain the competitive benefits in the market. The success of the Business can be measured easily by the HRM. It creates new ideas, thoughts, and innovation for the development and success of the organization. HR executives easily understand business metrics and skills and abilities of employees which are determined the HRM. It analyzes and evaluates the organizational risk and opportunities to gain the competitive advantages in future. HRM is always focused on the business of the organization and it is the sustainable source to gain competitive advantages (Marchington, Wilkinson, Donnelly Kynighou, 2016). David Ulrich HR model David Ulrich HR model plays a significant role in human resource management. The four key roles include the HR business partner, change management, employee advocate and administration expert. HR business partner: The HR business partner plays a significant role in David Ulrich HR model. This model plays strategic role in this department. HR business partner model creates and builds a good relationship with dedicated internal employees and clients. This model represents the advertiser's human resource services and human resource in the organization. HRBP influences and affects the organization. This model helps to expand and increase the knowledge and skills across the company. It uses the feedback system to take the feedback from internal clients. The various feedbacks help to improve the services and HR procedures of the company. HRBP shares the business objectives and purpose with the internal clients of the company. It also makes important changes in the company (Jos Martnez-Jurado, Moyano-Fuentes Jerez Gmez, 2013). Change agent: It is the second strategic role of human resource management and it plays a significant role in David Ulrich HR model. HR professionals participate in change management and take the responsibilities according to changes in the management. HR maintains the internal communication among the employees to understand the role of HR model (Kalshoven Boon, 2012). Administration expert: The administration expert also plays a transactional role in the HRM. Thus, without any trustable and faithful administration expert, the human resource management cannot play its strategic roles effectively. HRM implements all the rules, legislation, norms, policies, safety rules and strategies. Administration expert introduces the modern HRIS solutions and it helps to eliminate and remove the manual entry of data (Madesis, Ganopoulos, Anagnostis Tsaftaris, 2012). Employee advocate: Employee advocate also plays a significant role in Human resource management. HR professional protect the interest of the employees and provide satisfaction to them. It identifies and evaluates the gap between corporate culture and managerial practice and human resource management. Human resource management conducts and runs the training sessions to improve the skills and competencies of employees. It also improves the experience of employees in the organization. HRM daily resolve the grievances and compliances of the employees (Kaufman, 2015). Now it is concluded that HR model describes the way of human resource in which it is organized by the HR and it also explains the key goals and objectives of the organization. This model defines the key role of human resource professionals and it also explains that how the key roles affect the internal customers and employees of the company. The model also explains the role description and career path in HRM. Therefore, this model is very important in human resource management (Beer, Boselie Brewster, 2015). After the various researches, it has been found that human resource department plays a significant role in every organization. The department performs the variety of task in an organization. It makes various policies, programs and strategies for the company. HRM maintain sustainability in the organization. HRM makes excellent recruitment selection strategy to attract the people. It provides performance appraisals to employees for their excellent performance. It maintains the favorable working environment in the organization (Hejazi, Hosseini Ghamsari, 2008). Conclusion Now it is concluded that human resource management plays a vital role in every organization. The company cannot survive its business without effective HR department. Thus, this department presents in every organization. Every company should maintain an effective and sustainable human resource department in the company. The company should appoint the talented and potential HR persons to perform the task and job effectively. The company should also use the HR model to enhance and increase the capabilities of employees. The company should make effective policies, strategies, and norms to develop the HRM in the organization. Now a days the companies is using effective and sustainable human resource department in the company. Thus, it provides the various kinds of business opportunities to the organization. The sustainable human resource department prevents and reduces the resistance change within the organization (Zanko Dawson, 2012). Recommendations There are some recommendations has been given to develop the sustainable human resource departments. They are discussed below. The company should make excellent policies, norms, strategies, and programs for the company. In this way, the company can develop the excellent and sustainable HRM in the company. HRM should make effective recruitment and selection strategies and procedures to attract and retain the employees in the company. HR professionals should make policies and strategies to reduce the employee turnover in the organization. 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