Reflective Paper

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Reflective Paper – Effective Human Resources Management
Theresa Tapley
BUS 303
Dr. Kevin Righter
March 13, 2010

Reflective Paper – Effective Human Resources Management

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. An effective HRM focuses on action rather than on record-keeping, written procedure, or rules. Although the use of rules, records, and policies are incorporated, “action” is the focus. The HRM emphasizes the solution of employment problems to help achieve organizational objectives and facilitate employees’ development and satisfaction. An effective HRM is, also, people-oriented. Whenever possible, the HRM treats each employee as an individual and offers services and program to meet the individual’s needs. An effective HRM program is concerned with helping an organization achieve its objectives in the future by providing for competent, well-motivated employees. Human resources are incorporated into an organization’s long-term strategic plans to assist with ensuring that future growth needs will be adequately staffed with qualified, trained employees (Ivancewich, 2010, pg 5).

EEO and Affirmative Action
One external factor that has a powerful influence on my company's HRM function is the equal employment opportunity and human rights legislation, which has a profound effect on our policies and procedures concerning recruiting, selection, evaluation, and promotion. The U. S. Equal Employment Opportunity Commission (EEOC) is an independent federal agency that enforces laws against workplace discrimination. The EEOC investigates discrimination complaints based on an individual’s race, color, national origin, religion, sex, age, disability and retaliation for reporting and/or opposing a discriminatory practice. This commission is empowered to file discrimination suits against employers on behalf of alleged victims and to adjudicate claims of discrimination brought against federal agencies. No other regulatory area has as thoroughly affected HRM as the EEO programs have. It has implications for almost every activity in HRM and sets standards for hiring, recruiting, training, terminating, compensating, evaluating, planning, disciplining, and collective bargaining. Employers, to prevent employment discrimination in the workplace or to take remedial action to offset employment discrimination implement EEO programs, (Ivancevich, 2010, pg 65). According to the U.S. Equal Employment Opportunity Commission (EEOC) website, the 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. The laws also apply to all type of work situations, including hiring, firing, promotions, demotions, harassment, training, wages, and benefits. During the employment selection process, each candidate should be evaluated on their qualification of the job requirements, based on their experience, education, and skill set. Many corporations use testing as an important tool. Rae T. Vann, general counsel of the Equal Employment Advisory Council, a national association of...
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