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HRM should be employee advocates first management second because HR needs to be seen as a representative of employees helping them meet their personal and professional goals The role of Human Resource Management must constantly be refined to add greater value to an organization HRM has a responsibility to employees to provide for their long-term development and a commitment to continuously afford employees with opportunities for personal and professional advancement Today many companies are providing incentives for employees to stay with the firm and allowing them to share in the growth of the company One major concern employers often have is whether or not the resources committed to employee development will benefit business performance That concern however should not discourage corporations from offering assistance to employees If a business has the time wherewithal and the know-how to aid and assist its employees it should by all means do so Companies often place emphasis on offering finite compensation to employees when they should actually be placing importance on the infinite rewards that could be given While increasing monetary compensation or offering stock options may be of importance to some other things such as offering day care at the office allowing employees flextime scheduling or proposing telecommuting as a way of working can be worth much more than money in the eyes of workers Childcare is a major concern of workers today Although many people are interested in working for companies that provide childcare they are often hard-pressed to find a good job that also provides care for their children Flextime has been shown to be effective in relieving work-family conflict among employees With the high percentage of dual income families and single parent homes workers could be very attracted to a job offering this type of incentive Telecommuting also offers advantages to those working fa milies Parents who need to be home with the children may telecommute on
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