Factors Affecting Job Creation - Term Paper Example

Human Resource Seminar Human Resource Seminar A human resource seminar refers to the planned gathering intended to empower the targeted human resource audience and members as well. In culture and society in general, information that was considered a matter of concern to the subjects tended to slowly become public: most especially when it came to the issue of business. This only means that such were privately owned, and governed by individuals or private organizations. This information gathered from different sources only proves that what research missed is that the ideology of privacy is a modern idea that has gradually and with time, been developed through social norms. These same social norms govern laws that within no time, had led to the creation of matrix. Since the late 20th century, human resource planning and management underwent lack of corporate and legal awareness at some levels. This was outside specific areas of specialization. Collectively, three critical factors led to the realization that it was not to anyone’s interest that these procedures were managed without the eligible means. Such critical factors included a demographic analysis of the organizations workforce that was regarded with high regard and present at the considered top levels. This was a result reached at because of ageing specialists (Colarelli, 2010). It was resulted at after there was continued demand for statistics that was changing rapidly. Statistical organizations may tend to have extensive flexibility to adjust to suit changing clients and personnel demands. Clients increasingly s eek crosscutting information as opposed to data and information that is normally based on the result of conducted survey. In general, Human Resource Management function is generally a combination of activities. Among these activities, lays a key role that is deciding on the staffing needs of any particular organization. These decisions may include for example, is whether to adapt use of independent contractors and clients, or instead, make use of hired employees to feel this needs. Decisions may tend to include recruitment and training of personnel and several other management practices that duly conform to various regulations (John, 2011). Human resource activities have currently be known to involve activities such as management of one’s approach towards an employee, their benefits and any liable compensation that could be rewarded to them on occurrence of any misfortunes affecting one’s health, family or in general, livelihood. Since it is any company’s utter desire to achieve and optimize the intended profits, it is necessary that a working strategy to see to the fulfillment of these is put to place and worked on. In a controversial way, the company is at a position to come to a decision to sell this vital information further to other customers. Taking a legal twist, the law provides that the executive have the legal right to collect personal and up-close information for a purpose to protect security. In accordance to the Privacy Act of 1974, individuals grouped in organizations or firms have the right to be informed on matters concerning changes or disclosure of the organizations private information (Monica, 2010). Giving more precision, The Gramm-Leach Billey Act as of the year 1999 provided every individual member of and established organization or firm, with the right to have his or her financial information provided and handled with utmost confidentiality by the relevant financial institutions. The financial institutions on the other hand are required by the presiding laws to keep their customers close in contact, such that they are kept aware of the extent of protection that is in place for them. Taking a turn back to the view of human resource at a legal point of view, there could be a situation whereby due to the lack of access to information on certain individuals considered dangerous, laws fail to function as efficiently and effectively. Law enforcement is necessary to use its ground officers to access vital information relating to a certain suspect. It is clearly determined by the courts that the use and exhibition of phone records does not violate the amendment of the law under which unreasonable seizure or implications are made to any individual (Kramar & Syed, 2012). It is up to the human resource base up to the ground level that its effect could be clearly noted, drawing a line between the early days procedures. Basic statistics whereby there is actual venture to the grassroots level is very vital for these human resource strategies. Rounding up all stated above, elements necessary to see to it the success of a human resource plan and management are needed. In view of an example such as that of a company, that there should be general equality of employment opportunities that will be referred to as EEO in this case, that provides that any individual. This is any individual capable and viable to take up a role in the company, has an equal opportunity as the other. The company should in hand bear a statement exhibiting the declared affirmative action in case the rules are bent to go against the agreed (Janet, 2012). Human resource department should recognize at-will employment, that there is no force or influence on an individuals on matters pertaining them joining the firm to offer his or her services. As such, independent contractors who are the main leaders in an organizations project yet are private. The others may include part-time employees who those individuals are employed on terms limiting them part time and the full time employees who would be referred to as majoremployees all escalade to their respective ranks from a free and fair recruitment procedure set up by the managerial body (Chi, 2011). The company is obliged to follow its declared affirmative action and follows all rules in cases of recruitment of clients, and should prior to that clearly lay out the companies objectives, such that any pending loopholes are not taken advantage of. This makes sure that clients are fully aware of the pending tasks ahead. Perhaps a critical issue that could be highlighted in brief is the compensation issue. It is not new occurrences to have accidents occur during work hours, thus it is important for a human resource department to consider the best of safety and insurance measures available (Pilbeam & Corbridge, 2010). It is necessary to have employees work under the knowledge that they are fully covered even at the worst of times, these result to improving employee morale and motivation as well. Human resource management as mentioned earlier is a field of business in its own that incorporates the use of certain tools to create jobs and related setting factors. Human resource has not always been existent and is one aspect that has developed over time. Initially, the creation of employment opportunities was in a random manner and there existed a wide gap in terms of capital input and the output. In the earlier days, companies chose employees in a haphazard manner and from there did not have the department to oversee the running of the company (Gary, 2010). The early 1900s saw the onset of human resource management. It was at this period that saw managers start having ideas on how to run their companies. This is commonly known as the initial era of human resource in business. The next stage that came after the initial era was the second phase. This phase was brought about by the labor unrests that began around the 1920s. This was the time of the depression and the world economy was facing a rather trying time. The stock market had recorded low indices and many of the companies at the time were shutting down due to inflation experienced (Monica, 2010). This era was important in that it helped people realize the fact that human resource management was vital for the maintenance of a stable employee rate. Many workers were let go by their companies from the company’s inability to pay them at the time. It is then that some of the businesses that were upright at the time decided to create a department inside each of their companies. This department would have the sole responsibility of recruiting and training the employees after which it would follow up on the performance of these employees and give praise or correction where due. In addition, this second phase saw the rise industrial relations professors and administrators. These people were rather important for the success of companies as they were used as tools for development where they spread news about the creation of human resource departments and consequently people incorporated them. Financial advisers were also booming at the time as people wanted ways through which they could maximize their output, reduce the amount of risk and effectively achieve success (Mosoti, 2008). The third part was that of the civil rights movement and was rather common around the 1960s. People in this era had advanced from the incorporation of technology in business and is said to have been the phase that inspired contemporary management. In the era, there was increased focus on business studies as the spotlight had stopped being on the wars. Initially, the wars did not let people focus on having successful business relations and thus there was reduced attention on the corporate field. Over the years, people have come up with different strategies for their organizations. Human resource management has been important in that it has ensured specialization and people have gained the ability to focus on other business development projects without focusing on personnel issues. References Chi, L. (2011). Hypothesis in Job Creation and Destruction, Annals of Economics and Finance, 12(2), 389-409. Colarelli, S. (2010). Human Resource and Personnel Management. New York: Cengage Learning. Gary, C. (2010). Human Resource Management and Practices, International Journal of Human Resource Management, 49(2), 225-239. Janet, M. (2012). Strategic Human Resource Management. People Management, 26(2), 6-11. John, D. (2011). Individual and Opportunity Factors Affecting Job Creation, Personnel Today. 52(6), 1125-1147. Monica, C. (2010). Effects of Social Security on Employment, Industrial and Labor Review on Employment, 65(3), 686-737. Mosoti, Z. (2008). The History and Evolution of Human Resource Management. New York: McGraw Hill Publishers. Pilbeam, S. & Corbridge, M. (2010). People Resourcing and Talent Planning: HRM in Practice (4rd edition). Harlow: FT Prentice Hall / Pearson Education Kramar, R. & Syed, J. (2012). Human Resource Management in a Global Context – A critical approach. Basingstoke; Palgrave Macmillan Read More