Human Resources Development - Assignment Example

Human Resource Management Human Resource Management What are the three major roles of HR management? Which is/are the most affected by technology and outsourcing? Which role is growing in importance? The three major roles of HR management are recruiting, staffing, and offering employee compensation and benefits. The HR management is responsible for recruiting the best and competent candidates ready to boost the organization. This team is crucial in the recruitment process as it recognizes outstanding talents, skills, and gifts to keep the company flourishing. Human Resource Managers randomly select the best candidates that align to the job tasks, qualification, and standards. In so doing, the team creates a strong platform for the company to achieve its intended goals. The HR management plays a vital role in staffing that involves effective and proper selection of the organization structure and development and appraisal of the responsibilities assigned to the workforce. Lastly, HR management is crucial in enhancing employees’ satisfaction through employee compensation and benefits. Of the three roles, the most affected by technology and outsourcing is recruitment process whereby the power of social media to evaluate dedicated employees. In the 21st century, the digital interview has been in the lead to interview, and delivers quality, efficiency, and consistence of personal hiring experience. The role that is growing in importance is recruiting process that determines how well an organization performs and deliver its services. By recruiting competent employees, a company achieves productivity and growth. 2. Why is strategic HR management essential for organizational success? The strategic HR management is essential for organizational success because of the following factors. First, a strategic HR management provides the organization with competent employees with the necessary ability and skills to perform their assigned duties. With this in mind, the organization can achieve its intended goals and objectives since there are competent and qualified applicants who understand their duties. Secondly, a strategic management enhances a positive outcome to productivity and profit. A strong and equipped management creates a platform where employees understand their assigned duties and perform them in a timely manner. A strategic HR management enhances development of the workforce possessing required skill to achieve organizational objectives and goals. Thirdly, a strategic HR management plays a vital role in the alignment of the company’s daily activities with its mission statement in mind. In other words, the alignment of day-to-day activities provides human resource managers with an important human resource to boost functional outcomes. Fourthly, a strategic HR management is crucial in defining the culture of the company, its employees, and HR systems. A strategic HR management identifies potential adjustments to ensure and enhance ongoing compliance to employment rules and regulations. Lastly, strategic HR management helps in developing a team work. In other words, employee development and satisfaction creates a platform for employees to work as a team. As a result, teamwork increases productivity and ongoing growth in sales and revenues. It is important to note that, team work creates a platform for employees to learn from each other and boost their skills. Consequently, this argument growth of the organization in terms of earnings and productivity 3. What are the legal and practical issues surrounding employing older workers? The following are the legal and practical issues surrounding employing older workers. First, the Age Discrimination in Employment Act makes it illegal for employers to discriminate employee age 45 and over. Discrimination may be in terms of employment working hours, condition, compensation, or privileges. Secondly, it is illegal for employers to decline recruiting or promote an employee because of his age. With this in mind, the Age Discrimination in Employment Act (ADEA) beseeches organization to respect the employee rights of older people. A discharged employee has the right to claim discrimination or harassment based on age. For instance, if an employee quits because of distasteful remarks like “old hag” he or she has the right to sue the organization. Fourthly, the older people have the right to air their thoughts and decision in any given organization. They should be given the privileges to be part of the company by exercising fully to their assigned duties and responsibilities. In this case, employers should understand that older people have what it takes to transform the organization positively. There should be equality in terms of working hours, working conditions, and pays. Now, if an older person has a stronger educational background than a young person, then the former should be given the right to fill the job position that aligns to his or her educational background. In terms of practical issues surrounding employing older workers, the state and federal statutes offer legal protection from harassment or discrimination attributed by unfair implications. With this in mind, older people should enjoy the benefits of working in good condition and better payments just to name a few. 4. Discuss the statement: "Job analysis is the most basic function of human resource management” In human resource, job analysis reveals who can fit a particular job and why. This process involves recording and collecting data such as skills and knowledge that helps an individual to perform a given task in a desired and timely manner. In an organization, the main aim of carrying out a job analysis is to determine who is worth to perform a specific task and why. In other cases, performing a job analysis is vital in analyzing training needs of an employee to deliver the assigned duties effectively. The process of job analysis plays a significant role in job designing, job evaluation, selection and recruitment process, deciding compensation and employee benefits packages, and analyzing training needs. The main objective of job analysis in human resource management is to streamline human efforts and achieve the best results. Job analysis assists the human resource management in evaluating what kind of employee suit to perform a particular task. It assists in evaluating education qualifications, personal skills, and level of working experience required to perform a job effectively. Job analysis plays a fundamental role in fixing the pay packages and employee benefits. These packages depend on the job title, duties, position, and responsibilities. As a result, this process directs human resource managers in deciding the importance of an employee to a specific job opening. A job analysis is the most basic function of human resource management since it is used to evaluate the training needs of employments. Most importantly, it helps in choosing the training tools, content, equipment, and tools used to conduct a successful training. With these facts in mind, job analysis is a significant function in human resource management. 5. What is meant by job satisfaction and organizational commitment? What are the advantages of a satisfied and committed workforce? How does the concept of employee engagement apply to turn over? Job satisfaction is a term used to define how content and satisfied an individual is with her or his job. In human resource management, there are various factors that contribute to job satisfaction such as favorable working hours, pension arrangement, and best pay. Organizational commitment is a term used to describe the degree of loyalty and commitment that employees have toward their employers. Still, it is defined as the feeling of accountability than an employee has towards the assignment and mission of the organization. There are various advantages of a satisfied and committed workforce. First, satisfied and committed workforce gives an organization a competitive edge in the marketplace. Employees perform their duties effectively as assigned by the organization. Secondly, as workers become committed and satisfied, they boost the quality of the entire organization. For instance, a committed workforce creates a strong team ready to achieve the organization goals and objectives. Thirdly, a committed workforce enhances productivity of an organization in terms sales and revenues. Fourthly, a satisfied workforce creates a strong ground for the organization to overcome various challenges such as absenteeism and conflicts between employees to employees. Lastly, the concept of employee engagement apply to turnover in that it has the ability to boost employee productivity and offer a greater ability to attract long-term commitment. With this in mind, the concept of employee engagement is increasingly paramount in lowering turnover risk. It is worth to note, employees engagement in an organization is crucial since it creates a platform for teamwork, which as a result, decreases the risk of turnover. Read More