Admass university school of post-graduates

Human resource management Term paper on

“The role of human resource managers”: A
case study of INSA (information network
security agency)

Prepared by:
1. Surafel alemu PGmkb/2307/18
2. Abreham birhanu PGmkb/2169/18
3. Gebeyehu madero PGmkb/2155/18
4. Betelihem abate PGmkb/2103/18
5. Hana zelealem PGmkb/2131/18

Submitted to:
Submission date 6/18/2019
ABSTRACT
Human resource management is playing a key role in success of organizations. The
role of human resource managers is changing and evolving from time to time.
Although the role of human resource management is changing world wide there are
still some organizations in Ethiopia who are not on the same page concerning the
role change of HRM. Information network security agency is one of those
organizations. In this term paper the case of HRM role is assessed with regards to
the modern HRM roles and activities and developing techniques are recommended.

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TABLE OF CONTENT

Contents

ABSTRACT............................................................................................................................... I

TABLE OF CONTENT .......................................................................................................... II

CHAPTER ONE .......................................................................................................................1

1. Introduction .......................................................................................................................1

1.1 What is the role of human resource management in an organization? .....................1

1.1.1 Staffing .................................................................................................................1

1.1.2 Employment law compliance ...............................................................................2

1.1.3 Health and safety .................................................................................................2

1.1.4 Staff training and development ...........................................................................3

1.1.5 Employee relations ...............................................................................................3

CHAPTER TWO ......................................................................................................................4

2. Discussion ...........................................................................................................................4

CONCLUSION .........................................................................................................................6

RECOMMENDATIONS ..........................................................................................................6

REFERENCE ............................................................................................................................6

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CHAPTER ONE

1. Introduction

Michael Armstrong (2009), defined human resource management as a strategic,

integrated and coherent approach to the employment, development and well-being
of people working in organizations. The overall purpose of human resource
management is to ensure that the organization is able to achieve success through
people. HRM aims to improve organizational effectiveness and capability-the
capacity of an organization to achieve its goals by making the best use of the
resources available to it.

1.1 What is the role of human resource management in an

organization?

While the HR department has traditionally been focused on ensuring compliance

with employment law and maintaining employee levels, in recent years we have seen
a shift in the role to become more strategic and more involved in business operations.
Human resources departments have a wide remit. The core HR functions are:

1.1.1 Staffing
One of the main functions of the HR team is to maintain staffing levels: to ensure
the organization has the right people, in the right job, at the right time. This is a
continuous task that shifts as an organization expands. This means that HR staff need
to have a firm understanding of the various roles within an organization, the
qualifications necessary to fill specific roles, and a general idea of the type of person
best suited to these roles. Within the staffing function, there are four main steps:

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 1. Development of a staffing plan. This plan allows HRM to see how many
people they should hire based on revenue expectations.
2. Development of policies to encourage multiculturalism at work.
Multiculturalism in the workplace is becoming more and more important, as
we have many more people from a variety of backgrounds in the workforce.
3. Recruitment. This involves finding people to fill the open positions.
4. Selection. In this stage, people will be interviewed and selected, and a proper
compensation package will be negotiated. This step is followed by training,
retention, and motivation.

1.1.2 Employment law compliance

For every organization, complying with employment legislation is a requirement.
From providing positive working conditions to ensuring fair work practices, the HR
team is tasked with keeping an organization in line with workplace laws. This can
often be a complex and every changing facet of the HR role as legislation can be
tweaked sporadically if new cases or scenarios come to light.

1.1.3 Health and safety

Promoting a safe workplace also comes under the realm of the HR department. In
this role, the HR team is responsible for ensuring an organization complies with all
health and safety legislation, that employee safety training is kept up to date and that
workplace safety records are maintained. Promoting workplace safety is a necessary
task in any organization, but it can often fall to the bottom of the priority list when
employees are busy. HR departments can keep details fresh through regular
communication; using video can be a good idea to capture attention and highlight
particular guidelines.

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1.1.4 Staff training and development
Most organizations will have dedicated training for employees, from new hire
induction training to providing leadership training to promoted staff members, and
everything in between. A key aspect of a HR department is to facilitate workplace
training, to make sure adequate training is being provided but also to encourage the
ongoing development of employees through relevant training courses or workshops.
Promoting employee development can play a significant role in staff retention and
engagement and is a vital part of how a successful organization operates.

1.1.5 Employee relations

The lifeblood of any organization is its people. As we’ve written multiple times,
engaged employees are more productive and can make a positive impact on a
business’ bottom line. To that end, the HR department is there as a liaison between
the organization and employees, to make sure that employees are kept abreast of
relevant information and that they, in turn, are represented by the HR team in any
decisions that may impact them. A simple way of keeping staff up to date is a regular
HR newsletter which details pertinent news and developments, as well as providing
a forum for employees to engage.

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CHAPTER TWO

2. Discussion
Information network security agency (INSA) is a national organization. INSA's
vision is to realize a globally competent National Cyber capability which plays a key
role in protecting the national interests of Ethiopia.

Mission

• To build National Cyber Power capable of protecting the national interest.

• To provide technical intelligence pertaining to national interest so as to support

decisions and actions of the government.

• To build data and computing capacity so as to ensure the transformation of the

national high-tech and security industry.

INSA is sub structured in different directorate. One of the directorate is the human
resource management directorate. The human resource management strategy of
INSA focuses on human power. As stated above the mission and vision of the
organization primarily demands human power. The core for meeting the
organizations goal is its human power. So that, the human resource management
strategy is highly integrated with the goal strategy of the organization.

The major activities performed by the organization’s HR managers include:

 Selecting and Hiring Employee

 Training and development
 Health, safety and security
 Risk Management.
 Total Rewards (compensation & benefits)

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There are different activities performed by INSA HRM managers. This includes:

 recruiting and staffing

 Selecting and Hiring Employees
 Career Planning
 employee safety, welfare, wellness, and health

There are a lot of role changes in the past five years concerning human resource
management activities. In the past the role of the HRM were focused on
administrative activities. The mindset of the human resource managers were
traditional. And also the scope of HRM activities were limited.

In the next five years I expect the role of INSA HRM will change to being a strategic
partner by proactively participating in policy making and strategy designing.

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CONCLUSION
Today human resource is one of the most important parts of an organization. The
role of HRM have gone through different evolution stages in history. Once it was all
about managing labors, know it is evolving to strategic human resource management
from human resource management. In this evolution the activities and roles that
human resource managers perform are changing. HR is shifting from focusing on
the organization of the business to focusing on the business of the organization. HR
managers nowadays are serving as strategic partner. In the case company (INSA)
although this evolution is taking place its evolution pace is slower than the pace of
HRM evolution that the time demands.

RECOMMENDATIONS
 The organization’s human resource development policy must be aligned
with the modern science of HRM roles.
 The organization’s HR managers should promote themselves to being a
strategy partner of the organization.

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REFERENCE