Nobody downloaded yet

Functions of Human Resource Management and its Optimization - Coursework Example

Comments (1) Cite this document
This paper presents the functions of Human Resource Management and its optimization. The workforce of an organization, also called human resources, is the lifeline of an organization’s developmental strategy. The success of the company depends on the skills and perspectives of employees…
Download full paperFile format: .doc, available for editing
GRAB THE BEST PAPER97% of users find it useful
Functions of Human Resource Management and its Optimization
Read TextPreview

Extract of sample "Functions of Human Resource Management and its Optimization"

Download file to see previous pages 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 the 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 training, 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 and Naturalization Service (INS) inspection at the restaurant resulted in the deportation of the four illegal workers and several charges of Immigration Reform and Control Act (IRCA) violations against the business which included record-keeping violations and health and safety violations. The manager was subjected to a civil penalty of $1000 per illegal immigrant and was warned that a second offense could result in possible imprisonment. Following this incident, several of the employees decided to leave as they did not want to be associated with an organization that was involved in hiring illegal immigrants. This example clearly demonstrated the importance of hiring the right people for the job. Managers would otherwise have to spend additional time on further recruitment and selection processes.
Having been in the army for over twenty-two years, I now understand why the army undertakes a rigorous process to select candidates. Their recruitment and selection process involves passing the armed forces vocational aptitude battery test, which measures the candidate’s strength, weakness, and potential for future success. ...Download file to see next pagesRead More
Cite this document
  • APA
  • MLA
(Functions of Human Resource Management and its Optimization Coursework, n.d.)
Functions of Human Resource Management and its Optimization Coursework. Retrieved from
(Functions of Human Resource Management and Its Optimization Coursework)
Functions of Human Resource Management and Its Optimization Coursework.
“Functions of Human Resource Management and Its Optimization Coursework”, n.d.
  • Cited: 0 times
Comments (1)
Click to create a comment or rate a document
richardhahn added comment 3 months ago
Student rated this paper as
I didn’t know how to start my text. "Functions of Human Resource Management and its Optimization" helped me out a lot! Especially the list of content was valuable.

CHECK THESE SAMPLES OF Functions of Human Resource Management and its Optimization

Human Resource Management

...Human Resource Management Human resource is an essential department in an organisation or a business enterprise. This department is very crucial for the success of a business endeavour or an organisation. Human resource department achieves this goal through sound management of labour force. The employed people are the major contributors to the achievement of an organisation. The role of management team is to maximise the expertise, talents, and prowess in the workforce to achieve the goals of an organisation (Martin and Fellenz, 2010:444). Therefore, it means that...
6 Pages(1500 words)Essay

Human resource management

...? Unit 2 Assignment: Human Resources Management Section Although the terms human resource management and personnel management are often used interchangeably, they are not always considered to be identical. Personnel management is used to refer to any aspect of management that is involved with employment, training, safety, recruitment, departure or redeployment of employees (Cole, 2002) Human resource management can be defined as an approach to the management of employees which aims to create a capable and committed...
6 Pages(1500 words)Assignment

Human resource management

.... Other cultures are risk averse and will resist change that represents risks to their security or emotional comfort, whilst other cultures readily accept and tolerate risk (Kelley 2009, Lang and Botelho 2010). How employees respond in the workplace will determine how HR is established and whether autonomy, decentralisation, or other important HR functions are established. References Armstrong, M. (2008), Strategic Human Resource Management: A Guide to Action, London: Kogan Page. Elvander, N. (1998), Industrial Relations, Labour Market and Work Life, 4(3), pp.171-185. Kelley, J. (2009), Global consumer culture: consumers’ global brand attitudes in Brazil and Germany....
6 Pages(1500 words)Assignment

Primary Functions of Human Resource Management

...? Primary Functions of Human Resource Management Primary Functions of Human Resource Management Scholarly research sets forth that the primary purpose of human resource management is to ensure increased effectiveness and total contribution of employees towards meeting the set goals and objectives of an organization. The department of human resource management is also responsible for hiring of new staff members whereby this involves attracting employees and keeping them in their respective positions as well as ensuring that their performance meets the organization’s expectations. Besides that, this department clarifies and sets forth daily objectives for the firm and is responsible for organizing people in the entire organization... ,...
9 Pages(2250 words)Research Paper

Human resource management has four major functions in business management

...Human resource management has four major functions in business management. These functions include jobs and labor, strategic human resource management and EEO, compensation, and training and development. Strategic human resource management and EEO involve the ability of a business to manage the performance of their employees. This includes developing and implementing full process aimed at improving performance. Job and labor involves the process of spotting, interviewing, recruiting, and hiring of top class employees....
3 Pages(750 words)Essay

Human Resource Management Functions

...of its workforce. In the next section, this paper will further investigate why human resource management is currently considered so important in attaining superior business performance. After the discussion, it will briefly outline the main functions of human resource management and how these are applied in real world. Importance of Human Resource Management The role of the workforce in the success or even mere survival of a business organization cannot be overstated. The old clich which states that "people is our most valuable asset" will not...
5 Pages(1250 words)Assignment

Human Resource Management in its Environment

...competitive advantage. Personal, Industrial Relations, Human Relations, HRM or what ever is the preferred moniker for the function of managing people in organizations, has existed for well over a century (Wright et al. 2005). HRM, its concepts definition, study and application have developed over the years through many approaches. Understanding models in Human Resource Management (HRM) is essential for any human resource practitioner for three reasons. Firstly it provides a Macro perspective of HRM proactive in overall organizational setup. Secondly, the unity and diversity of these...
10 Pages(2500 words)Essay

Human Resource Management in its environment al emphasized on the capacity of the organization to be responsive and adaptive to its environment. Reiterating on the need for a wider comprehensive function of HRM policies, Beer et al also stressed in their introduction to the Harvard map that ‘human resource management has much broader consequences than simply last quarters profits or last years return on equity. Indeed, such short-term measures are relatively unaffected by HRM policies. Thus HRM policy formulation must incorporate this long-term perspective." HRM policies according to the Harvard model should thus be focused on long term rather than short term goals, on overall improvement of...
10 Pages(2500 words)Essay

Human Resource Management in its Environment

...Human Resource Management (HRM) has evolved from the traditional personnel management and has now become more strategic in nature. The policies and processes have been integrated to improve organizational performance and different HRM models are practiced across firms. There are several models of HRM available like the normative, descriptive-functional, descriptive-behavioral and critical-evaluative as suggested by Legge (Truss et al, 1997). Some others break it into three sections but the two most widely adopted models are the soft and hard approach to HRM which fall under the normative models. These are based on opposing views of human...
10 Pages(2500 words)Essay

Human Resource Management Functions and Applications

...Human Resource Management al Affiliation) Human Resource Management A well run human resources department provides organization with structure and the capacity to meet business requirements through managing employees. Besides promoting individual development and working to maintain a productive and positive working environment, some more HR disciplines or functions are: maintenance of safety within the organization, compliance, personnel research record keeping, and compensation benefits. Safety of the working environment is fundamental. According to Safety and Health...
5 Pages(1250 words)Research Paper
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.

Let us find you another Coursework on topic Functions of Human Resource Management and its Optimization for FREE!

Contact Us