Human Resources Management Aspects - Essay Example

Human Resource Management Reflective Essay Introduction 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 between the employees and organization management through evaluation and development of plans that motivate the workforce to maximise their contributions. This reflective essay focuses on different areas of human resource management that we covered in class, which include equal employment opportunities and affirmative action, human resources planning, recruitment, and selection, human resources development, compensation and benefits, safety and health, and employee and labour relations. In addition to establishing the role of human resource in the above areas, the paper will demonstrate human resource management ensure the different aspects work together to enhance achievement of organization goals. Equal Employment Opportunities and Affirmative Action Equal Employment Opportunities and affirmative action are terms that people commonly use in their daily lives without understanding their real meaning, the difference between them, and their application in human resource management. Equal employment opportunities and affirmative action are the principles that were set by the government and aim at ensuring fairness in workplaces since they prohibit any form of discrimination. I have seen people treat each other differently because of their different nationality, race, ethnicity, or gender. Learning this course was important since I now understand that Equal Employment Opportunity is a principle, which forbids discrimination of any type whether racial, gender based or ethic based, against any employee or persons seeking employment (Ulrich, 2005). Without this principle, it is obvious that the hiring process, promotions, access to professional development opportunities would be faced by prejudice. Learning what affirmative action is was another significant aspect in this unit. Affirmative Action is a remedy or a principle used to handle or address past cases of discrimination. Affirmative action thus ensures that organizations commit to overcome discrimination, which starts with addressing past discriminative actions and seek to eliminate all barriers that should limit or prevent professional development of any individual. The affirmative action was enacted to ensure organizations establish measures to improve the participation of females, persons with disability as well as minority groups. For example, I have seen some organizations advertise certain jobs in women magazines to ensure that they increase the chances of women being the main applicants. It is not a new phenomenon to hear of cases where employees have been treated unjustly because of their race, marital status, disability, transgender status, sexuality, or other factors such as carer’s responsibilities. It was interesting learning that the above actions are unlawful. However, it is not a new phenomenon to hear of cases where an employer or manager who sacked an employee, for example, just because she was pregnant or because she or he was disabled and could not handle certain tasks. This is wrong since ones colour, gender or physicality does not demonstrate or even determine his or her capability. Everyone should thus be given equal opportunity to confirm their potential (Ulrich, 2005). EEO requires employers to avoid using selective criteria to offer jobs or promotions to certain groups of people particularly the minority. However, affirmative action is results oriented and is meant to correct underutilization of minority groups, which often result if employment, promotion, and career development opportunities are given equally without considering diversity. This course exposed me to the challenges faced by managers and supervisors during the hiring process since all their personal actions are affected by Equal Employment Opportunities law. It is thus important for managers or human resource managers to understand the different forms of discrimination in hiring promotion, termination and other personal-related actions. To be an effective human resource manager, one can apply a few measures to ensure his or her actions are in line with the EEO and AA principles. To prevent biasness, it is advisable to form committees to evaluate employment and promotion candidates to ensure impartiality. The class discussions were important and helped us pinpoint workplace activities that demonstrate discrimination. Some of the examples that came up include ethnic jokes and stereotypes, which are common in work places and may disrupt performance. It is thus the role of human resource management to enact procedures to prevent discrimination of potential employees during job application, and entire recruitment procedure as well as that of existing employees (Ulrich, 2005; Ankur 2009). Human Resources Planning, Recruitment, and Selection  The selection, recruitment, and hiring process is one of the major roles of human resource management. During hiring of employees, factors such as future requirements of the organization, selection criteria, and the kind of employees to hire should be considered. Some human resource management lack planning and end up having a uniform workforce that cannot meet all the needs of the organization. Human resource planning is thus important to ensure that the job description is clear and correct such that the recruited persons are qualified, meet the needs of the organization and the selection process is done fairly. As a human resource manager skills on information planning assist me in ensuring that there is balance in recruitment by ensuring that the job description details fit the job at hand and that the selection process is based on qualifications of applicants. This will give the organization a competitive advantage since proper selection results in having an appropriate workforce. Additionally, human resource planning should consider possible future organizational changes to ensure that the plans such as possible layoffs and retrenchments, or recruitments are taken care of. An example of a plan that could alter recruitment process is change of record management from manual to electronic, which would require hiring of persons with IT expertise. Human resource planning should thus consider selection, hiring, and layoffs (Deb, 2006). Human Resources Development After getting the right persons to hire, or after introducing new organization changes, there is need for employee’s development, which entails training them to improve their performance (Radhawa, 2007). For example, Human resource development should involve exposing employees to challenges to enable them put their skills into use or acquire new skill. Additionally, training programs, coaching, mentoring, and performance management can also assist in equipping employees with up to date expertise. In future, human resource development should start with appropriate human resource planning, recruitment and hiring. Adequate planning will enable prediction of future organization needs (Ulrich, 2005). As a human resource manager, I would embrace frequent trainings and workshops to ensure all employees are armed with the right skills necessary for any organizational changes. The training would be done without discrimination to enable implementation of the equal employment opportunities principle. The knowledge gained in Human resource development will be very helpful in my personal life since it will enable me to make sound decision not only as a human resource manager but in my life plans to enable me realize my goals. Compensation and Benefits Compensation and benefits i entails making proper procedures by the human resource department to establish proper pay scales in an organization. Most people desire equal compensation for services or goods offered. This is the same case with employees. From our class discussions, it is apparent that employees who receive compensation that is