Human Resource Management: Trends in the Workplace - Assignment Example

Human Resource Management: Trends in the Workplace Human Resource Management (HRM) The Human Resource Management (HRM) has six key functional areas such business management, workforce planning and employment, human resource development, compensation and benefits, employee and labor relations, and risk management. According to management professionals, these key functions are extremely crucial in improving the overall performance of the organization. In order to plan and implement various organizational activities effectively, HR professionals must gain good understanding of the business management of organizations for which they work. By scrutinizing internal and external information concerning the firm’s operations and the industry and the market, HR professional can design proactive strategies in order for aligning human capital with organizational needs, enhancing change, and evaluating the outcomes. Workforce planning and employment is regarded as the heart of the HRM, and this process encompasses a sequence of activities including planning, recruitment, pre-employment screening, selection, hiring, training, and retention. This function is essential to meet the workforce needs of the organization timely and effectively to promote succession planning, and to constantly increase the overall productivity of the organization. Guiding workplace performance through coaching and employee appraisal process would benefit the organization to prepare its employees for meeting today’s productivity needs. Hence, human resource development is an inevitable functional area of the HRM. Likewise, compensation and benefits is important to keep employees motivated and satisfied, which in turn is vital to enhance overall organizational performance. Better employee-labor relations can really benefit the organization to avoid issues like absenteeism, excess wastage, equipment damages, and worksite conflicts to a great extent. Finally, effective risk management is necessary to ensure a secure and safe workplace environment and to increase employee awareness of polices and expectation regarding workplace safety. Employment Opportunity Laws As specified by the The U.S. Equal Employment Opportunity Commission, Age Discrimination in Employment Act of 1967 (ADEA), the Americans with Disabilities Act of 1990 (ADA), and the Genetic Information Nondiscrimination Act of 2008 (GINA) are the three federal equal employment opportunity laws passed for prohibiting job discrimination (EEOC). The Age Discrimination in Employment Act of 1967 (ADEA) was developed to prevent discrimination of employees who are aged 40 and above. The Americans with Disabilities Act of 1990 (ADA) is intended to “prohibit employment discrimination against qualified individuals with disabilities in the private sector, and in stage and local governments” (EEOC). The Genetic Information Nondiscrimination Act of 2008 (GINA) was passed to protect applicants, employees, and former employees from discrimination on the basis of their genetic information. I have been working for Wal-Mart for the last two years. The organization is always committed to abide by the federal equal employment opportunity laws. While analyzing the recent history of Wal-Mart, it seems that each of the above described laws benefits the organization to promote fair employment practices in its workplace environment. The organization has established an Employment Practices Advisory Panel to work in close with Wal-Mart’s top management so as to design and implement progressive enhancements to the firm’s equal employment opportunity initiatives (HR.com). In 2012, Wal-Mart Stores Inc and Wal-Mart Stores East, L.P were asked to pay $50,000 in settlement of a disability discrimination lawsuit filed by US Equal Employment Opportunity Commission for terminating a part-time sales clerk by the organization because of her cerebral palsy (EEOC). Since then the organization has been giving increased emphasis to providing equal employment opportunities to all. Trends Affecting Modern Organizations Management experts suggest that there are three significant trends such as aging workforce, diversity, and skills deficiencies in the workplace affecting organizations today. Aging workforce is a growing issue challenging organizations across the globe because an aging workforce would struggle to maintain the expected productivity standards. According to the US Census Bureau (as cited in Moeller, 2013), approximately 10,000 baby boomers in the country will turn 65 every day until the year of 2030. This statistical data clearly indicate the seriousness of the aging workforce issue in the United States. From my past experiences with Wal-Mart, it is identified that aged employees would not be productive as they had been earlier, and therefore an aging workforce often limits the competitiveness of an organization. Similarly, cross border flow of labors is a very common practice today, and it contributes significantly to workplace diversity, a major cause leading to employee conflicts and other ethical dilemmas in the worksite. It is really a challenging task for leaders to manage a culturally diverse worksite environment because people’s beliefs, norms, and aspirations notably vary from culture to culture. Since Wal-Mart is a multinational retail corporation that employs tens of thousands of employees across the globe, the firm’s senior management is always vigilant about managing diversity in the workplace. Finally, skills deficiency in the workplace is a major issue impacting modern organizations because it would raise potential threats to the market competitiveness of business houses. In order to address the intense competition from market rivals and growing retail corporations, Wal-Mart management always pays specific attention to recruiting and retaining skilled employees. Evidences suggest that skills deficiencies in the workplace would cause the organization to lose its market share to competitors. Essentiality of Workplace Flexibility In the context of today’s fast changing business environment, workplace flexibility is of great importance in determining organizational success. It is advisable for modern organizations to provide its employees with a flexible worksite so as to keep them motivated and hence to improve overall employee outcomes. In addition, workplace flexibility has numerous benefits including improved employee productivity, better employee retention, building employee morale and commitment, and creating an agile organization. It is better for Wal-Mart to allow its employees to choose flexible work shifts they like to do. Such a policy would greatly assist the organization to enhance employee satisfaction and thereby employee productivity. When employees are allowed to choose work shifts they want, they would obtain enough time to spend with their family members to fulfill other personal responsibilities. It is also recommendable for the company to make teams according to individual employees’ interests because employee productivity could be maximized when they are in a more comfortable work environment. This flexible worksite policy may also benefit the organization to minimize absenteeism and worksite conflicts to a great extent. References EEOC. (2012). Wal-Mart Settles EEOC Lawsuit for $50,000. Press Release. Retrieved from http://www.eeoc.gov/eeoc/newsroom/release/8-21-12.cfm HR.com. Wal-Mart Stores, Inc. Establishes Employment Practices Advisory Panel. Retrieved from http://www.hr.com/SITEFORUM?&t=/Default/gateway&i=1116423256281&application=story&active=no&ParentID=1119278050447&StoryID=1145976264513&xref=http://www.google.co.in/url%3Fsa%3Dt%26rct%3Dj%26q%3DWalmaret%2520equal%2520employment%2520practices%26source%3Dweb%26cd%3D2%26ved%3D0CCQQFjAB%26url%3Dhttp%253A%252F%252Fwww.hr.com%252Fhr%252Fcommunities%252Fhuman_resources_management%252Fwal_mart_stores__inc__establishes_employment_practices_advisory_panel_eng.html%26ei%3Dn9vPU5PtLcS_uAT-_YKYBA%26usg%3DAFQjCNF0LRFnS9RH_lW-XF7tm7etKX554A%26bvm%3Dbv.71667212,d.c2E Moeller, P. (June 19, 2013). Challenges of an Aging American Workforce. Retrieved from http://money.usnews.com/money/blogs/the-best-life/2013/06/19/challenges-of-an-aging-american-workforce The U.S. Equal Employment Opportunity Commission. Federal Laws Prohibiting Job Discrimination: Questions And Answers. Retrieved from http://www.eeoc.gov/facts/qanda.html Read More