The Primary Function of Human Resource Management

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The Primary function of Human Resource Management
Telaunda Howard
BUS 303
Teddi Rielly
06/25/2012

I must say that during this class I have had the opportunity to learn the real job of our HR team. I never really knew the extent of their job, but I always knew that it require them to do a lot of paperwork and select applicants with the qualifications they are looking for. Learning that the management team also plays a part in the job of HR, allowed me to see the picture as a whole. The backbone of every company is the Human Resource Management team, they are the ones who can make or break the company. Human Resource Management is management of human skills and talents to make sure they are effectively used and in alignment with an organization's goals. Now within my reflective paper, I will be discussing several areas related to the success of the human resource management team; EEO and Affirmative Action, Human resources planning, recruitment, and selection, Human resources development, Compensation and benefits, Safety and Health, Employee and labor relations and how these aspects work together to perform that primary function. I would like to express the importance of what I have learned during these five weeks and how I plan on implementing my learning towards my future career.

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 law and preventing discrimination within the company. Therefore it is important that managers and leaders be involved in creating the policies and programs for the workplace. Another important aspect of HRM is the development of an Affirmative Action Plan (AAP). Affirmative Action has been defined as a set of policies that require employers to show initiative in recruiting a diverse pool of applicants for their job openings (Youssef, C. 2012). Within your organization an Affirmative Action Plan (AAP) is there to help protect you against any action of discrimination within the company. There are four types of Affirmative Action Plan (AAP); Equal opportunity is the first type of affirmative action that concentrates on enforcement of existing laws and company policies in an attempt to assure that no overt discrimination exists. Opportunity enhancement is the second type of affirmative action that is most strongly encouraged by the Office of Federal Contract Compliance Programs, which enforces affirmative action regulations. Tiebreak is the third type of affirmative action plan and it is used to advantage minority group members, but only when their qualifications are judged to be equivalent to those of competing majority group members. Strong preferential treatment is the fourth and final type of affirmative action plan and it involves quotas or strong preferential treatment for target group members. I never knew that there was more than one AAP, but taking this class has taught me to do more research when it comes to the laws and policies in the workplace. Learning the importance of Equal Employment Opportunity (EEO) and Affirmative Action Plan (AAP) has allowed me to see that they both work together to protect both the company and the employee.

Human resource planning can be defined as the process of identifying the number of people required by an organization in terms of quantity and quality. Human resource planning is where all human resource management...
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