Human Resource Management : An Organization Essay

In business, the best assets of a company are the employees. The employees set the tone for the organization. An organization’s success stems from hiring the right people. Human Resource Management (HRM) plays a vital role in the selection of the employees. HRM rely on specific tools to draw top-qualified candidates for certain jobs. HRM may uses different applications for screening, interviews, tests, background checks and reference checks to endure the right employees are chosen.

In order to critically assess and recommend alternatives, I would like firstly to give a brief description of the business crisis the company was facing and the subsequent need for change in the company’s overall business strategy. I would then like to focus on the key aspects of the firm’s human resources strategy and the changes that were made in order to supplement the overall changes in the business strategy.

1. Ch 1, page 60-61, question 4: What is “evidence based HR”? Why might an HR department resist becoming evidenced based?

2. Give some examples of ethical issues that you have experienced in jobs, and explain how HR did or did not help resolve them.

Human resource management plays an intricate role to at every company. The human resource profession has grown rapidly throughout the years creating multiple departments which specialize in specific areas. Categorized as a large corporation, Nestle Purina Petcare Company utilizes all functions of HR management. Having an organized and developed HR team allows the company to function and develop efficiently. There are seven main functions in which human resource management can be categorized. One of the functions is strategy and planning which includes HR effectiveness, metrics, technology, planning, and retention. Equal Opportunity Employer is another function of HR management which deals with the company’s compliance to the EEO law as well as with the creating a diverse environment. Another functions is Staffing which focuses on job analysis, recruiting, and selection for the company. Also, Talent Management and Development is another important function which deals with the orientation of new employees, the development and succession for current employees, career planning, and performance management. Another one of the HR management functions is Rewards which includes employee compensation, incentives, and benefits. Risk management and worker protection is another function in HR management which includes the health, safety, and security of employees. Lastly, the HR function of Employee Labor Relations which includes employee rights and privacy, HR policies, and

The organization is currently facing a staffing shortage of qualified registered nurses (RN), therefore, they are focusing much of their attention on recruitment for current positions rather than forecasting for the future. However, the organization has partnered with Northwest Christian University to provide an RN to BSN program.

Keywords: human resources management, HRM, motivation, diversity, communication, recognition, relationships, performance, economic growth, recruiting, candidates, creativity,

To put it simply, our team aimed to start strong, investing in training and high benefits, with goals of continuing a strong initial quarter by reacting to each week as a new “start”. This turned out to be counterproductive, as our relatively massive spending in the first quarter of the first year had an adverse effect on our budget, effectively hamstringing us for the rest of the fiscal year. The business results were initially positive. Morale and productivity were high after the first quarter of year one, and we placed among the top three groups. This was the result of having put high focus and the majority of our funds towards benefits and training in the beginning. We were emboldened by these results and focused on mitigating future consequences of having to cut back on spending. As such, we decided to strategically under-hire, not realizing this would adversely affect absenteeism and product quality, as well as grievances. Since there were never enough workers to cover all the shifts workers became overworked which contributed to missing days of work, and also explains why they would be putting in less effort to ensure or double check the quality of all products (Steen, Noe, Hollenbeck, Gerhart, & Wright, 2016). We believed that our initial massive boost in benefits would compensate for not being able to afford a raise in wages. Our

In the current age of globalization that is characterized by the intense competition among world corporations, strategic Human Resource Management (HRM) has become vital for the success of organizations. As a growing number of corporations around the world are turning into being multinational in nature, the workforce in such multinational corporations (MNCs) are increasingly becoming diverse, in regard to its cultural, economic, social, and personal attributes. As such, implementing a strategic approach in managing such diverse workforce is one of the pivotal roles of managers and administrators, in an attempt to put the interests of both employees and employers in the same direction (Kuo,

This essay discusses the importance of a good structured Human Resource Department with an organization. Furthermore, an organization cannot construct a good team of working professionals without good Human Resources (“Human Resource Excellence”, n.d.). The key purposes of the Human Resources Management (HRM) team include recruiting people, training them, performance appraisals, motivating employees as well as workplace communication, workplace safety, and much more. Each of these elements is vital to the success of any organization that is looking to have longevity as well as be successful. “As a strategic player, HRM is expected to contribute to business strategy definition and design and then move in a later stage to assist in the implementation of strategy through efficient delivery and enhancing stakeholder’s contribution especially employees” ( Jamali, El Dirani, & Harwood, 2015, p. 130).

