The Human Resources Management Class

Devon Energy Corporation, an oil and gas company was founded in Oklahoma City Oklahoma in 1971. They are the largest independent oil and gas corporation in the United States. They have many reserves all around the world, in places such as Colorado, Canada, West Africa, and ect. They are in the top 50 largest oil and gas companies in the world. I will be talking about Devon Energy’s very interesting background.

Devon Energy Corporation (DVN) is a company specializing in the production of oil and natural gas. This company is headquartered in Oklahoma City, Oklahoma but has various sites all over The United States of America and Canada. Founded in 1971, Devon has went from no assets and five workers to now having a major publicized company that has about five thousand employees and a thirty billion dollar market value. Acquiring and merging with other energy and oil and gas companies, including Northstar Energy, Chief Oil & Gas LLC, Pennzenergy, Santé Fe Snyder, Anderson Exploration Ltd., Mitchell Energy, Ocean Energy, Kerr-McGee, and Hondo Oil & Gas, Devon has increased its quarterly cash dividend by 50 percent and

Make decisions about the best path for the firm’s initiative. Identifying the opportunities for success in context of threats to success can clarify directions and

Human Resource Management (HR) is a function in an organisation aimed at maximizing employee performance in relation to the employer 's set standards and strategic objectives. The primary focus of HR is concentrated upon the management of employees, and on the policies and systems within and outside the organisation. (Boxall & Purcell, 2011). “Strategic Human Resource Management (SHRM) aims to align the functions and processes of HR with the strategic aims and objectives and competitive advantage of an organisation.” (Hartel, Fujimoto, Strybosch & Fitzpatrick, 2006). After all, the key characteristic of HR is ‘integration.’ The role of HR and HR Professionals can be linked to four main SHRM theories, namely: Jackson & Schuler (1995), Kochan & Barocci (1985), Klatt, Murdich & Schuster (1978) and Lundy & Cowling (1996).

According to (Armstrong, 2009, p.994). Health and Safety Acts is the Act that cover how the organization intends to provide health and safe place and systems of work. Therefore, to maintain a health and safety environment at my workplace and for people who are under my management: employee, service users and visitors, I ensure that I carry out risk assessment before and after any task, ensuring that everyone at work place are safe. I identify and minimize the risk of hazards and accident e.g. I remove the obstacles, I ensure the environment is clean and clear, Ensure the materials and equipments are kept in a safe place etc.

The Managing Human Resources class has been a great experience for me. My perception of HR has changed since we started the class. In the beginning of class, I thought all HR departments were the same as the only one I’ve ever experienced throughout my career; which happens to be with the Tennessee Wildlife Resources Agency (TWRA). I now understand HR can be much more and TWRA’s HR is not providing many of the services it could be. Unfortunately, TWRA’s HR is only delivering functional expertise, rather than strategic performance. I now understand there is a problem when HR departments are only providing functional expertise (Becker and Huselid 2009).

As we all know when it comes to every business and organization that is out there, they all need help from Human Resources to continue to help the company grow. What is human resource management? Well Human Resource Management is the overall process that deals with how Human Resources manages their employees as well as different issues that can come across within the organization. Human Resource Management are in charge of different tasks including recruiting as well as interviewing and letting people go as well. Other tasks that are done on a daily basis would also be focusing on maintaining records of each employee that’s working for the organization as well as dealing with different regulations that deals with employment laws that are needed to be followed. One thing that I came to an understanding is that when it comes to Human Resource Management, this position isn’t only being performed by the employees that work for the Human Resources department but they are also being managed by their managers as well as their supervisors that work for the Human Resources department. Just like any other job out there that requires team leads, HRM managers as well as their supervisors have a task which are responsible for providing the daily support that may be needed with their employees. Human Resources also provides different guidelines that are put into the workplace that each manager as well as the employees need to follow while being at work.

Finding and keeping talent in the healthcare field provides unique challenges to human resource management (HRM) seeking to build a stable workforce. The practice of attracting potential employees and encouraging them to apply for positions with an organization is defined by human resource management as recruitment (Recruitment, n.d.). HRM understands that the development and maintenance of a workforce is built upon organizational recruitment. The stability of an organization relies on the ability of the recruiters and HRM to use the tools they have available to recruit the most highly skilled and talented professionals in the field to work for their company. Recruitment is vital in the success of organizations. Having the necessary talent to meet the demands of the organization depends upon the ability of HRM to attract, hire and retain professionals who have the needed skills.

The term human resource management (HRM) refers to the design and application of formal systems in an organization to ensure the effective and efficient use of human talent to accomplish organizational goals (Robert, L. M. & John, H. J., 2002). This system includes activities undertaken to attract, develop, and maintain an effective workforce. Managers have to play an active role in recruiting and selecting the right employees, developing effective training programs, or creating appropriate performance appraisal systems.

It is without question that there are many vital theories within human resources that help human resource personnel to manage and direct the efficiency, productivity, and utility of their respective workforces. As such, the field of human resources is diverse and necessarily covers a very large range of key issues. However, the fact of the matter is the human resources department operates as a means of fulfilling two distinct roles. The first of these roles is obviously the need to provide the workforce of the entity/firm/organization in question with an internal advocate that they may utilize as a means of making the most of the work environment. Secondly, human

(Human resource management is more important in a changing environment than before. There are some challenges and changes, which have great impacts on organizations respective to human resource (HR) function behaviors. These impacts know as globalization, increasing customer’s expectations, transparent market, and human resource management (HRM) provides possibilities to make organizations more healthy and competitive. Where the firm may focus on cost for employee compensation and make conclusions on share services or outsourcings.

Human resource management (HRM) is an important strategic and systematic approach that provides each company with the opportunity to create policies and practices, as well as to establish administrative forms (Pfeffer, 2007). According to Armstrong (2009) HRM is an approach that deals with ‘employment, development, and well-being of the people working in organizations’. However HRM has evolved significantly through the years due to the rapid social, economic, political and environmental changes. The HRM has replaced the personal management in terms of managing workforce and sometimes has a similar description in use. It is claimed that HRM differs from personnel management, being a holistic approach and recognizing people as assets and not

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).

International human resource management involves a number of issues not present when the activities of the firm or organization are confined to one country. The issues in global HRM include:

Our purpose in Personnel is clear: to create the best environment for all our colleagues to reach their full potential. In doing so, we build the culture, capability and capacity to help the business meet its multichannel growth ambitions.