HR Concepts Priorities - Assignment Example

MGMT 3010 – Managing People For A Competitive Advantage Assignment #2 - HR Management List of 25 Key HR Concepts Learned During the Course HR Concepts Learned Source 1 The Premise of HR Value Ppt1 Almansour & Scheurer 5 2 HR Trends and Facts behind Trends Ppt1 Almansour & Scheurer 10 3 HR and Technology Ppt1 Almansour & Scheurer 11 4 HR and Regulatory Issues Ppt1 Almansour & Scheurer 17 5 Workforce Demographics Ppt1 Almansour & Scheurer 19 6 HR and Customer Service Ppt 2 Herbold, Almansori, Aldaeri 10 7 Developing Customer Literacy Ppt 2 Herbold, Almansori, Aldaeri 11 8 Aligning HR Practices to Value Proposition Ppt 2 Herbold, Almansori, Aldaeri 14 9 Misconceptions of HR Ppt 2 Herbold, Almansori, Aldaeri 18 10 Creation of Employee Value Proposition Ppt 2 Herbold, Almansori, Aldaeri 23 11 Representing Employee Interest Ppt 2 Herbold, Almansori, Aldaeri 24 12 Ensuring Employees Have Abilities Ppt 2 Herbold, Almansori, Aldaeri 26 13 Social Objectives Ppt4 Burleigh, Kaufman, Ba 2 14 EEO and EEO Laws Ppt4 Burleigh, Kaufman, Ba 3, 9 15 Kinds of Discrimination Ppt4 Burleigh, Kaufman, Ba 4-7 16 Legal Context of HR Decisions Ppt4 Burleigh, Kaufman, Ba 8 17 Diversity Ppt4 Burleigh, Kaufman, Ba 12-13 18 Service Economy Ppt4 Burleigh, Kaufman, Ba 16 19 New Business Strategies and Teamwork Ppt4 Burleigh, Kaufman, Ba 18 20 Obstacles for Diversity Ppt4 Burleigh, Kaufman, Ba 21 21 Business Ethics Ppt 5 Al-Obaidli, et al. 3-4 22 Components of Ethical Behavior Ppt 5 Al-Obaidli, et al. 7 23 Formal and Informal Elements of Ethics Ppt 5 Al-Obaidli, et al. 10-11, 14 24 Roles of HR in Ethics Ppt 5 Al-Obaidli, et al. 16 25 Quadrant Modes of Social and Emotional Intelligence ISEI Top 10 Priorities from the List and Explanation of the Concepts 1. The Premise of HR Value As disclosed, “for HR professionals the value premise means that rather than imposing their beliefs, goals and actions that translate into things that they want to have happen in their organization” (Ppt1 Almansour & Scheurer 5). Therefore, the premise of HR value incorporates interests of various stakeholders and the alignment of strategies of the organization that would led towards the attainment of organizational goals. This concept is valuable to me since it provided the theoretical framework for indicating the relevance of HR functions and roles within the organization. As such, this concept is beneficial to the organization in terms of accurately identifying the interests that need to be addressed and give the direction and assistance needed from HR towards improving the value and image of the organization. 2. HR and Regulatory Issues The successful implementation of policies and procedures of any organization depends on the organization’s ability to adhere to standards and regulations imposed by government agencies and other relevant institutions that govern its operations. For HR, since the department is tasked with administering the responsibilities of various employees, it is expected to adhere to various regulatory issues and laws from the Department of Labor and compliance to OSHA requirements. This is valuable in terms of adhering to legal, moral and ethical standards expected from the profession and as expected by various stakeholders. The organization’s compliance to these regulatory requirements are crucial in ensuring smooth implementation of policies, procedures and strategies towards the accomplishment of goals. 3. Workforce Demographics Workforce demographics indicate the relevant information pertinent to the employees’ background: age, educational background, gender, previous work experiences, status, skills and competencies, among others. A comprehensive and updated collection of this particular information in an organization’s HR database is needed to identify strategies that would influence and affect other decisions regarding staffing, maintenance and development of personnel. This concept is therefore important to business practitioners to determine current information in the workforce that could potentially impact present and future strategies. 4. HR and Customer Service As revealed, “keeping one customer is more profitable than attracting a new customer” (Ppt 2 Herbold, Almansori, Aldaeri 10). It is therefore in the best interest of the organization and of HR practitioners to focus on enhancing customer service to accurately identify their needs and demands. As learned from the course modules, the customer is one of the stakeholders of the organization whose needs could be addressed if the organization would accurately assess the factors that contribute to their purchase decisions. As such, this concept is valuable to me as it enhanced one’s understanding of the facets regarding customer service. Concurrently, it is important to the organization to enable them to design the most appropriate strategies that would ensure answering the customers’ needs. 