Human Resource Management is mostly denoted by the initials HRM, and it refers to the functioning of an organization, which concentrates on recruiting, managing, and providing guidance to its employees. In simpler terms, it refers to the management process of labor pool employment in an institution (Zucchi & Edwards, 2008). Practically, HR is accountable for employee experience throughout the life cycle of an employee. The primary function of human resource management is to increase the effectiveness and contribution of employees in the attainment of organizational goals and objectives. It is also an organizational function that deals with aspects related to people such as EEO and affirmative action, human resources planning, recruitment and selection, human resource development, compensation and benefits, health and safety, and employee and labor relations. This paper analyses human resources, some of their key aspects, and their practical application.
As stated above, one function of human resources is to handle some of the challenging aspects that might be experienced in an organization. This research examines how these aspects of HRM work together to perform the primary function. These aspects function together to accomplish a common goal in an organization.
Affirmative Action and Equal Employment Opportunity is a human resource regulatory aspect used to enhance fairness at the workplace. To comply with the prominent function of human resources successfully, equality of employment opportunity has to be considered, whereby employees are recruited equally. Employment should be equal regardless of one’s sex, with both men and women getting the same favors without feeling intimidated (Bonache & Noethen, 2002). The handicapped on the other hand should also be promoted in accordance with their skills and merits and not discriminated against because f their physical disability. Human resource managers should avoid biases, but instead, adopt a fair and just attitude towards all employees. An employee gap difference should only be based on their ranks and nothing else. The ultimate goal of any human resource is to have a focused workforce department.
Human resources planning commonly known as succession planning is a procedure that involves developing and identifying internal people with the potential to occupy a prominent leadership position in an organization. Its key function is to ensure that an organization recruits and develops employees to effectively occupy each role within an organization. It elevates the availability of capable and experienced employees who are ready to assume the company roles at their availability. It provides an opportunity for superior employee recruitment, knowledge development, abilities and skills, and promotion of advanced challenging roles. With an expansion of an organization, there is a high risk of losing important employees thereby creating promotional opportunities with increased sales; succession planning provides ready and willing employees to occupy the new roles.
Recruitment is the procedure of attracting, screening, selecting, and onboarding a job vacancy to a qualified person. It comprises of several stages such as developing personal specifications and job analysis; sourcing candidates through advertising, networking among other search machines; screening individuals and matching candidates with specific job requirements using testing; motivating candidates assessments with their corresponding organizational requirements through interviews. Recruitment also involves finalizing and making of job offers, induction, and onboarding o0f newly recruited employees (Bonache & Noethen, 2002.
Human resource development is a field, which covers organizational activity for bettering the performance of groups and individuals within an organization. It is characterized by three main activities, which include training, education, and development. The training examines the activity, which evaluates against and focuses upon an individual’s current job. Education examines the activity of an individual’s future potential job whereby evaluation is based on those jobs. The development examines the activity of future evaluation of an individual within an organization. The HR development stakeholders are divided into several classes whereby the senior managers are the sponsors of development and training; the clients of development and training are business planners; line managers offer performance, resources, and coaching; participants include the individuals who partake in the processes; facilitators comprises of the Human Resource Staff and specialists in the field are the providers.
Compensation and benefits refer to the non-wage reward awarded to employees on top of their expected salaries or wages. Some examples of specialized benefits include group insurance such as dental, health, or life; housing such as employer-paid or employer-provided; retirement benefits, disability income protection, tuition reimbursement, and social security just to mention a few. Compensation benefit aims at increasing the economic security of employees and therefore advancing worker retention within the organization, making it a component of management reward. Perks is a form of benefit accorded to seniority employees who are progressing notably well within an organization, and are awarded high-class benefits such as free refreshments, take-home vehicles, leisure activities during work time and if a promotion emerges within the organization, they are the first ones to be considered.
An organization can best achieve its goals if all the workers are secure and energetic to enable them to perform the duties allocated to them. Employees would not be comfortable working in an environment full of tension, knowing that they can be attached at any time. This anxious state among employees is likely to affect the business negatively. An organization should therefore aim at securing its employees at the workplace and ensure that they can move around without intimidation. The working environment should provide the utmost health conditions to the workers. This is done by giving employees an insurance benefit to assure them of treatment should they fall sick. If security is maintained at the workplace, all employees feel protected and are therefore settled and willing to carry out their duties within the organization for a common goal. An organization should have security personnel to enhance safety in at the workplace. Health measures should also be considered within an organization, for instance, if an employee is sickly, he should be released from his normal duties at once to go and seek medical attention.
Labor relations refer to the practice and study of unionized employee management. In academics, it is commonly referred to as industrial relations. It is however to note that scholars from other disciplines such as law, history, political science, and sociology also study movements and labor unions. Practically, labor relations are a human resource subarea. Some of the topics cover union organizing, labor history, and contract administration among other key contemporary topics. Private-sector labor relation is regulated by National Labor Relations Acts in the United States whereas public sector labor is regulated by the Civil Service Reform Act of 1978. Labor relations can be regulated by tradition or law in other countries.
