Human Resource Management Effectiveness
November 29, 2010
Human Resource Management Effectiveness
Organizations must have an effective Human Resource Management (HRM) department in order for the organization to succeed. The HRM department must effectively communicate to all employees the organizations goals and mission. There are many key functions to Human Resource Management that ensure the organization is running properly and compliant with local, state and federal laws and regulations. All functions of the Human Resource Management system must work together and have consistency within each other to work effectively. Two key functions are Equal Employment Opportunity (EEO) programs and Affirmative Action. Recruitment, planning and selection are other important functions to an organization’s HRM department. The development of employees is another exceptionally important function of an organization’s HRM department. Other important functions the HRM departments are in charge of are compensation and benefits. Safety and health of all employees must be a priority for an organization to survive. Lastly, employee and labor relations are crucial for an organization to remain compliant with the labor laws. Two key functions are Equal Employment Opportunity (EEO) programs and Affirmative Action. “Equal Employment Opportunity programs are implemented by employers to prevent employment discrimination in the workplace or to take remedial action to offset past employment discrimination.” (Ivancevich, 2010) EEO starts before an employee is hired and ends, with that particular employee, once they are no longer employed with the organization. The Human Resource Management team must comply with this law before they consider filling a position within the organization. “EEO has implications for almost every activity in HRM: hiring, recruiting, training, terminating, compensating, evaluating, planning, disciplining, and collective bargaining.” (Ivancevich, 2010) I believe EEO is extremely important to protect job seekers and employees from potential bad employers. Equal Employment Opportunity is a much-needed program that helps job seekers and employees with discrimination, compensation, race/ethnicity, religion, sex, and harassment to name a few. The department that is in charge of EEO is the Equal Employment Opportunity Committee. “The U.S. Equal Employment Opportunity Commission (EEOC) is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person's race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. It is also illegal to discriminate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit. Most employers with at least 15 employees are covered by EEOC laws (20 employees in age discrimination cases). Most labor unions and employment agencies are also covered. The laws apply to all types of work situations, including hiring, firing, promotions, harassment, training, wages, and benefits.” (EEOC, n.d.) Recruitment, planning and selection are other important functions to an organization’s HRM department. “Recruitment refers to organizational activities that influence the number and types of applicants who apply for a job and whether the applicants accept jobs that are offered.1 Thus, recruitment is directly related to both human resource planning and selection. In addition, recruiting often represents the first contact between organizations and prospective employees. As such, care should be taken to create a positive first impression with these job applications.” (Invancevich, 2010) I strongly believe first impressions are very important for just about anything in life. Job seeking is just...
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