Human Resource Management Reflective Paper

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HRM: Power of the People
Since the beginning of time, people have been the most valuable resource available. Regardless of the goal or task, some level of human resource is required. This simple fact has created a vital need for effective Human Resource Management (HRM). Human Resource Management is a function performed in organizations that facilitates the most effective use of people to achieve organizational and individual goals (Ivancevich, 2010). As society and organizations grow and become more complex, HRM functions continue to expand into many areas vital to organizational growth and success. The journey to understanding and applying human resource functions covers Equal Employment Opportunity (EEO) and Affirmative Action, Human Resource Planning, Recruitment, Selection, Human Resource Development, Compensation and Benefits, Safety and Health, and Employee Labor and Relations. By exploring each area, we can understand how these functions can be applied to personal career goals and set the stage for a successful future.

One important function of Human Resource Management is understanding and developing policies for Equal Employment Opportunity (EEO). Equal Employment Opportunity has implications for almost every activity in HRM: hiring, recruiting, training, terminating, compensating, evaluating, planning, disciplining, and collective bargaining (Ivancevich, 2010, p. 65). With that in mind, it is vital for all levels of leadership and management in an organization to be involved in EEO policies and programs. Developing policies and programs for each area ensures the organization is complying with the law. More importantly, developing EEO policies and programs prevents discrimination in the work place. Furthermore, developing an Affirmative Action Plan (AAP) can help your organization be prepared to take action against discrimination in the work place.

As an individual with dreams of opening my own business, understanding Equal Employment Opportunity and Affirmative Action give me the tools to properly perform Human Resource Management in my future company. As previously covered, EEO cuts across almost all functions of Human Resource Management; it is imperative to develop the right policies and programs that follow these laws.

Some other major functions of Human Resource Management are Planning, Recruitment, and Selection. The degree of HRM planning that goes into an organization will be determined by many factors. One of the major factors that affect all organizations is the changing demographics in the United States. With Equal Employment Opportunities in mind, organizations must plan to meet these future HRM goals. Another circumstance that requires a great deal of HRM planning is when an organization has goals for rapid expansion. HRM must plan to meet future personnel goals that are congruent with the organization’s expansion goals.

Once a goal is in place and a plan is established to meet those goals, HRM must begin to use recruitment. Recruitment is used to influence the number and types of applicants who apply for a job and whether an applicant accepts jobs when offered (Ivancevich, 2010). Recruiters use many tools to make this happen. Many organizations offer signing bonuses, or use their compensation and benefits and tools to interest applicants.

The last step in this process is selection. Once the recruitment efforts have brought in the types and number of applicants desired, the selection process will take place. Selection as a basic function is simply choosing the applicant that best meets the task required. However, this process can present challenges when multiple applicants meet the basic requirements. Selection is not always based on the quantity or quality of output but rather the optimal balance between the two. There may be certain characteristics that an organization is looking for. Depending on the job, the organization may be more concerned with intelligence, or they may be...
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