Human Resource: the Effectiveness and Contribution of Employees
Human Resource: The Effectiveness and Contribution of Employees
Mary K. Lopez
BUS 303: Human Resource Management
Tonja James
July 22, 2014
Human Resource: The Effectiveness and Contribution of Employees The human resource management (HRM) facilitates the achievement of an organization's strategic objectives by managing competence. The organization’s objectives will not be achieved without the right staff. “Organizational effectiveness depends on having the right people in the right jobs at the right time to meet rapidly changing organizational requirements. Right people can be obtained by performing the role of Human Resource (HR) function” (Groenewald, J. 2009). This is just one of the many factors that human resource uses to perform their primary function. The other factors include equal employment opportunity (EEO), affirmative action, HR planning, recruitment, and selection, HR development, compensation and benefits, safety and health, and employee and labor relations. Ensuring each of the above listed factors run smoothly will help ensure the effectiveness and continued contribution of employees. Human resource management increases the effectiveness and contribution of employees in the attainment of organizational goals and objectives when there is a balance of EEO, affirmative action, HR planning, recruitment, and selection, HR development, compensation and benefits, safety and health, and employee and labor relations. EEO and affirmative action, safety and health, and employee and labor relations are legal dimensions of recruiting potential employees. Recruitment, selection, development, compensation and benefits are all part of the HR planning process, which also encompasses all legal aspects. “Title VII of the Civil Rights Act of 1964 guarantees equal opportunity in employment and prohibits discrimination based on gender, religion, race, national origin, or ethnic background” (Youseff, 2012, p. 98).
Mary K. Lopez
BUS 303: Human Resource Management
Tonja James
July 22, 2014
Human Resource: The Effectiveness and Contribution of Employees The human resource management (HRM) facilitates the achievement of an organization's strategic objectives by managing competence. The organization’s objectives will not be achieved without the right staff. “Organizational effectiveness depends on having the right people in the right jobs at the right time to meet rapidly changing organizational requirements. Right people can be obtained by performing the role of Human Resource (HR) function” (Groenewald, J. 2009). This is just one of the many factors that human resource uses to perform their primary function. The other factors include equal employment opportunity (EEO), affirmative action, HR planning, recruitment, and selection, HR development, compensation and benefits, safety and health, and employee and labor relations. Ensuring each of the above listed factors run smoothly will help ensure the effectiveness and continued contribution of employees. Human resource management increases the effectiveness and contribution of employees in the attainment of organizational goals and objectives when there is a balance of EEO, affirmative action, HR planning, recruitment, and selection, HR development, compensation and benefits, safety and health, and employee and labor relations. EEO and affirmative action, safety and health, and employee and labor relations are legal dimensions of recruiting potential employees. Recruitment, selection, development, compensation and benefits are all part of the HR planning process, which also encompasses all legal aspects. “Title VII of the Civil Rights Act of 1964 guarantees equal opportunity in employment and prohibits discrimination based on gender, religion, race, national origin, or ethnic background” (Youseff, 2012, p. 98).