Workplace Policy Review : Workplace

The HR department officials in most organizations perform as they should. In most cases, they also focus on achieving the right things. Human Resource departments focus organizing, controlling, and hiring employees in organizations. When organizations apply HR practices, the results are great client satisfaction, a good net margin, and reduced sickness absence (Richard and Johnson, 2001). Vermeeren et al. (2014) posit that there is a great relationship between performance and HRM. Most organizations use the human resource department to ensure that operations run smoothly.

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

Human resource departments today have a more distinct, calculated position within organizations, and human resource strategy influences the bottom line. “One of the challenges for HR leaders is convincing executive leadership teams that human capital is one of the most important resources in which the company can invest” (Mayhew, 2014, p.). Subsequently, “this return on investment is an essential part of the argument for including HR as part of an overall business strategy” (Mayhew, 2014, p.). Human resource departments utilize the information given to them from company executives and leaders, coupled with their respective expertise on all things personnel, and they plan and implement staffing concerns for the betterment of the organization. From preparing job analysis, to comparing inventory and forecasting, it is the responsibility of human resources to consider the objectives of an organization and fulfill those goals while operating the specific planning relative to HR.

Policies and procedures are in place for all employers and employees to follow. The Health and Safety Act 1974 is like the overall

The next perspective we will discuss is internal process. This is like asking “What can we as a company change within ourselves to satisfy our customers?” Excelling within our four walls can help create a self-image that is note-worthy to prospective clients. The first objective we will look at is increasing the quality of employees. Employees need to be of high caliber, and/or with the earning to learn and grow. This is can be difficult to measure. However, if we gave bi-annual testing, we can seed through the employees, which have an

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,

Human resource helps in recruiting the most efficient employees for organizations. They support the use of training and development to improve individual employees as well as the whole organization. They make sure that the training given to the employees is effective and they support any changes that are essential for the improvement of the workplace (McLagan and Suhadolnick 1987). Human resource development now has evolved from just training to development of the whole organization or individual (Chalofsky and Lincoln 1983; Gilley 1998; Harris and DeSimone 1994; Kenny 1982; Nadler and Nadler

The purpose of an employee handbook is for a company to keep a blue print of policies and procedures that are needed for a company to succeed. A handbook contains of a title page, a table of contents, a body, an index, and most importantly an acknowledgement. An employee handbook is based on main polices a company have. Some the policies include at will employment, hiring rules, anti-harassment and anti-discrimination rules, compensation, employed hours, leave of absence, benefits, heath, safety and most importantly disciplinary. (LegalFlip) protects the author of the article: Employee Handbooks – An Overview (2013)

Human Resources often begins as very tactical policies, records, compliance, discipline, compensation, benefits, job descriptions, hiring, performance management (). Taken to the next level, HR becomes strategic, connecting employees to the business mission, values, and vision, in order to drive business results (). Employee goals and metrics align to the business strategy and rewards tie into results. Additionally, careful consideration is given to developing talent pipelines, employee succession plans, and career planning in order to respond flexibly to the inevitable work flow and staffing changes that all businesses experience ().

Habana Dental Clinic is dedicated to provide a safety environment to our staff. Our mission is to prevent and reduce exposures to blood or infectious material in the work environment, therefore we follow and comply with the bloodborne pathogens regulation stipulated in the California Code of Regulations, Title 8( 8 CRR), Section 5193.

In every business or corporations, the human resource department has a minimum 3 step course requirement to fulfil; planning of staffing needs, recruitment and evaluation, and balance in training, performance and demand (Lorrette, 2015). The goal of the HR management is to achieve the highest level of job satisfaction and dedication among employees which helps retain the employees who can perform the job (Louis E. Boone, 2013). Thanks to technology

As a business leader, when I review a situation or event, especially with regards to financials, by means of complex mathematical and statistical modeling I am using quantitative analysis. The Human resources department is a critical component to managing the working environment and supports the overall business strategy. Through a quantitative understanding of company problems, I and my fellow Human Resource associates can identify, analyze and solve problems. Quantitative analysis offers a systematic methodology for utilizing raw data and information. I know that quantitative methods allow my department to produce accurate none biased reports that help shape our company. The derived facts and information can therefore be considered to better position the department in maintaining and growing our success within retention, hiring and job satisfaction. While Human resources is greatly focused in recruiting and hiring the right people, many HR professionals work in many facets beyond hiring.

The role of the human resources (HR) department can play a significant role in the success and achievements of an organization. The department, which has evolved from the

In order for the work environment to be functional one must put user policies and guidelines into practice. From an employer’s viewpoint user policies and guidelines set the rules and tone for the work environment because they guarantee efficient use of company resources. Also, policies and guidelines avoid employees’ participation in activities that may be unethical or illegal. From an employee’s viewpoint policies and guidelines make the work environment rigid and boring. It also leaves no time for re-energizing oneself during the workday. Finally, they say when guidelines are put in place, especially on computers; there is no time to “catch up” with other lifetime activities. Overall, the chapter puts great importance in “what

* Planning the workforce: it is very important to analyze how many individuals are required in an organization; what will the pay scale be (depending on the nature of the work); what will the reporting line be; what are the job requirements; on what basis will each individual be judged etc. All this needs to be planned before the hiring process begins.