equivalent to their work are more motivated and willing to put more effort towards improving their performance since they believe that improved performance will result in increased compensation (Sims, 2007; Deb, 2006). The human resource management plan should establish salary rates that enable recruitment, retention and motivation of qualified employees (Ulrich, 2005). With the ever-increasing cost of living, it is judicious for human resource managers to ensure that the employee’s compensation in terms of wages and salaries is in line with the cost of living. As a future human resource manager, I would wish to work in an organization where I can implement an up to date compensation scheme such that employees earn according to their work. For example, it is a common phenomenon for employees to move from one organization to another especially if they feel that they are not been adequately compensated for their services. This is disadvantageous to the organization since it ends up losing the employees they have spent time selecting, recruiting, and training. As a future human resource manager, I would focus on coming up with a compensation and benefits system that recognizes the labour relations law and ensures that worker are grouped and compensated according to their performance (Ankur, 2009). I believe that this would be crucial in preventing loss of employees to competitor organizations. Additionally the employees would be satisfied and motivated hence perform better. Future compensation program rewards employees on basis of their merits, qualifications, contributions, and performance. In my personal life, I always feel appreciated and happier when rewards for tasks accomplished is comparative with the task. Safety and Health In the course of learning, it became clear to me that both employees and the human resource department have a role in ensuring that the work place remains safe to reduce absenteeism and illnesses. Employees are supposed to read and understand the safety measures and ensure that they follow the right procedures in their works. On the other hand human resource planning are supposed to ensure that the employees are conversant with the safety measures and provide the appropriate protective and safety instruments and clothing, especially in jobs entailing handling risky machineries (Radhawa, 2007, p. 320- 323). The class activities regarding safety and health involved deliberating on the safety equipment’s that can be used by different professions. It was evident that different jobs require different protective measures and equipment but other instruments such as fire and emergency alarms, emergency exits, fire extinguishers are common in most work places (Radhawa, 2007; Deb, 2006). It was unanticipated to realize the range of accidents that some employees are exposed for, which made me appreciate the need for precautionary and safety measures in the work places. As a human resource manager, I would ensure that I inform the employees of the safety and health measures. Health employees are more productive. Future human resource safety and health planning should focus on reducing work stressor that affects employee’s health (Radhawa, 2007). After going through the course, I feel that trainings with demonstrations are the best ways to get the employees to understand the health and safety measures. During our class discussions, it was eminent that most employees do not understand the safety measures, rules, and procedures in their organization. In ensuring proper safety and health of the organization, the human resource manager is supposed to recommend life insurance and other health insurances to the employees to protect themselves from possible mishaps in the work place. Employee and Labour Relations Employees are one of the most important organization assets since they determine if an organization is going to achieve its goals or not. The salaries, compensations, and other benefits promised during the hiring should be fulfilled. All aspects pertaining to job description mentioned in the recruitment should be fulfilled to ensure that employees are motivated. Changes on the responsibilities should be explained to avoid disagreements (Radhawa, 2007). In the class discussions, it became apparent that most employers tend to breach agreements, which results in disagreements and employees may start opting for unlawful ways to address their problems if the human resource department fails to address them appropriately. To facilitate proper settlement of disagreements, employees are required to have apposite knowledge on labour laws in addition to economic changes (Deb, 2006; Ulrich, 2005). Labour relations entail the ways in which employees and the management relate. Employees should be allowed to form labour unions they can use to present their grievances to the management (Deb, 2006). As a human resource manager, I would encourage employees to form labour unions so long as they do not tamper with their performance since I believe the unions provide employees with additional bargaining power. Future employee labour relations should emphasize on seeking arbitrators to resolve labour related ligations and disagreements All the above human resource management aspects are related and complementary. Equal employment opportunity and affirmative action determine the selection, recruitment, and hiring process. Together with the above human resource, planning determines compensation and benefits of employees as well as the safety and health measures. Human resource development focuses son equipping the hired employees with appropriate skills (Deb, 2006; Ankur, 2009). Conclusion This reflective paper focused on reviewing the different aspects of human resource management and how they work together to elevate the performance of employees hence organization success. The paper analysed different aspects of human resource management one of which was the equal employment opportunities and affirmative action, which are outline in the human resource management plan and are crucial in ensuring that the selection, recruitment, and promotion of employment are done without discrimination. Additionally, affirmative action ensures that the minority are able to acquire employment opportunities. Human resource development deals with measure that human resource department should take to ensure that employment are continually trained on different aspects regarding their work to increase their productivity. Compensation and benefits requires that employees get compensation that is directly proportional to their work. Allowing employees to form labour unions can be an appropriate way of ensuring that employees forward their grievances and complaints appropriately. Having experienced employees is not sufficient in ensuring organization success. It is thus important to ensure that employees are conversant with safety measures and health plans provided by the organization. In my opinion, human resource planning is important since it ensures that qualified employees are selected and recruited, appropriate compensation is in place, employees access development programs and are conversant with the safety and health measure which makes them productive and ensures organization met the set goals and objectives. References Ankur, (2009). Human resource management: scope, nature, objectives and functions. Retrieved on 23 July 2012 from http://expertscolumn.com/content/human-resource-management-nature-scope-objectives-and-function Deb, T., (2006). Strategic Approach to Human Resource Management. New York. Atlantic Publishers & Distributors. Radhawa, G., (2007). Human Resource Management. New York. Atlantic Publishers & distributors. Sims, R., (2007). Contemporary Issues Challenges and Opportunities in HRM. New York. IAP. Ulrich, D., (2005) .The future of human resource management: 64 thought leaders explore the critical HR issues of today and tomorrow. New Jersey. John Wiley and Sons. Read More