The Human Resources Management Course For Bethel University 's Management

Bhagria, A. (2010). Roles and Functions of the Human Resource Department; Young HR Manager. Retrieved May 4, 2014, from

Perspective and social location are different for every single person, even siblings do not agree on everything, and see many situations in different ways. This is because each person has a perspective partially shaped by their social location and partially shaped by how they interpret their social location. Social location can blind people about issues that are happening in their country but not in their community, it can change one’s perspective and outlook on many topics, it can play a key role in how people perceive the world and others around them, and it can also give people resources to help other. In this paper, I will demonstrate this by examining the effects that growing up in my social location had on me, and by analyzing Elisabeth T. Vasko’s book: Beyond Apathy: A Theology for Bystanders. Not all communities have the same problems or issues,

Alice Paul is known as a leader of the woman suffrage movement in the early twentieth century. Along with Lucy Burns, she attempted to obtain equal rights for women by attempting to create change on a federal level. Paul is known for her tactics that included picketing the White House and conducting hunger strikes after being arrested. Her efforts along with others led to women getting closer to gaining equality.

These roles are not vital because other roles can be cross-trained to perform these tasks. Sales associates can be trained to both merchandise and serve as a cashier when needed. This cuts cost in more ways than one. We are able to eliminate the payroll of three positions, which makes up for a large amount of employees and expense. To cut the costs of a new store opening team, we can simply allow employees from other local stores to choose to help with new store openings in the area. Of these (16) employees at each of the 50 of the slower stores that are being downsized, none are able to stay, even if that means taking a pay cut. There is no specific experience needed for these jobs.

In recent years, the issue of paying college athletes has come to the forefront. There is an entire market for college sports and the associations that oversee these college teams, the ones that broadcast their games on television, and the sponsors that support them make a huge profit. This brings the question, why aren’t the students who are giving their time to these sports being paid? There seems to be a misconception that college athletes aren’t being paid and that is wrong. Just in Florida, to be a student at high profile institutions such as the University of Miami, Florida or Florida State University costs an arm and a leg. Adding on the cost of living, books, and miscellaneous expenses, students are burdened by higher and higher costs of getting education, even if they have the intellect for it. Those who qualify as good enough to be athletes for these schools however get a free pass. Many athletes, especially football or basketball players, have the four years of their university expenses taken care of simply because they have the talent that the school wants. They not only get “a full, free ride… [they get] tutors, study tables, human alarm clocks...[their] game is their resume” (Daugherty). I believe that because of all the perks that college athletes get for playing for a university, they should not get paid to play on top of all that.

Human resources are a viable employee within any organization. HR specialist cover a range of responsibilities to include, implementation of policies, workplace safety, to managing payroll and benefits. Some HR management specialists may also be responsible for some if not all of the budgeting and planning aspects related to human resources within a company, negotiating employee health insurance and retirement benefits as well as compensation, training, and coordinating recruitment in a

Human Resource Management is defined as “the policies, practices, and systems that influence employees’ behavior, attitudes, and performance” (Noe 3). The responsibilities of the human resource department of any company can be characterized by three product lines, providing administrative services, being a business partner, and also being a strategic partner. When referring to handling administrative services and transactions, that means handling administrative tasks for a company by recruiting and hiring employees and answering any questions that they may have. Next is being a business partner, meaning that by having an effective HR system that keep track of everything at the company and looking for skills that the company may be in need for the future, and understanding what the business needs. And finally, being a strategic partner. Being a strategic partner entails contributing to the company’s goals and strategy by understanding what is needed in the HR department and provide a competitive advantage.

The roles of Human Resources (HR) professionals are changing. HR managers were previously viewed as the patrolling unit of executive management. Yaduvanshi (n.d.) says that “their role was associated with personnel and administration functions that organization viewed as paperwork. In this role, the HR professional served executive agendas well, but was frequently viewed as a road-block by the rest of the organization. While some need for this role occasionally remains, much of the HR role is transforming itself.”

In any organization it is important for HR to touch all levels of the organization and to understand the organization’s environment. An organization who values their employees cannot afford having a human resources department that does not function in a strategic partner role. Human resources professionals, in organizations are equipped with the knowledge, skills and abilities to work with talented senior leaders in an organization. They have the ability to successfully partner with each department within an organization to understand the overall business. HR professional can assist in designing strategic plans to balance the needs of the organization, the employees and the stakeholders. HR can help align efforts of the various functions within the organization with the established goals. They can support the organization’s functions by recruiting, developing and retaining company team members who are crucial. HR should be the driver of the organization’s values. They must not only focus on internal tasks but must step outside the box and fully understand the organization as a whole, how it operates, the competition and what could influence the organization's progress. They must be able to handle change, perform environmental scanning, understand outsourcing and processes

Though the traditional model for human resources focuses on administrative duties regarding personnel, including legal compliance, documentation and hiring/firing employees, the duties in the general HR category have expanded. Today, an increasing number of companies are utilizing specified forms of HR consultants, including HR business partner, coordinators and specialists. By understanding the job requirements

Byars, Lloyd L., and Leslie W. Rue. Human resource management. 10th ed. New York: McGraw-Hill Higher Education, 2010. Print.

Human resources professionals also suggest strategies for increasing employee commitment to the organization. This begins with using the recruiting process or matching employees with the right positions according to their qualifications. Human resources management team helps a business develop a competitive advantage, which involves building the ability of the company so it can offer a unique set of goods or services to its customers.

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

Brimley and Garfield (2012) proclaim, the expanded role of human resources is the administration of personnel: the skill of leading and managing people. They also assert, human resource administrators typically focus on the following areas: recruitment, salaries, benefits, certification, and retirement. As a result, the human resource team are people experts (Brimley and Garfield, 2012). “Notwithstanding the importance of personnel duties, the role is broadened to include improving the ambiance of the profession,” claim Brimley and Garfield (2012, para. 1, p. 367). Brimley and Garfield also claim, a human