Human Resource Management

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Human Resource Management

By | Feb. 2011
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There are many different aspects that are involved with Human Resource Management in any organization. They are Affirmative Action and Equal Employment Opportunity; Planning, Recruitment, and Selection; Human Resource Development; Employee Compensation and enefits; Safety and Health Hazards in the workplace; and Employee Laor Relations. Each of these different categories of Human Resource Management interact with each other to help shape an organizations employee ehavior. They each have a different effect on the employee and the organization, and some are more important than others. It involves team uilding, policy making, and input by all different types of members of the organization. In the text, "Human Resource Management," Ivancevich starts with "When an organization is really concerned aout people, its total philosophy, culture, and orientation will reflect this elief. In this book, human resource management (HRM) is specifically charged with programs concerned with people—the employees. Human resource management is the function performed in organizations that facilitates the most effective use of people (employees) to achieve organizational and individual goals. Whether a human resource management function or department even exists in a firm, every manager must be concerned with people. (Ivancevich, p.4)

When discussing how each of these aspects work together, we must first define what each aspect is. First and foremost is the Equal Employment Opportunity and Affirmative Action. These are government policies that work for minority or protected classes, and impose non-discriminatory practices for businesses. Invancevich defines Affirmative Action as "those actions appropriate to overcome the effects of past or present practices, policies, or other arriers to equal employment opportunity." (p. 80) In an article by David Shair (2000), he states "Despite the political firestorm that periodically swirls around the concept and practice of...

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