Even though from the day one of XYZ Company established, the Human Resource personnel have already played integral part in shaping the company towards becoming a reputable organization as it is now, the team were small at first and reported only to Administration Department as depicted in the diagram below.

Every organisation needs human to work for them. Without people in the organisation it cannot commence its business. Human resource is one the main factor due to which an organisation works. It is one of the important segments of management. It comprises of a process which includes planning, recruiting, developing and retaining the people who are working for the organisation. As already told human resource is important, all the work, all the planning is done by them. They have to be recruited and retained for a long period of time. An organisation wants right person at the right job and at the right time, for this an organisation has to do the staffing and the recruiting very efficiently and effectively. To run a business and to keep the company’s name high new and young blood needs to be recruited in the organisation as they will bring the new idea and options to grow the business. Retaining your old employees is also important one doesn’t want to lose the main and precious assets of the organisation. Nevertheless, it at times can be complicated and convoluted part in terms of the management of the organisation. We know humans are the ones who run the business so to keep them happy and satisfied at times can be a hectic and complex process. In simple terms human resource management is the management of the humans as the resource for the organisation, it involves observing the work that a person does and make the right person do the right job so

Industrial relations: arose to the growing power of trade unions involvement in disputes, collective bargaining, negotiation and industrial law and regulation. The practitioner as a bureaucrat (control of labour) due to the increase growth and change of workplace activity such as: job allocation and performance monitoring; time keeping and control of absenteeism; sick leave and holidays; pay and benefits; training and promotion; rules and regulations; procedures and forms. Part of Tarmac dream vision is to achieve the exceptional to deliver value to all its stakeholders and a key element of that plan is to engage their employees to use their energy and skills to improve the business.

Graschl (2011) commented on the essential piece of information that Human Resource Management of an organization is one of the integral part of the organization that helps in maximizing the performance of the employees for meeting the objectives of the organization. In this contemporary world, the importance of hotel and hospitality industry is increasing in a rapid rate and hence managing the people within the hotels and restaurants is now a major concern. This is because, it is generally seen that the hospitality industries that deals with the welfare and satisfaction of the customers, do not give much care and importance to the employees. As mentioned by Lean-Darder, Villar-Garca­a & Pla-Barber (2011) the employees therefore are not at all treated well that leads to the less employee retention and dissatisfaction. The hotel industry in New Zealand is in a consistent growth over years and hence it is essential for the hotels to look after the interest of the employees. The HR practices should be present that includes both the appraisals and employee engagement that is essential for each and every hotel industry.

No matter what the size of a business, it is important to have a Human Resource Management (HRM) plan in place. According to Dessler (2013), small companies employ over half the population working in the United States and many individuals graduating over the next several years will either work for a small business or become an entrepreneur. Many small businesses do not have a dedicated human resource manager, so it is imperative that the business owner has a set of “practices and policies to carry out the personnel aspects” of the organization (Dessler, 2013, p. 2). In this paper, I will look at five areas of HRM necessary for a small business owner to have established policies, in order for the business to succeed and grow, “a company’s human capital is defined as the collective productive capacity of its employees” (Endres, Chowdhury, Camp & Shulze, 2013, p. 64). HRM is the process and function of effectively and fairly managing that human capital. The areas of HRM to be discussed are: recruiting, hiring, training, talent management and compensation, which all have an impact on the bottom and line play a key role in the overall strategy of the business.