HR 500 Trends in the Workplace

Topics: Employment, Human resource management, Discrimination Pages: 8 (1632 words) Published: April 22, 2015


Trends in the Workplace

Specify the Key Functional areas of Human Resources Management. Explore the Manner in Which Each Function Contributes to the Overall Performance of an Organization. Support Your Response With Specific Examples of the Activities For Which HRM is Typically Responsible. A key functional areas of HRM are analysis and design of work, which consists of HRM providing the employee the expectations of the job, the job design and job descriptions. Job analysis is the process of getting information about a particular job and job design is the procedure of defining the way the work will be done and the tasks that a job requires. The example I will use for this is say a company wants to bring in a safety officer and currently doesn’t have one, then an human resource employee may look to another company that has a safety officer and seek permission to interview that person and maybe shadow that person for a couple of days just to gain more knowledge about the position and they may also try to find out the typical starting salary for an safety officer, this is part of an job analysis. Recruitment and selection is a function of HRM too, recruitment is the process in which a company looks for potential candidates for employment. Selection is the process in which a company actually chooses a candidate for a position by using measures like knowledge, skills, abilities and other characteristics that will help the organization achieve its goals. HRM may use the interview process, skill tests, psychological tests, drug tests to help in finalizing their decision in choosing the candidate. Training and Development is another key function in HRM. Training is a planned effort to help employees learn skills that are applicable to their jobs and Development is the acquisition of certain skills and knowledge to help a employee when certain aspects of the job changes. HRM normally provides the resources for Training and Development which may consist of in class training by an instructor, online training, or it may just be some old fashioned on the job training. Managing Performance is a key function in HRM. Performance Management is the process in which the employee’s activities and outputs go hand in hand with the company’s goals. A example of the way HRM uses Performance Management is thru annual performance evaluations or reviews. (Bell, 2014) “A performance evaluation system is an invaluable tool for businesses. An annual performance review places all employees on an equal playing field and allows the managers of the business to see which employees are creating the most value for the company. Human resources plays an important role in performance evaluations by ensuring that the process is fair, accurate and managed appropriately.” Compensation and Benefits are a key functional area of HRM. Pay and benefits are usually one of the top things that attract a potential employee to a company. HRM usually determines a employee’s pay based on his skills and work experience. Benefits usually consist of health insurance, life insurance, retirement savings and usually an human resource representative explains all this information to a new employee to help him understand all that he may be eligible for. Employee Relations is another important aspect and key function of HRM. HRM may help an employee who feels as though he/she may have been discriminated against or help them if they may have had a dispute with their supervisor. Personnel Policies is another element that HRM plays an important role in, for example HRM may have a policy that states that if an individual has a positive drug he must go get some counseling on the first positive test and if the individual tests positive a second time then that may be grounds for termination. Employee data and information systems are a key function and role that HRM handles too. This function may consist of...

References: Ilmakunnas, P., & Ilmakunnas, S. (2010). Work force ageing and expanding service sector: a
double burden on productivity? Service Industries Journal, 30(12), 2093-2110.
Doi: 10. 1080/02642060903199838
Singh B, Winkel D, Selvarajan T. Managing diversity at work: Does psychological safety hold
racial differences in employee performance? Journal Of Occupational &
Organizational Psychology [serial online]. June 2013;86(2):242-263.
Bell, E (2014) What Role Does The HR Department Play in Performance Evaluation?
Retrieved October 22, 2014 from

http://smallbusiness.chron.com/role-hr-department-play-performance-evaluation-44928.html
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