Workplace Policy Review : Workplace

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 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 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)

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.

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

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.

* 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.

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

The Human resource department is well designed, and it contributes to the success of the organizations objectives. They hire a diverse staff and they can identify what benefits each employee can bring to the organization. There focus remains on how they can improve the performance of their employees. Human Resources wants to make sure that the employees get benefits, so the employees will perform better. It is crucial for the HR department to solve problems, provide incentives, appraisals, and diverse approaches related to human resource management (Mello, 2015).

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.

Performance management has grown in importance within the Strategic Human Resource Management (SHRM) field due to an increase in the expected level of employee accountability. Performance levels effect compensation, goal setting, training and development, succession, administrative action and appraisal, therefore a successful review plan is essential for a smoothly functioning organization (Maylett, 2009, p. 52). Performance review allows for strategic decision-making regarding employee advancement, retention, and separation, while providing insight into career planning (Pynes, 2013, p. 304). Performance review and feedback also allow the agency to gauge the effectiveness of the human resource management department’s actions and how they are working to execute the mission of the organization.

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

To obtain an indicator of adequate human resources is very difficult, because, as explained in advance, the dimensions of human resources is very broad, which includes both qualitative and quantitative aspects of the micro and macro scale. The following will discuss some of the indicators of human resources that can be used to assess the condition of human resources in an area.