Describe how HR Management as a discipline fits within the scope of the larger discipline of business

Write a 9-10 page paper describing how HR Management as a
discipline fits within the scope of the larger discipline of business. Should incorporate information on how an HR department
interacts with a minimum of 3 other functions in one or more organization(s),
including, but not limited to: Accounting, Finance, Information Systems,
Manufacturing, Distribution, Marketing, PR, Sales, Service, R&D, or
Administration. The paper must include a 1-page Executive Summary detailing
which organization(s) and which functions are examined in the body of the paper
(which does not count as part of the page requirement).The body of the paper should include concrete examples of
best practices from recognizable organizations. Examples may be from the same
organization, or multiple organizations. Examples may be taken from current
events, and/or from organizational analysis found in sources such as textbooks,
journals, trade publications, and reliable business, government, and HR related
websites (e.g., BLS, DOL, EEOC, SHRM, Forbes, Bloomberg, CNN Money, WSJ, NYT,
etc.). Any citations must be cited consistent with APA format.
the_interaction_between_human_resource_and_other_departments_outline.docx

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Running head: THE INTERACTION BETWEEN HUMAN RESOURCE AND OTHER
DEPARTMENTS
The Interaction Between Human Resource and Other Departments
By Demetrious Mack
April 8, 2018
Saint Leo University
THE INTERACTION BETWEEN HUMAN RESOURCE AND DEPARTMENTS
Interaction Between Human Resource and Finance Department
The human resource must work in tandem with the finance department due to several
reasons. There is always a tension between the two departments, but they have distinct roles.
Primarily, departments interact and work together to achieve a goal for an organization. In their
interactions, they share overlapping responsibilities within the financial duties (Liu, 2016).
Moreover, they relate to establishing ways of improving the profitability of a business like the
impacts of salary increment to employees, and bonuses.
Interactions Between Human Resource and Information Systems Department
Human resource and information systems department must keep in close contact for
adequate functioning. They relate to that human resource require strategic planning within their
operation which can be given by the information and system division. Moreover, forecasting and
planning, records management, knowledge administration, and compliance are functionalities of
human resource that requires information management systems for effective operation (Obeidat,
2018). It means that two departments must work closely within an organization to ensure
effective processes. The human resource and the information systems department may share the
mentioned functions as they are required to keep the office operations in an organized manner.
Interactions Between Human Resource and Marketing Department
Human resource and marketing department relate to producing the best brands to meet the
customer demands and make them satisfied. Human resource department assimilates individuals
with the talents of producing the best brands that are significant for corporate growth.
Additionally, marketing employees within an organization must be kept happy through adequate
reimbursing to attract their attention and ensure they work smart for the company (Giannakis,
2014). As a result, it is the role of the human resource to plan effectively for such happy
2
THE INTERACTION BETWEEN HUMAN RESOURCE AND DEPARTMENTS
moments maybe through preparing for free monthly lunch sessions to keep the employees happy
and make them concentrate on their jobs.
3
THE INTERACTION BETWEEN HUMAN RESOURCE AND DEPARTMENTS
References
Giannakis, D., & Harker, M. (2014). Strategic alignment between relationship marketing and
human resource management in financial services organizations. Journal Of Strategic
Marketing, 22(5), 396-419. http://dx.doi.org/10.1080/0965254x.2013.876082
Liu, P. (2016). Research on the Relationship Between Strategic Human Resource Management
and Organizational Performance Based on Contingency Mode. Journal Of Human
Resource Management, 4(5), 55. http://dx.doi.org/10.11648/j.jhrm.20160405.12
Obeidat, B. (2018). Retrieved 7 April 2018, from
https://www.researchgate.net/publication/276181874_The_Relationship_between_Human_
Resource_Information_System_HRIS_Functions_and_Human_Resource_Management_H
RM_Functionalities
4

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