The Primary Function of Human Resource Management Essay

According to"The Princeton Review"(2013), The primary functions of human resources are “to ensure the oversight and appropriate matches made between the producers and support staff, between managers and the managerial assistants and between co workers and subordinates.” Human resources are the ones who ensure all laws of the company and organization are adhered to, The Human resources departments

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.

Where the HR function is large, there would typically be a HR Director within the structure that works with the other top level executives to analyse the organisation in order to determine and plan its staffing needs to achieve the long term goal and strategic aims. It is at this level where other options should be explored to determine the actual need to recruit as there may be other options for the organisation such as job redesign. The area of staffing falls within the HR function where the recruitment and selection of human resources for the organisation is carried out. On selection, Recruitment advisors are involved in developing and administering methods that enable managers to decide lawfully which candidates to select and which to reject for the given jobs.

The primary function of human resources management is to increase the effectiveness and the contribution of employees, which are in alignment with the organizations goals and objectives. With in human resources management, there are many components or pieces of the puzzle that allow human resources management to exist. Such pieces of the puzzle include, equal employment opportunity, affirmative action, human resources planning, recruitment, selection, development, compensation, benefits, safety, health and benefits. Each of which will be discussed. In human resource management,

The current function of HR can be defined as supporting “the delivery of the organisation’s strategy and objectives through the effective management of people and performance” (Taylor & Woodhams, 2012; 22). This definition is furthered by a CIPD survey (2007; 2-3), which indicated that the key functions of HR are: recruiting and retaining staff, progressing performance management to maximise the value of employees and increasing employee engagement.

My general perception was that they only dealt with hiring, firing, and compensation. All I heard about human resources was that it was a group of people, who were mostly disconnected with what it is employees do on a daily basis, and that they really only dealt with hiring and firing. After taking this class I realized that there is significant value in having good human resource professionals within the company. I learned that human resource professionals are always looking for ways to develop/train employees to help bring them success in their job. Phase 5 of the group project really showed me that human resources can have a huge impact on the company by having excellent training/development/and review programs. This way, employees can grow within their role and excel within their

Human resource development (HRD) had little meaning to me before I decided to take this class. I had some involvement with the Human resources department in the past few summers while being oriented into my intern position, but never to a great extent. After listening to lectures and reading the assigned readings, I have now developed a greater understanding of HRD and what it entails.

A manager must recognize the employees with knowledge and skills and encourage them to use their abilities. Organization and managers should recognize their successful business which this success depends on human capital and

Beautyism in the workplace is discrimination in one of its most disguised forms. Employers get away with this form of discrimination everyday. Because someone is categorized as beautiful it doesn’t mean that they have all the knowledge they need to succeed on a job or neither does it validate that they are a better selection than the next person. An idea can be developed or an assumption made from the treatment that is given to the person who was hired because of beautyism. What will be noticed in most cases it the special treatment that is given that is

Managers rely on HR to provide effective staff capable of accomplishing the goals of the organization. HR is valuable in ensuring

Analysis of Human Resource Management The report starts with the introduction to Human Resource Management (HRM) and the role it has to play within an organisation followed by brief introduction of the chosen organisation for the discussion-McDonald’s Restaurants Ltd. Also, it gives the reasons why this organisation has been chosen. The report presents the key strategic issues and corporate strategy of McDonald’s.

Human Resource Management involves a wide array of functions that encompasses the time from when an employee enters an organization to the time the employee leaves the organization. The specific activities that are involved in HRM include job design and analysis, recruitment, orientation and placement, development and training of the personnel, employee remuneration, and performance appraisal (Aswathappa, 2007: 5). This paper shall focus on three main activities which are recruitment, training, and personnel development. When it comes to recruitment, it is incumbent upon the Human Resource Manager to bring into the workforce, employees that are both wiling and competent to accomplish specific tasks. The work of recruitment goes hand in

“Thirty-two years of development of human resource management in China: Review and prospects” (Shuming Zhao, Juan Du, 2012) is a journal paper that concentrating on the hypothetical advancements and practical applications of HRM, it first audits the move of HRM in China from planned labor force allocation to current HR management in three particular eras since China 's reformation and opening-up. After, it analyzes and discusses the difficulties of human resource management research and its practices from the points of view of internationalization, corporate culture, and hierarchical development in the time of China 's economic transition. Last but not least, it introduces the future prospects and trends of HRM in China. Although this article mainly focuses on the HRM system in the whole Chinese business society, still, most part of the insights can be instructively enlightening for Chinese SOEs.

It’s amazing how, as children, we practice concepts that allow businesses and organizations to flourish while playing, not realizing that it’s preparing us for the future. Remember the days on the school playground, during recess, when we would play team games like red rover, capture the flag, and dodge ball? Before the games started, we had to select two team captains and they would choose the teams. If you were ever lucky to be selected as one of the team captains, you would always choose the fastest, the strongest, or the biggest kid, or your best friend. You would pick the best people to give your team the best chance to win, depending which game it was. At that time we were just playing, but now as we’ve gotten older and