Human Resource Management Essay Sample

Human Resource Management Pages
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Introduction

            Changes of high magnitude in the workplace are currently a notable feature all over the world, that is reflected in the rapid growth in the labor market as well as its composition. The percentages of the minority groups as well as women are on the increase. Further changes are evident in the styles of organizational management with the expectations of the creation of the working systems that exhibit the highest performance. This is further closely related to the design of the jobs in the labor market. As the structures of the organizations becomes team based the entire business assumes a global orientation.  The use of specialized knowledge in the workplace is also increasing. The flexibility of the schedules for duty is on the increase due to the rising complexities in the personal lives of the employees.

            The current trend in the workplace today is a shift to work contracts which replaces the life employment with a short time type of employment. All these changes have a requirement for changes in the HRM to be able to face the challenges brought about by these pressures. The changes calls for the development of the tools that are resourceful for the efficient recruitment, selection, training as well as retention of the top of the cream talents that the organization can fetch. The escalating diversity in the workplace calls for the adherence to the employment laws and therefore, the tools are significant to both the employer as well as the employee. The requirement for the determination of the necessary attributes required for the organizational success is a further support for the requirement of these tools  (Sparrow, R., Hesketh, A., Cooper, L. & Hird, M.2007 pp.113-256).

            Thesis Statement

            Proper management of manpower in the organization is of paramount importance as a result of the significance that is imputed to human resources. In contrast to the rest of the resources that are static and dependent on the influence of man, human is dynamic as well as flexible as to allow for manipulation for the better advantage of the organization.

            Effective Management of Human Resources

            The effectivenesses as well as the contribution of the employees can be influenced by the human resource management of the organization for the purpose of improved performance in the organization. Special emphasis by the HR practitioners in the organization should address some specific fields for the purposes of the achievement of the goals as well as the objectives of the organization.

                Discrimination in the workplace against an individual person based on one of the protected status is a prohibition. It is a requirement that all the employees are treated fairly. Any unfair treatment on the employee based on sex and the state of pregnancy, racial background, employee color, ethnicity, nationality as well as religious background, marital status, the state of disability, age careers opportunities, transsexual status as well as homosexuality are all prohibited in the workplace. The same case applies for the relatives friends as well as work associates of the employees.

The actions and views of prejudice and stereotyping should not influence the hiring processes or a particular approach of treatment to target groups in the organization as well as dismissal and redundancy in the workplace. Diversity in the workplace as far as the elimination of discrimination is concerned is the basis of promotion of a workforce of the highest quality as a reflective of human diversity and the upholding of the opportunities reserved for the minority groups as well as women. he human resource managers are entrusted with upholding the principle of equal chances for employment the affirmative action as well as the elimination of the practices responsible for direct or indirect discrimination. “This commitment exhibits two dimensions of moral imperative that is consistent with the requirements of an intellectual society that cherishes individual differences as well as diversity on one hand and a requirement of the law on the other” ( Sparrow, P. R.  2007, pp.212-312).

            The human resource managers should recruit employees with the consideration of the greatest diversity based on the highest qualification possible. The practices of management should be designed to facilitate a working environment that is all inclusive for the diverse workforce and capable of rewarding the skills of human relations that are positive as well as effective. The effective practices of management should emphatically prevent any actions geared towards discrimination as well as harassment. The opportunities for development as well as training should spread across the entire workforce. Diversity, being culture fostered is responsible to the promotion of respect of the differences existing among individuals thus facilitating a fair treatment, courtesy as well as the consideration of the individual being. It ideally brings about richness in the organizational workforce and the entire society thus creating an opportunity for the realization of the inherent excellence (Hosie, J., Sevastos, P. & Cooper, L. 2006 pp 87-165).

             The process of developing the strategies of the organization in the anticipation to march the size of the available talent pool to the needs of the organization is the implication of human resource planning. It is an important tool that the organization puts in place for the purposes of recruitment, retention as well as optimization of the required  organizational personnel in order to achieve the objectives of the organization and to face the challenges that are brought about by the changes brought about by external environmental factors. Aspects of consideration in the process include the analysis of the skills inherent in the current workforce, forecasting the manpower, and taking the appropriate action aimed at matching supply with demand, achieved through the development of the strategies of training. Human resource planning, recruitment, and training in most of the organizations has been an issue of priority in the companies endeavor towards he achievement of a competitive advantage as well as securing a distinguishable position in the global market (Hoag, R. and Cooper, L. 2006 pp.67-143). The increasing need behind propelling this section of the organization to the top is based on some important reasons:

            The cost of the maintenance of human resources in the organization has been escalating to the magnitude of up to 90%in the majority of the organizations. This cost has been compounded by the enactment of stringent legislations as well as regulations governing the organizational management in favor of the industrial employees. Internal factors in the workplace has resulted in expansion in demand as well as the expectations anticipated in the specific workplace.

The past history of the majority of the organizations have o documentation of under-utilization as well as underestimation of the company’s employees by the management as well as their employers. Likewise additional challenges are a result of the contribution of the ever growing diversity as far as the workforce is concerned. This is accompanied by the rapid changes in the technology that greatly influences the working environment. Of importance also are the social as well as political upheavals that are evident in the majority of places across the globe resulting to reciprocal changes that are encountered at the workplaces in most of the organization. These factors are sufficient to influence the companies to evaluate  the practices of the practitioners in their HR departments to a critical magnitude as to facilitate for company’s persistence in the market (Hoag, R. & Cooper, L. 2006 pp. 97-123).