5. Representing Employee Interest The employees in an organization are identified to the most relevant asset. According to the presentation, “keeping employees content within the work place is so vital because employee behavior can be linked to investor, customer, and line manager results” (Ppt 2 Herbold, Almansori, Aldaeri 24). Further, their direct contribution to productivity depends on their performance and satisfaction in doing their jobs. This concept is therefore relevant for me and for the organization in terms of recognizing the value of employees and in identifying the drives and desires that motivate them to work. 6. Ensuring Employees Have Abilities Consistent with the concepts on employees, as stakeholders, HR needs to ensure that employees that are recruited and maintained in the organization have ample abilities which are matched to the responsibilities needed for the job. The function of acquisition and recruitment, therefore, ensures that employees have abilities that are perfectly fit for job responsibilities. The value of this concept lies in knowledge on acquisition, recruitment and screening of employees and in identifying that their educational backgrounds and previous work experiences assist in their current and future tasks. The organization would benefit from recruiting employees that possess knowledge, skills and abilities needed to do the responsibilities needed towards goal accomplishment. 7. EEO and EEO Laws This concept is also related to HR and Regulatory Issues where the Department of Labor specifically designed laws to ensure equal employment opportunities. The laws include reference to the 14th Amendment; Age Discrimination Act; CRA of 1964 Title VII; ADA; Family and Medical Leave Act; Equal Pay Act of 1963 (Ppt4 Burleigh, Kaufman, Ba 9). The value of enhancing one’s awareness on this concept lies in conformity to legal and legislative requirements that would ensure that organizations function, as expected, according to ethical, moral and legal standards. 8. Diversity Diversity has been a subject of concern as it encompasses diverse perspectives, points of views, demographic profile, as well as ethnic, racial and cultural orientations of people in the work setting. Various organizations have attested conforming to diversity in culture as integrated in their organizational policies. Workforce diversity has been noted to be an essential component of HR strategy (Ppt4 Burleigh, Kaufman, Ba 13). There is therefore relevance in being apprised of current issues on diversity as applied in the work setting. Organizations that have been reported to support diversity in culture have been reported to be more productive, to encourage more participation and collaboration, and therefore lead to higher satisfaction and financial returns. 9. Business Ethics Business Ethics was identified to a relevant part of an organization’s design of policies and procedures that provide guidelines in decision making which are consistent with ethical standards. One’s understanding of business ethics was therefore enhanced through presenting its definition; defining what ethics is about; and expounding on relevant components of ethical behavior, the formal and informal elements of ethics; among others (Ppt 5 Al-Obaidli, et al. 3-14). These lessons are valuable as these provide the theoretical framework for ethical decision-making and the guidelines expected of proper behavior in the work setting. Organizations would therefore benefit from integrating business ethics within the policies, procedures and code of discipline that would provide accurate directions for various stakeholders. 10. Roles of HR in Ethics The roles of HR in ethics are crucial in ensuring the employees, managers, suppliers, investors and customers abide by ethical laws and standards. HR as the primary governing department should be the role model in design and implementation of codes of discipline that are consistent with business ethics. This concept is therefore important to me and to the organization as it clearly disclosed that HR plays an important part in enforcing policies and procedures that adhere to ethical standards. The Number One Concept From among the 25 listed key concepts, one regarded the premise of HR value as the most important since it encompassed all other concepts that were discussed within the other modules. The lessons learned from this concept actually integrate all other relevant key concepts including knowledge of the various stakeholders and in putting their interests at hand. Likewise, as a future business leader and practitioner, one acknowledges that HR’s function is most appreciated in their task of honing the skills and abilities of the workforce towards satisfying their customers, towards relating ethically with other stakeholders, and in ensuring that organizational goals are effectively achieved. Works Cited Al-Obaidli, Ahmed; Alnuaimi, Hessa; Alsaleem, Eiman; Salewski, Pamela. Business Ethics. PowerPoint Presentation. 2012. Almansour, Yousuf; Scheurer, Whitney. The Premise of Value & External Business Realities. PowerPoint Presentation. June 11, 2012. Herbold, Jenna; Almansouri, Abdulrahman; Aldaheri, Ahmed. External and Internal Stakeholders. PowerPoint Presentation. June 11, 2012. The Institute for Social and Emotional Intelligence (ISEI). Four Quadrant Modes of Social and Emotional Intelligence. 2010. Print. Read More