Human Resource Management

Topics: Human resource management, Human resources, Recruitment Pages: 5 (1700 words) Published: October 13, 2013
Reflective Paper

In this paper I will discuss the primary actions and responsibilities of the Human Resource Management team, and the significant aspects that all come together for optimal functioning. I will address how my new found understanding of human resources will lead me to better relate to my own career path. I started this class without any knowledge of just how essential human resource management is, and now I have a new found respect for it. I will describe the multi-faceted aspects of human resource management and how it relates to the organization where I work.

Human resource management (HRM) is the managing of human skills, knowledge and abilities and making sure they are used efficiently and on track with an organization's goals. With the lagging economy, the importance of a strategic plan to meet the goals of the organization, is imperative. HRM implements the procedures for deciding how to allocate organizational resources to achieve these goals. HRM also incorporates strategies and policies to achieve the company’s goals while meeting the employees and the organization’s needs. According to (Yossef,C.2012) “Effective HRM practices have been shown to reduce turnover, increase productivity, and directly contribute to corporate financial performance (Huselid, 1995).”

Recruiting and selection of employees is handled by the HRM team. Knowledge of methods to recruit helps me know what they are looking for and ways to make a good impression on an interview. I now know the importance of an employee performance evaluation and the HRM role in using the results to boost the organization’s strategic plan, so I can see the big picture at work. I see our organization’s HRM and the progress they have made, and their shortcomings as well after taking this course. At the Head Start agency where I work, HRM team implements policies and practices that directly support the major objectives and competitive strategy of the organization. We are a non-profit organization, competing for federal grants, which are based on our compliance to stringent guidelines. If we do not meet these guidelines, any organization that can better fulfill the guidelines of the population we serve, can replace us. That is why having an effective HRM team is so important. Our agency like many others today is facing rapid technological changes and budget constraints. The HRM department must process, develop and implement HR policies that directly support the major objectives and competitive strategy of the organization. This ,in my opinion the most important aspect of the HRM’s many responsibilities. Without policies that work to achieve the goals, the business fails. Our HRM department must gather and document information about the major responsibilities, duties, and tasks of each job in our organization, as well as the major types of knowledge, skills, and abilities required to perform the job. They must assess the knowledge, skills, and abilities of job applicants in order to make accurate hiring decisions in the recruitment process. They must develop an effective and competitive benefits package to recruit and retain employees. They are responsible for training and development of employees to ensure we are keeping up on professional growth and changing procedures. They also support the employees career development, by obtaining relevant information from employees (such as personality traits, aptitudes, values, and job preferences) in order to plan the careers within an organization. The employee’s job analysis is facilitated by the HRM to describe the responsibilities of the position. They also are responsible for gathering the performance evaluation which rates the employee’s abilities performing the job. All of this must be done in compliance with the requirements of local, state, and federal laws. When executed properly all of these aspects come together and companies will succeed. All of these responsibilities are in addition to...

References: Kar, Ajit Kumar Strategic Human Resource Management for High Performance
Organizations, International Journal Of Research In Commerce And Management
June 2012, volume 3, issue 6, pp. 54-59
Youssef, Carolyn (2012). Human Resource Management , San Diego, CA:
Bridgepoint Education, Retrieved from
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