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Paper on Topic of Business Management Subject - Essay Example

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Human Resource Management: Reflective Paper Student’s First name, Middle initial and Last Number and Name Prof. First and Last name of lecturer November 2, 2011 The workforce of an organization, also called human resources, is the lifeline of an organization’s developmental strategy…
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Download file to see previous pages I agree with Ivancevich who states that, “When an organization is really concerned about people, its total philosophy, culture, and orientation will reflect this belief” (2010, p. 4). Therefore, efficient management of human resources can ensure employee satisfaction and successful attainment of organizational goals. In this reflection paper, I have presented my understanding on the subject of human resource management and have applied this knowledge to my work and life experiences. Having worked in the army in a supervisory role for over twenty two years and currently working as a site manager for the linguistic program in Afghanistan, I have been able to include several examples to illustrate my perception on some of the functions of human resource management: Equal Employment Opportunity and Affirmative Action Equal employment opportunity (EEO) restricts organizations from discriminating against people based on their gender, race or ethnicity. It guides organizational practices as managers select candidates during the hiring process, promotions and opportunities for training and professional development. Affirmative action (AA) aims to correct past discriminatory practices by providing a level playing field for women, people with disabilities and minority groups like Blacks, Hispanics, Asians and Native Americans. The U.S. army also has EEO policies that “prohibit discrimination in employment because of race, color, religion, sex, age, handicapping condition or national origin” (U.S. Army, 1990, p. 114). Similarly, the AA policies are directed towards the recruitment, retention and development of high quality minority, handicapped and female employees. These policies are an integral part of employment, development, advancement and treatment of all personnel in the army. Women make up 14% of the U.S. armed forces and a military advisory committee is also considering lifting the ban on women serving in combat (Mulrine, 2011). Similarly, Hispanics make up about 12% of the U.S. army while Blacks and Asians make up about 11% and 4% respectively (Kane, 2005). This ethnic and racial diversity is also seen in higher level positions in the army as well. EEO and AA policies therefore create a feeling of fairness among employees as they experience equal access to trainings, promotion and other career development opportunities. Employers also benefit from these policies as they experience reduced workplace conflict, high job satisfaction and morale among employees, increased productivity and ability to meet organizational goals. As I realize the value of incorporating EEO and AA in an organization, it is my sincere desire to implement these policies in my future endeavors as well. Human Resources Planning, Recruitment and Selection HR planning, recruitment and selection is a key determinant of the overall performance of the organization. Recruitment of the wrong person can lead to increased turnover, low morale among existing employees and wasted time and resources with respect to recruiting, interviewing and training, all of which can seriously impact an organization’s bottom line. Following my high school graduation, I worked at a Mexican restaurant for a few months. The manager hired four illegal immigrants from Mexico, despite knowing the fact that they did not have the legal paperwork to work in America. He hired them at lower pay and required them to work for more hours compared to the other employees. An Immigration ...Download file to see next pagesRead More
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