Understanding Human Resource Management

Topics: Human resource management, Human resources, Recruitment Pages: 10 (2602 words) Published: May 19, 2015

Human Resource Management Reflective Paper
First Name Middle Last Name
BUS 303: Human Resources Management
Farrell Martin

Human Resource Management Reflective Paper
I strongly believe Human Resource Management is the most appropriate name for the position. It points out the importance of the most valuable resource an organization has, its people, and identifies programs to ensure its most valuable resource is taken care of so the organization can attain its strategic goals and objectives! Human resource management has been called a number of different names in recent history as the duties have grown and matured into the position it is today. Since human resource management was recognized as an independent and important function, it was earliest called "Personnel Relations", evolving to "Industrial Relations", then "Employee Relations" and , finally, to its current name "Human Resource Management." Although the terminology of human resource management is a new term some of the vital principles have been used since prehistoric times. Such practices as mechanisms for selecting tribal leaders and recording knowledge and passing it along to future generations about safety, health, hunting and gathering can be shown documented as early as 1000 B.C. to 2000 B.C. The Chinese are known as one of the first cultures to use employee screening techniques tracing back as far as 1115 B.C. and the concept of "the apprentice" system can be traced back to the Greek and Babylonian civilizations, ages before the medieval times. (Shete, 2011). Regardless of the title the human resource managers tasks continue to grow and develop with a linty of responsibly all surrounding the concept of take care of the people and the people will in turn take care of the organization.

Two of the programs human resource managers are entrusted with are the oversight of Equal Employment Opportunity (EEO) and Affirmative Action Programs (AA). EEO was established to prohibit discrimination against an applicant regardless of their sex, color, religion, race or national origin and to ensure that everyone has a fair opportunity in competing for promotions and have equal access to training and professional opportunities. AA was established as a remedy to address past practices of discrimination. It was designed to "level the playing field." Between 1965 and 1972 President Johnson and President Nixon took steps to ensure AA was a valid federal goal and addressed pervasive employment discrimination in earnest. They ensured "No longer would it be sufficient merely to eliminate racial discrimination on paper or in rhetoric; no longer would token integration suffice. Employers and union officials would have to actively promote the training, hiring, and retention of nonwhite applicants -- and show results to prove it." (Golland, 2011). In the Air Force we ensure these laws are upheld with transparent programs to allow for hiring and recruiting without regard to sex, color, religion, race or national origin. We feel that a diverse Air Force is more capable of defending the United States of America and planning for the future.

Planning, recruitment, and selection are three more unique programs given to the human resource specialists. According to Youssef "Human resource planning includes forecasting future labor supply and demand in order to ensure that an organization has access to the knowledge, skills, and abilities it needs at the right times these human capacities are needed." (Youssef, 2012, p. 32). Although planning is extremely important, you must be able to forecast your needs, but if you do not have a good recruitment and selection process all the planning in the world can be thrown out the window. The goal of a recruitment process is to hire the most qualified applicants who have the knowledge, skills, and talents, the organization will need to compete in the market and achieve its desired goals. The selection process is...

References: Golland, D. (2011). Constructing Affirmative Action : The Struggle for Equal Employment Opportunity. (Ashford University ed.). Lexington, KY: University Press of Kentucky
Herod, R. (2009). Global HR Management Series : Global Compensation and Benefits : Developing Policies for Local Nationals.
Retrieved from http://site.ebrary.com/lib/ashford/Doc?id=10563803.
Mathis, R. L., & Jackson, J. H. (2007). Human resource management (12th ed.). Mason, OH: South-Western.
Martin, V. (2006). Managing Projects in Human Resources, Training and Development. Retrieved from http://site.ebrary.com/lib/ashford/Doc?id=10120242.
Shete, R. (2011). Human Resource Its Development in Modern Era. INTERNATIONAL JOURNAL FOR BUSINESS STRATEGY & MANAGEMENT, Vol. 1(No. 1), 8.
Youssef, C. (2012). Human Resource Management. San Diego, CA: Bridgepoint Education, Inc.
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