The purpose of this reflective paper is to show my understanding along with what I have learned about HRM (human resources management) and the different way HRM impacts the success behind every business, along with the rules and regulations that go with it. Over the last five weeks I have learned quite a bit about HRM and will reflect on that throughout this paper. “Human resource management is the managing of human skills and talents to make sure they are used effectively and in alignment with an organizations goals.” (Youssef, 2012). I will be including the things I learned throughout the last five weeks in this course, and also let those know what I plan on taking with me in my future career as a manager.…
In analyzing the concepts discussed in Human Resource Management, I have found an interesting mix of education and forethought into the role of a human resource manager. Many of the aspect of human resource management such as HR planning, recruitment and selection, as well as, human resources development and labor relations all play a significant role in the success of any organization. There are many benefits to the learning that has taken place in this course that has helped me better understand HRM and its roll that will shape not only my position in business now but for future positions in the years to come.…
Human Resource Management (HRM) is a division in practically every organization, however over the years the role of HRM has experienced significant changes. According to the business dictionary, HRM is defined as “Administrative activities associated with human resources planning, recruitment, selection, orientation, appraisal, motivation, remuneration, etc. HRM aims at developing people through work.” In past times HRM were considered responsible for simply hiring and firing and at one point in time were labeled event coordinators and planners. Due to the numerous legal changes and advancements in technology the HRM responsibilities have changed drastically and are essential to maintaining a successful organization. The HRM today is responsible for all aspects of employee development from recruitment to training and beyond in addition to impacting the organizations strategic plan.…
From a human resource manager’s viewpoint, their role focuses on managing, recruiting, and developing their organization for success from the inside out. Their role is pivotal in managing their most important asset: employees and in doing so, their job causes them to be knowledgeable with every human resource discipline. Human resource managers are responsible for developing strategic solutions to employment-related matters that affect the organization’s ability to meet its productivity and performance goals (Mayhew, n.d.). Some of these human resource actions that manger’s will impact are compensation and benefits, employee training, workplace safety, employee relations, and recruitment and selection.…
Prepare a 900- to 1,050-word paper using the Week One readings, articles, and your personal experiences to address the following questions:…
The primary function of human resources management is to increase the effectiveness and the contribution of employees, which are in alignment with the organizations goals and objectives. With in human resources management, there are many components or pieces of the puzzle that allow human resources management to exist. Such pieces of the puzzle include, equal employment opportunity, affirmative action, human resources planning, recruitment, selection, development, compensation, benefits, safety, health and benefits. Each of which will be discussed. In human resource management, organizations focus a lot of time and resources finding the right candidate that would occupy the position. Employers are looking for an employee who can manage to fulfill the organizations vision. In this case, once an employee is selected for the position, human resource mangers with in organizations focus on training employees to complete the job efficiently. In addition, employers also allocate funding to the recruiting employees who qualify for the position. Human resources management also may be able to provide organizations with the competitiveness they need to be effective in the job market. Functions such as employment, opportunity, affirmative action, human resources planning, and recruitment, selection, training and development, compensation and benefits, safety, health, and employee labor relations all play together to perform that primary function. They are all important, but some areas have more important than the others, in which shapes the characteristic of employee behaviors with in organizations. Human resource management wants to also make sure that the employees that are being hired in the process are in alignment with the organizations mission and vision.…
So it has been brought to my attention to recommend to your company’s Board of directors that we should implement a plan of Affirmative Action Policies and how they are incompliance with the EEO law. What is Affirmative Action, it is a policy that goes beyond equal employment opportunity by requiring organizations to comply with the law and correct past discriminatory practices by increasing the numbers of minorities and women in specific positions (Axia Collage, 2011). What is Equal Employment Opportunity, the treatment of individuals in all aspects of employment-hiring, promotion, training, extra in a fair and nonbiased manner (Axia Collage, 2011).…
