Essay about Critical Analysis of Current Labour Market Trends

Chapter 3 explains the importance of ethical competence specific to the human services field. As a professional it is important to know and understand an organizations code of ethics, as it will be a reference tool in how to handle certain situations you are faced with. Human service professionals enter into the profession with a personal set of values, goals and ethical conduct but, must always remember that their actions should always reflect the values and ethics of the company they are now a part of (site). In the event of an ethical issue a professional should always refer the ethical standards to determine what action should be taken (site). Ethics are also in place to facilitate legal implications that stem from malpractice lawsuits.

The foundation of any business starts with its policies and if that foundation is not build with strong ethical policies then the business will likely fail. The human resource department of a company has to maintain polices on how employees should conduct themselves and some policies encourage growth and strength within the company and sometime we forget the

In this essay, I will assess the importance of employability and personal skills in the recruitment and retention of staff in a selected organisation which is “Uxbridge College”. It is necessary for Uxbridge College to consider both the employability and personal skills when employing as human resources, as they need to ensure that they are employing the correct candidate, who is aware of their roles and responsibilities. Therefore, before selecting their ideal candidate, they will identify whether they meet the essential requirements for the job they are applying for. Recruitment is the process of advertising and hiring the best employee for your business for an available job position. Therefore, by ensuring that you have a suitable skilled

Ethics plays an essential role during recruitment of new employees.Law and regulation tell that we have to be ethical in hiring.It is also important that ethical rules are followed when hiring a new employee.The equality act 2010 is a legal action which protects people from discrimination in the workplace and in society.Protected characteristic is covered under the act race, age, sex, sexual orientation, pregnancy and maternity, gender reassignment, disability, religion or belief, marriage or civil partnership.For example, you are working for the company and they are giving you less money but another person has same responsibilities as your but earning much more than you earn this is discrimination.

There are two purposes that HR technology serves in an organization. The first is to improve the efficiency of employee data and HR activities collection. At Xerox, the use of HR technology has been instrumental in making HR services more accessible to their workforce. The second purpose of HR technology is to capture a greater degree of informational data that enables HR planning and managerial decision making. Again, Xerox made use of this aspect by supplying intranet employee surveys and tracking employee views on the company and HR. The

Human Resource Professionals role in the workplace is to be the mediator between the employee and the employer. They are the caretaker, fixer, and the person who is responsible for making things right (LaMontagne, 2016). HR is the accountable for making the appropriate “right and wrong” decisions for everyone inside the organization and the organization itself. Many HR Professionals feel that they are obligated to act according to their own judgements and be the conscience for the organization. The professionals in this role need to ensure that their ethical compass is honorable as well as credible in the workplace. If not, then it could cause corruption in the organization.

Lastly, with technological changes in almost every sector of the world (banking, manufacturing, even extending to the food industry), HR needs to be abreast of every form of technology their employees need to be trained in, and

Human Resource Information System (HRIS) constitutes of commonly adopted management practice by organization in the twenty first century .It helps in fulfilling of diverse expectations such as reducing costs, speeding up processes, improving quality, and even gaining of more strategic role for HR within the organization .The use of Human resource information systems (HRIS) has been advocated as an opportunity for Human resource (HR) professionals to become strategic partners with top management. The idea has been that HRIS would allow for the HR function to become more efficient and to provide better information for decision–making. (Kashive)

The fast pace of change in Information Technology creates several challenges for HRM. HR expertise is an important asset especially with the struggle to start an E-Business. IT is a very competitive field in itself making it hard to find talented people that are the very

There have been many changes and advancements in Human Resources (HR) since companies started implementing HR practices and procedures, officially into their business organizational structure. Some may recall a time when the Human Resource department was simply called Personnel. As with every aspect of business, technology has become an integral and ever changing part of the HR department. It now affects how companies recruit for open positions in their company and even how applicants apply for that open position.

Rapid development and expansion of the internet has boosted the realization and application of e-HRM. Technological optimist assume, that from a technical perspective, the IT possibilities for e-HRM are endless: in principal all HR processes can be supported by IT. This paper aims at giving a clear definition of what HRM and e-HRM actually is, as well as the current uses and technologies utilizing the e-HRM concept. This paper will

Identify any ethical issues most likely to take place in the function of HRM in an organization

Owing to a GDP rebasing in 2011, Ghana became the fastest growing economy in the world with a GDP growth pinned at 20%, the largest per capita income in West Africa and the 21st in the continent. Ghana joined the league of oil producing countries in December 2010 with 85,000 barrels of crude oil in a day . Fiscal deficit fell from 5.9% of GDP in 2010 to an estimated 4.3% in 2011 due to strong revenue performance . Despite an impressive increase in economic growth rate over the years, the Ghanaian economy is still characterized by low employment rate and low labour productivity rate as against the relatively increasing growth rate of population. Unemployment rate in Ghana has varied over the years averaging 8.82% from 2001 until 2013. It reached an all-time high of 12.90% in 2005 and a record low of 5.20% in 2013 . Ghana’s unemployment rate is 25.6% for the younger age group between 15 and 24 years twice that of the 25-44 age group and three time that of the 45-64 age group . This is a perfect indication that recent gains in Ghana’s economy growth have not translated adequately into job opportunities, especially in the formal sector.

This means the days of lifetime employment and seniority-based systems are largely over as companies move toward models of contingent work, independent contracting, and more free- market arrangements (Losey et.al., 2005). Large group of experienced, highly skilled, workers are leaving employment and are looking for alternative employment. The shift in how organizations can effectively function in the changing world of work is a hot topic within the field of human resource management. Society is rapidly shifting to an information age and the challenges that come about with such a change (Al-Hawamdeh & Hart, 2001; Burch, 2005; Castells, 1996; Elliot & Jacobson, 2002). Changing demographics is one of the strategic steps that those in the human

With the changing world and constant new technology that is available, managers need to be aware of the technology that will increase effectiveness in their company. Human resource Management systems (HRMS) have increasingly transformed since it was first introduced at General Electric in the 1950s. HRMS has gone from a basic process to convert manual information keeping systems into computerized system, to the HRMS system that are used today. Human resource professionals began to see the possibility of the new applications for the computer. The idea is to integrate many of the different human resources functions.