A reflection of Human Resource Management

7 July 2016

HR department is responsible for many of the attributions of an organization. HRM is a strategic part in the organizational achievement of the company. HR department major daily tasks are planning and alignment, staffing, preparing compensation offers and to shape, outline and define the culture of the organization. HRM process which purpose is to attract, retain, and motive is made up of eight main practices which include HR planning, job analysis and design, recruitment, selection, performance appraisal, training and development, compensation, and benefits.

HR also has to make sure they follow all laws and regulations that prohibits against discrimination based on race, sex, color, religion, or even national origin. HRM process which purpose is to attract, retain, and motive is made up of eight main practices which include HR planning, job analysis and design, recruitment, selection, performance appraisal, training and development, compensation, and benefits. There are numerous laws and regulations set to help employees have equality and industry unity. Labor relations maintain a relationship between those in unionized work and management concerning working conditions.

A reflection of Human Resource Management Essay Example

Organizations must impose health and safety regulations and strictly practice them in order to prevent industry related accidents which are adversely impacting the economy due to more occupational illnesses and fatalities that are reported each year. Strategic HRM planning is one of the most important pieces of an organization’s operations. HR is an ongoing process that attempts to achieve and ensure the best fit between employees and position that needs to be filled while maintaining the sanctity of the organization.

Human Resource planning process allows the achievement of an organization’s strategic objective by enhancing the ability of the organization by ensuring the company has the best qualified employees, and having those employees equipped with all the necessary tools to fulfill their jobs accordingly. I know the company I work for, at the end of the yard when we sit down and plan for what is needed for the upcoming year we have to try and take in account for everything that will be needed.

The organization I currently work for received a proposal for ten upcoming jobs but we do not have the personnel to run those jobs. It takes time to train workers well enough to run a job on their own, so it takes good planning in order to hire potential workers that will be qualified enough to learn how to fulfill the needs and requirements to execute the upcoming projects. Job analysis and job design provide the foundation for effective recruitment, selection, training, performance management, and compensation. The purpose for job analysis is to create a clear understanding of what duties, skills, and capabilities are necessary to complete the job requirements.

Job design focuses on structuring particular jobs in such a way that it attracts those who might suit it, as well as enhance job satisfaction, and meet the needs of the company. “Through job analysis, organizations become better able to match the right people to the right jobs through developing a clearer understanding of what jobs entail as well as what skills and talents employees must have to perform their duties effectively” (Youssef, 2012). Once a year my employer has each employee write down all the job functions they perform. The managers, then either let them retain their job functions or takes some away to incorporate a new position.

Since employees are considered the most valuable asset of a company it is essential to attract qualified workers to be able to sustain the organizations competitiveness. HR must be able to attract candidates through internal sources and external sources via advertising, employment agencies, online, school boards, temp agencies, and direct hire. During recruitment a business has to try and differentiate between potential workers who will possess the job skills needed to perform adequately and those who do not, but while doing so it is crucial for the company to adhere to all the laws and regulations implemented by the government.

A company must administer Equal Employment Opportunities (EEO) to those who apply, which means in no way should an employer base a candidates skill on their ethnic background, religion, sex, national origin, disability, or age. During the recruitment process, affirmative action policies make it a requirement that employers show initiative in hiring a diverse pool of applicants to fill positions available. We have a diverse pool of applicants that come and apply with my company. Most of the applicants will get hired regardless of their race, nationality or age, the best factor that prohibits one from getting hired on is language barrier.

Selecting the right employee to fill a position is one of the most challenging decision making processes a company has to make. The ultimate goal of employee selection is to hire the candidate who is most compatible not only with the organization but for the position that they are trying to fill. In order for the candidate to be successful in a particular position, their talents and personal goals must be taken into consideration and objectives need to be utilized in order to retain qualified individuals.

The most common forms of selection methods are resumes and applications but testing, interviews, reference checks, honesty tests, medical exam and drug testing are other forms that are utilized in the selection process. I believe resumes/applications and honesty, medical exams, and drug testing are the best methods to administer when trying to filter out candidates. Performance evaluating, feedback, corrective actions are all essential when processing performance appraisals.

This is to help regulate the consistency and effectiveness of the business and how well the employees are functioning daily. When we administer our annual performance evaluations to determine if we were successful at executing the necessary duties and eligibility for a pay increase, the managers gather together and discuss each employee and corrective measures that need to be taken in order to improve their skills. This is very useful when most workers believe they are performing adequately until otherwise told.

A worker most likely will not know what they are doing wrong or if they are doing anything wrong if no one ever points it out. Hiring and retaining workers, pay and benefits plays an important aspect in the organization. Pay and benefit packages are commonly used to attracted the best candidates and retain currently employed workers. When companies pay better rates than other companies in the same industry they have a higher chance of keeping the more qualified workers and less likely of a chance of losing an employee to competitors.

Pay is usually the primary motivator when considering a position and benefits such as health insurance, location of work, work hours and opportunity for job advancement, bonuses, retirement and rewards are all taken into consideration as well when accepting a job offer. I know when I was proposed a new job offer from another company I had the opportunity to make more money than I was making at my current job. I decided to decline the offer though because even though I would be making more money the hours were less and since it wouldn’t be considered a full time job, they did not provide benefits nor did the offer overtime like my current position.

So in the long run I would be worker less hours and getting less take home pay even though the hourly wage was higher. HRM is the process of managing an organization’s employee’s, it is responsible for attracting, selecting, training, compensating, disciplining, promoting, demoting and rewarding of employees, while overseeing organizational leadership and culture and ensuring compliance with employment and labor laws.

In an organization every manager is considered an HR manager since managers are the ones that do most of the let work to support HR managers. Managers are the enforcers and implement workers policies and make sure workers adhere to the rules. It takes a team to run an organization, which is why people are considered the most important asset to the organization.

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