Many people use "Human Resource Management," "Human Resource Development" and "Human Resources" interchangeably, HR is the term to refer to all of these phrases. Human Resources is the department that deals with issues related to people such as compensation, hiring, and performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training. Human Resources in my opinion, is the blood stream of the corporation. It directly feeds and maintains all other departments. It is through Human Resource that a company communicates the goals and achievements to the employees. Human Resource Management is the responsibility of the person or team that leads the Human Resource team. To be a successful business I have learned that the company must have a great Human Resources Management (HRM). As a future leader, I learned how to support Human Resources (HR) with business plans. I have recognized the impact of external and internal environments within the company; design HR systems to promote positive behaviors among employees, establish staffing and compensation systems to attract, retain and encourage the best employees, understand employee relations, manage change during difficult times and influence these strategic HR skills that add important value to business decision-making. As society and organizations grow and become more complex, HRM functions continue to expand into many areas vital to organizational growth and success. To understand and apply human resource functions it must cover 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. I have learned that it doesn’t take one tool but takes all of these tools to accomplish the mission. In this paper I will reflected on what I have learned in this class but I explain how my own company…
Effective Human Resources Management (HRM) plays a major role in ensuring that an organization will survive and prosper. The HRM facilitates the most effective use of people or employees to achieve organizational and individual goals. The HRM consists of numerous activities which include, equal employment opportunity (EEO) compliance, job analysis, human resource planning, the recruitment, selection, motivation, and orientation of employees, performance evaluation and compensation, the training and development of employees, labor relations, and the safety, health, and wellness of the workforce. Effective human resources management plays a vital role in the success of an organization and is an active participant in charting the strategic course of competitiveness, productiveness, and efficiency.…
The Equal Employment Opportunity Commission (EEOC), was created by the Civil Rights Act of 1964, is the federal agency that has the responsibility to "promote equal opportunity in employment through administrative and judicial enforcement of the federal civil rights laws and through education and technical assistance”. Equal Employment Opportunity (EEO) happens to be one of the most important functions in HRM. HRM have to develop these policies as well as implement these policies in every aspect of HMR such as hiring, recruiting, training, terminating, compensating, evaluating, planning, and disciplining. Developing these policies will ensure that the company is following…
The primary function of human resource management is to increase the effectiveness and contribution of employees in the attainment of organizational goals and objectives. There are many areas to the HRM process such as Human Resources Management and being a manager, being an employee and their goals, Human resource planning and recruitment, and selection, performance management, EEO and Affirmative Action, Human resources development, Compensation and benefits, Safety and Health, and Employee and labor relations. Identifying the main issues, identifying current and future pathways is all part of the Human resource management field.…
One of the most important regulations is the civil rights act of 1964 this law bans the most unfair hiring practices. Equal opportunity, affirmative action and sexual harassment are three areas of this act that impacts human resources processes. Directors, supervisors as well as managers are mandated to comply with this act. The equal employment opportunity (EEO), warrants everyone to have an equal employment opportunity as well as protects against discrimination to race, age, and gender. Affirmative action plan obliges employer or an organization to make every effort to effectively utilize and give equal employment opportunity to minority group members and females in the work force.…
Noe, R. A., Hollenbeck, J. R., Gerhert, B., & Wright, P. M. (2003). Providing equal employment opportunity and a safe workplace. In (Ed.), Fundamentals of human resource management (1st ed., pp. 66-100). New York, NY: The McGraw-Hill Companies.…
The ultimate goal of HRM is to ensure that all human resource elements are being provided and are functioning effectively. Whether the management function is accomplished in a centralized department or decentralized throughout the organization, it is a responsibility that is shared by human resource specialists and line managers (Werner, DeSimone, 2012). It is strategic in nature in that its policies and practices must be strategically aligned with the strategic goals and objectives of the organization. Inasmuch as the management of human capital impacts employee performance and organizational effectiveness, HRM is directly related to the profitability of the organization. What this means is that human resource managers must be well-rounded business-minded people who understand the complexities of the business world. They must be active participants in the overall strategic planning of their organization, and have the interpersonal skills to develop healthy and cooperative working relationships with line managers (Byars, Rue, 2012).…
Human resource management (HRM) refers to the policies, practices, and systems that influence employees’ behavior, attitudes, and performance. Many companies refer to HRM as involving “people practices.”Human Resource Management (HRM) is also the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management can also be performed by line managers. Human Resource Management (HRM) is seen by practitioners in the field as a more innovative view of workplace management than the traditional approach. Its techniques force the managers of an enterprise to express their goals with specificity so that they can be understood and undertaken by the workforce, and to provide the resources needed for them to successfully accomplish their assignments. As such, HRM techniques, when properly practiced, are expressive of the goals and operating practices of the enterprise overall. HRM is also seen by many to have a key role in risk reduction within organizations.HRM practices include analyzing and designing work, determining human resource needs (HR planning), attracting potential employees (recruiting), choosing employees (selection), teaching employees how to perform their jobs…