            It is the responsibility of the organization to attract the best trained and experienced employees and consequently matching their talents to the jobs best suited for, which is entirely the responsibilities of the human resource manager responsible for training as well as labor relations. Motivation in the workplace is responsible for the enhancement of the morale, increase in productivity, limited talent turnover and consequently the improvement of the performance of the organization and positive business results. The skills of the employees are therefore utilized effectively and the management is capable of providing some opportunities for training as well as development that is a resultant to the improvement of the skills of the employees and their satisfaction in the working environment  (Fleetwood, Z. & Hesketh, B. 2008 pp. 212-219).

            The practices or recruitment as well as selection of the employees requires that the management a thorough analysis targeting the determination of the relevant level the technical capabilities, the effective competencies, the workforce flexibility among others that will most likely boost the performance in the workplace. It is the responsibility of the management to consider the factors that are both internal as well as external to the organization that significantly affect the processes of employee recruitment. The external factors fall outside the scope of control of the management and encompasses the projected trends in the future labor market including the level of the skills, the level of education, government policies of industrial investment, among others. In contrast to these external influences, the internal ones are relatively easy to manipulate as they are more predictable, controllable as well as easily monitored as can be exhibited by the styles of management as well as the company’s organizational culture (Brewster, P., & Vernon, C. 2007 p.87).

            The most significant asset in the organization is the human capital which is the facilitator of the the entire business functions of the organization. The potential inherent in human that is responsible for the propelling of the businesses of the organization requires improvements that is achievable through the maximization of the effectiveness of the organization. This is achieved through the proper management of the capabilities inherent in the individuals, time as well as the talents aimed at ensuring that the goals of the organization have been met. The way in which people are treated in the organization is the responsibility of the human resource management.           An effective system should bring the workers in the workplace, assist them in their work performance, offer compensations for their output, and offer the appropriate solutions to the upcoming problems.

            The payment of the employees hourly wages as well as the monthly and annual salaries (compensation) and insurance covers, employees pensions, vacation allowances, modified week work allowances as well as sick days (benefits), bears significant influence to the performance as well as the output of the employees. This implicates a sense a feeling in the minds of the employees that they are rightfully compensated for their output and a sufficient reward with benefits that is responsible for their intrinsic satisfaction. This is healthy for the promotion of a conducive working environment and the general performance during their work is interesting. The management should embrace the concept of compensation and benefits in a legal as well as ethical perspective, cost effective, fair as well as equitable and in a manner likely to promote motivation and provide security of tenure of the employee  (Hoag, R. and Cooper, L. 2006 p. 103).

            Similar to the training offered to the employees by the the developers in human resource management is an existence of employees in organized groups in the name of unions that are responsible for addressing as well as resolving issues that are employment related. The issues of fair wages as well as unfair treatment in the workplace the issues of significance behind the existence of the unions. They are responsible for outcomes such as improved medical plans, increased wages as well as ample vacation time. Most of the organizations are usually against the existence of the employees unions (Brewster, P., & Vernon, C. 2007 p.107).

            However a prospective organization should encourage its HR managers to cooperate with the unions existing in the organizations for the purpose of collectively resolving issues that relates to the contract that binds them. The contract offers  a definition of issues related to the employment which are in the range of compensation as well as benefits, the conditions of work of the employees, the security of job as far as the employee is concerned, the existing procedures of discipline, the rights of the individual employee, the right of the management as well as the length of the contract. The concept of collective bargaining has the implication of efforts of a peaceful resolution of the issues that affect the employees as well as the management of the organization. This is important for the prevention of a potential strike from the employees as well as a lockout instituted by the management

            It is the sole responsibility of the human resource management to withhold the rights of the employees against violations. In line with this responsibility the provision of a conducive working environment whose safety as well as healthy aspects are adequately catered for is a role of the management of crucial importance. This has the implication of the protection of the employees against cases of injuries that are a resultant of accidents that are related to work as well as keeping the employees far apart from physical as well as emotional illness. Workplace health and safety is the basis of the creation of OSHA (Occupation Safety and Health Administration) of 1970 with the basic objective of the prevention of injuries as well as sicknesses in the workplace  (Hoag, R. and Cooper, L. 2006 p. 283). The human resource management should empower the employee assistance programs which are beneficial to the employees suffering from emotional difficulties and offering the consideration as well as assistance of similar magnitude of the ones accorded to the employees suffering from normal physical illnesses.

            Conclusion

            Changes are inevitable in any existing field and it calls for the acquisition of the tools necessary for the efficient recruitment, selection, training as well as retention of the best performing talents as well as skills  the organization can fetch Retention of the already acquired  talents and skills is primarily the most important role of the human resources department due to the reduction of the costs that are associated with turnover in the job. The existing government legislations as well as the laws are for the mutual benefits of the employer as well as the employee The escalating diversity in the workplace calls for the adherence to the employment laws and therefore. The requirement for the determination of the necessary attributes required for the organizational success is depends on the efforts of the HR department in the company.

References

Brewster, P., & Vernon, C. (2007),  H. R. M.  London: Routledge.. ISBN 1 84398 159 9.

Fleetwood, Z. & Hesketh, B. (2008),  Performance of Organizational Human Resources,                      Cambridge: Cambridge Univ.

Hoag, R. and Cooper, L. (2006), Managing  Organizations. London: Blackwell                                      Publishing.

Hosie, J., Sevastos, P. & Cooper, L. (2006), Performing Managers. London: Edward                             Elgar Press. ISBN-10: 1845421485

Sparrow, P. R.  (2007) Human Resource Management London: Blackwell Publishing.

Sparrow, R., Hesketh, A., Cooper, L. & Hird, M.(2007) Leading Human Resources.                              London: Palgrave McMillan.

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