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umb, scientific management allowed tasks and function to be broken down into specifics to clearly delineate duties for possible quantification and optimization of workers output. Process are now clearly defined as well as how to do it that does not leave any room for intuitive job functioning. Other theorists followed suit such as Maslow, Mayo, McGregor, Vroom and Herzberg venturing on other aspects of human resources such as motivation and efficiency on how could human resource do more and make them happy. Businesses realize that it is important for them to its human resource not only for them to commit and perform but also to keep them in the organisation. Keeping valuable employees motivated in an organisation is not only intended to make them commit and perform but also to keep them over the long haul because they are the organization’s most valuable asset(Guld, 2007). In sum, the following are the theorists who allowed human resource to evolve.
Taylor first conceived the idea that workers are mainly motivated solely by wage. He posited that management has to possess the control and knowledge of the methods of production so that it would have a greater control of achieving efficiency in an organisation that includes motivating its workforce (Jaffe 2008).
For Taylor, the breaking up functions into small quantifiable tasks is necessary to make the time-piece rate pay possible that will encourage employees to work harder if they can see that they are being paid with more work (Taylor 1911). This theory assumed that employees are more motivated with more pay and confined motivation to solely addressing the economic needs of a business organisation’s employees.
Mayo expanded Taylor’s idea of motivating employees by including their social needs that also has to be satisfied while at work (Sarachek 1968). For Elton Mayo, employees are not only motivated by satifying their economic needs but also their needs to interact with fellow employees.
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(“Human Resources and EEO Essay Example | Topics and Well Written Essays - 750 words”, n.d.)
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(Human Resources and EEO Essay Example | Topics and Well Written Essays - 750 Words)
“Human Resources and EEO Essay Example | Topics and Well Written Essays - 750 Words”, n.d. https://studentshare.org/human-resources/1648512-human-resources-and-eeo.
Use internal sources by sending notices to each company employee to solicit personal recommendations. This method would be convenient as referrals are encouraged to ensure knowledge and acquaintance to prospective candidates, as preferred.
In most cases, organizational performance is being evaluated based on how the corporate managers and the rest of the employees are able to perform their assigned tasks effectively. Given that performance management is all about managing the human resources, Pulakos revealed that performance management is one of the most difficult to implement within a business organization (3).
The principal role of human resource management is to increase the efficiency and involvement of employees in the accomplishment of organizational goals and objectives by encouraging them to use their creative abilities, expertise, and talents. The human resource department establishes and maintains good relations.
This discipline comprises of the activities of performing job analysis, recruiting and planning of the personnel’s needs, selection of the appropriate candidates for a job and orienting or training them (Storye, 1992). It also involves the determination of the employee’s salaries, the provision of incentives or benefits, appraising the employee’s performances, resolving any disputes that may arise and communicating with all the employees of an organization (Aswathappa, 2009).
After doing a fair investigation by hearing both parties, it is my duty to reach for a solution that everyone can live with without focusing on who is right and who is wrong. The best thing to do is to arrange a formal settlement
s, disability, race, age, national origin, disability, reprisal, and in some cases familial status with the view of making all hiring processes/personnel actions, including promotions and training, fairly competitive on merit (US Department of Labor, 2012). Under the EEO law,
23). Human resource planning refers to the process through which an organization or a company seek to gather and quantify demand and supply of human resources in order to meet present and future needs of the organization. It focuses on the quality of workers