Evolution Of Human Resource Management

The purpose of this reflective paper is to show my understanding along with what I have learned about HRM (human resources management) and the different way HRM impacts the success behind every business, along with the rules and regulations that go with it. Over the last five weeks I have learned quite a bit about HRM and will reflect on that throughout this paper. “Human resource management is the managing of human skills and talents to make sure they are used effectively and in alignment with an organizations goals.” (Youssef, 2012). I will be including the things I learned throughout the last five weeks in this

4. An article by Leslie Kaufman and John McCormick, titled “Year of the Employee,” that appeared in the July 2, 1998, issue of Newsweek on pages 38-41.

Much of what we know about the improvements in the workforce came from 20th century advancements with the workforce that we know today. Important developments came in the form of methodology and data collection efforts. The 20th century was a remarkable period for the American workers. Despite the initial stages of labor management, working conditions, wages and benefits improved over the last century with the workforce increasing six fold over the period (Gould, 1986). This research will focus on impacts of National Relations Labor Act (NLRA) and the Fair Labor Standards Act (FLSA) enacted in the 20th century, including major circumstances that led to the intent of the legislation. In

Nevertheless, workers’ complaints went beyond low wages, as they became increasingly upset at how much autonomy and control over the working process they had lost. This disappointed those who had previously took pride in their work, as well as those who had previously controlled their own working conditions. As a result of these new happenings, workers began forming and joining unions, or labor organizations, in hopes of advancing their cause through collective bargaining, and, if absolutely necessary,

Hernandez, S. Robert, and Stephen J. Connor. Strategic human resources management in health services organizations. 3rd ed. Clifton Park, NY: Delmar Cengage Learning, 2010. Print.

Many believe that a resurgence of the American middle class demands a reclamation of the formidable unions of our past. After all, stronger unions have historically led to expanded healthcare, stronger pensions, and increased productivity in the workforce. To achieve this revitalization, scholars have foregrounded an array of methods currently employed in workplaces in both the United States and

The Industrial Revolution marked a switch from mainly an agrarian economy to standardized, mass production economy. Businesses increasingly focused on mechanizing and streamlining the production process by employing high-powered machinery and reducing workers to interchangeable parts. As a result, it often created poor employment and living conditions for the poor, newly arrived immigrants and the working classes; this, finally, gave rise to labor unions. The labor unions fought for higher wages, safe working conditions and fair working hours. Yet, a business's main goal is to maximize its revenue by either reducing the cost of producing goods and services, or increasing the sales of its goods and services. In the case of reducing production costs, how can a business and its union employees come to terms with balancing both their needs and desires? Because, often, the interests of companies and union workers collide, and for them to reach a settlement is a major challenge, like in the case of Postal office and its union workers.

Over the last two centuries the relationship between organizations and their employees have changed as the result of interactions between the two groups and in response to changing governmental legislation. During this period, labor unions arose to advocate for workers and address the inherent power imbalance between individual workers and organizations (Thornton, 2013). In workplaces were unions represent employees, Foss (2008), defines labor relations as the “ongoing interchange between the union and the employer that identifies their common and specific interests and creates mechanism to clarify, mange, reduce and resolve conflicts over their specific interests” (p. 1). The legal framework governing the practice of labor relations is

Today’s economic climate has lost and shed more jobs than ever. Organizations need unions to survive and a process to keep them. Under the present conditions, unions need to embrace revolutionary change. They need to experiment with innovative models and build on existing ones that have already proven their value that works for workers, business, and overall society.

Workers have and always will be the most valuable asset a company has. Without employees, no business can function. Because of employees’ worth, businesses are obligated to satisfy their employees needs and this was accomplished by the formation of the labor union. Before the formation of the labor union, employees had no say or voice. After, however, labor unions acted as the employees’ voice to their employers. The historical changes of the labor union have shaped what labor unions stand for today and what they will stand for in the future. By understanding the historical timeline of the formation and development of labor unions, it is easier to understand the problems that we face today and in the future as a modern society.

Labor relation issues have been on the forefront in the United States since the early 20th century when the first labor laws were passed (HG.org, 2015) Laws were enacted to govern the rights and responsibilities between employers and employees. The first phase of labor laws dealt with laws to compensation for injured workers, a standard minimum wage and work week and prohibit child labor (HG.org, 2015) In the 1960’s and ’70s, laws were focused on discrimination and unsafe work conditions, today issues include employee healthcare and equal pay for men and women (HG.org, 2015).

The purpose of this paper is to determine whether or not workers have adequate support and protections in the modern workplace and to figure out if the rules that were created by the government, along with how Human Resource Managers and the Unions work towards protecting employee’s rights. This paper will explain each role for both agencies and it will allow us to see if they both agencies adequately support the purpose and all the rules and regulations that have been created by the Department of Labor. Also in this paper, we are going to be addressing the issues of whether or not that workers in the modern workplace of America are well protected and well supported.

The importance of human resources to the delivery of healthcare has kept growing over time and HR has become intrinsically important to the delivery of efficient and effective health care. At this point the organizations which have managed their human capital successfully and effectively have been able to serve their patients effectively(Kabene et al, 2006). In a scenario where the health care sector is faced with major human resource related issues the HR has a major opportunity to become a

Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes to “establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent with but also support the achievement of business goals.” (Massey, 1994, p. 27)

The objective of the Human Resource Department is to design management systems to ensure human talent is maximized to effectively and efficiently achieve organizational goals. HR has seven functions that are intertwined. These functions are global, environmental, cultural geographic, political, social, legal, economic, and technological. Human resource management has the potential to drastically impact the success and effectiveness of an organization. Human Resources has heavily focused on recordkeeping and paperwork. It has often been considered a clerical and low-level administrative department. In most organizations, Human Resources is looked upon as the employee mediator in the organization. They tend to be the voice of the employee, building company morale and putting out fires involving crisis management. The problems they deal with are both employee work-related and not work-related. HR strives to ensure fair treatment for all employees. They work with varying departments throughout the organization in order to create and implement necessary programs and policies. HR works with equal employment opportunity and other laws, to ensure compliance. They work to fill current job openings by processing applications, interviewing, and training. They answer questions regarding benefits and wages and address safety issues. The expansion of technology and outsourcing have drastically transformed the