All these aspects are very significant in an organization and should be accorded with equal seriousness since laxity in one can result in the failure of others. This is so because they complement each other in all angles. For instance, the HRM would not be complete without the aspect of human resources planning. HR needs this aspect to carefully and effectively recruit new employees into the organization, thereby keeping the organization’s activities moving, meeting the targets, and increasing profits. On the other hand, without this aspect, a company would be stagnant with little or no progress at all. In addition, if the recruited employees are not effective and developed, then the company is doomed to collapse since its staff is incompetent. Both the employer and the employee have to be healthy to effectively and energetically carry out the business tasks. At the same time, they also need protection from scrupulous robbers who might be targeting the company. This calls for safety and if the company is not protected, both HR stakeholders and employees stand a risk of starting the business from scratch. Benefits on the other hand are essential in a company to motivate employees’ morale.
The HRM can be optimized by taking precautions in ensuring that the newly recruited employees are competent enough to handle management duties appropriately. This can be achieved through developing their skills by introducing them to conferences to advance their skills. They can also be trained on how to corporate with their management at all costs, thereby creating a conducive and stress-free environment to work on. The human resource being at the highest rank of stakeholders, also need to attend trade fairs to advance their managerial skills. The HR can also offer retraining services to their workforce to create awareness of new marketing trends, with frequent job analysis to ensure appropriate documentation.
Human resources development, recruitment, and selection are the chosen optimization aspects in shaping organizational and employee behavior. I chose these two aspects since they involve training, motivation, and promotion of employees in an organization. Both aspects allow an employee to start from their profession from a lower point, allowing them to climb up the professional ladder, equipping them with new skills. The human resource is either directly or indirectly involved in these aspects since they are the ones who hire employees and offer them training about the organization.
From the above two aspects, a new learning has been developed, whereby a theory is translated into real-life practice. We learn how to put theories into practice and observe things practically. Though the new learning does not involve tangible things, since they are both services and not goods; one is practically involved in the services rendered in real essence. This provides and equips the students with first-hand practical data collection and shifts their concentration from a learning institution into a real-world where learned theories are applied.
The study of HRM aspects exposes one to different environments for instance; the environment presented while studying safety and health aspect is different from the environment presented in the study of human resource planning. These movements when relocating to different aspects of organizations made things easier by facilitating learning and demonstrating how the aspects relate to human resources. The visits created real visualization of the aspects, helping us retain the memory in mind for a longer duration. Research and sampling of some aspects relating to human resources helped us to widely understand the HRM topic.
Being a student of human resource discipline, I intend to be the best HR manager by ensuring that employees in my organization benefit from my good managerial skills. I have learned that for an effective workforce, one of the aspects I need to consider is safety and health since employees need protection and the energy to deliver in their line of duty. Having learned the practical and critical aspects relating to them, I will put my skills and tact at work by providing them with the best security and safeguarding their health for the best production of my organization.
It is often said that knowledge is power and after equipping myself with HR knowledge, I have gained the power to unleash my potential. Am now confident and sure that I will not go astray but in case that happens, I know where to trace my roots. I know what will work for my workforce and what will fail. I am informed of all the HR aspects and this will guide me to be the best Healthcare manager in my future career. I will reflect on all the key aspects I have learned under safety and healthcare to not only conduct the basic requirement but take the whole health aspect to a new advanced level.
The new learning adopted as in our recent discussion is known as hands-on learning. Hands-on learning is a type of educational learning method, which directly involves the learner by engaging them in active activities or allows the learner to relate the theoretical concepts to their practical interpretation for the present or future purposes (Mckee, 2006). The new learning occurring in this context is all about relating theoretical lessons to practical form. This learning has several advantages, some that include; first, it offers the best way to comprehend learning. This is because it is believed that doing something practical is the best way of understanding it other than referring to books. Secondly, it allows learners to directly comprehend and observe what is going on. It is not easy to comprehend something one has never directly experienced or seen, and so hands-on is mostly used in education. Last but not least, it encourages students to handle things for themselves, which will assist them to independently learn things in the future.
To sum up this discussion, several topics under human resources have been examined and how to apply them in real life. It is essential to always keep in mind that the key function of human resources is to increase the effectiveness and contribution of employees in an organization. Human resource, therefore, revolves around employees and it is therefore important for anyone who is willing to pursue this course as a career to develop some communication skills. As a human resource student, I need to understand all the aspects of human resource management since they complement each other and I will have to incorporate them in my future career.
Bonache, J,. & Noethen, D. (2002). The International Journal of Human Resource Management. The impact of individual performance on organizational success and its implications for the management of expatriates. Retrieved March 29, 2014, from http://www.tandfonline.com/doi/full/10.1080/09585192.2013.870287#.UzZ3ts5n1c8
Mckee, C. (2006). What are The Advantages and Disadvantages of Hands-on Learning?. What are The Advantages and Disadvantages of Hands-on Learning?. Retrieved March 28, 2014, from http://www.teach-nology.com/teachers/methods/theories/handson.html
Zucchi, F,. & Edwards, J. S. (2008). Business Process Management Journal. Human resource management aspects of business process reengineering: a survey. Retrieved March 29, 2014, from http://www.emeraldinsight.com/journals.htm?articleid=84343