Base Aspects Of HR Management - Term Paper Example

Base Aspects Of HR Management 25 Key HR Concepts or Principles Learned The 25 key HR concepts or principles that one has learned during the course that could be applied in one’s future work as a manager, HR manager, or individual contributor are as follows: 1. The Premise of HR Value 2. Value defined by the Receiver 3. HR must know trends and facts behind the trends 4. HR and Technology 5. HR need to know regulatory issues 6. Workforce demographics 7. HR practices and relationships to investors 8. HR and Customer Services 9. Developing Customer Literacy 10. Aligning HR Practices to Customer Value Proposition 11. Misconceptions of HR 12. Employees and other Stakeholders 13. Creation of Employee Value Proposition 14. Social Objective 15. Equal Employment Opportunities 16. Kinds of Discrimination 17. Legal Context of HR Decisions 18. Diversity 19. Service Economy 20. Business Strategies that require more teamwork 21. Obstacles for Diversity 22. Business Ethics 23. Roles of HR in Ethics 24. Social and Emotional Intelligence 25. Motivation in the Workplace Setting The Top 10 and Explanation of Each Concept The concepts that are highlighted are the top 10 concepts considered most important from among the list of 25 key concepts and principles learned during the course. The explanations of the concepts and the reasons for it being valuable to me and for future business practices are as follows: The Premise of HR Value This concept defines how the idea of value was emphasized in terms focusing on what HR could do that would address the best interest of the organization as a whole, “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). This concept is therefore valuable to me since it clearly identifies how relevant HR function, roles and responsibilities are in the organization. At the same time, this is important for the organization in terms of recognizing the contribution of HR in the achievement of organizational goals. HR must know trends and facts behind the trends HR would be able to function well and effectively if the department is kept updated on the current trends and the accurate information behind the trends (Ppt1 Almansour & Scheurer 10). Through this concept, organizations are able to apply trends in HR practices that are considered most effective in contemporary setting. This is therefore important to me and to the organization in terms of being made aware of the need to regularly update ourselves through reading and researching on articles, news updates and in concepts that apply to HR policies and practices. HR and Technology Advances in technology affect and influence various operations in the organization including HR (Ppt1 Almansour & Scheurer 11). Some areas of recruitment use advances in screening and placement through strategies that are provided online. This is therefore important as one is made aware that technological advances need to be taken into consideration to assist in facilitating HR functions that would benefit the organization in achieving its aims and goals. HR need to know regulatory issues Regulatory issues are always needed in all aspects of the organization’s effective operations through being aware of laws, rules, regulation imposed by the Department of Labor, by OSHA, and by the IRS (Ppt1 Almansour & Scheurer 17). As such, the knowledge on regulations and laws, in addition to ethical and moral codes of conduct would benefit me and the organization to avoid legal cases and complaints. Workforce demographics The composition of the workforce is always important to determine that the organization employs personnel who perfectly match the job responsibilities (Ppt1 Almansour & Scheurer 19). Workforce demographics should include knowledge on age, gender, educational background, as well as skills and abilities of the workforce since these are to be matched in the responsibilities needed by the organization. This concept is valuable for me and for the organization in terms of accurately pinpointing the crucial elements that needs to be considered when recruiting and developing personnel in various positions. HR and Customer Service Customer service is crucial in ensuring that the products and services offered by the organization successfully address customer needs and demands (Ppt 2 Herbold, Almansori, Aldaeri 10). Some organization have separate customer service departments to take care of determining the specific needs of the customers and ensuring that these needs would be satisfied through the effective strategies of all personnel in the organization. This is valuable in terms of determining the skills and techniques needed for customer service and satisfaction. Equal Employment Opportunity The law of equal employment opportunity as defined by the Department of Labor provides the conditions and stipulations to be followed by organizations (Ppt4 Burleigh, Kaufman, Ba 3, 9). This concept is valuable to me and to the organization in terms of being made aware of this regulations and to ensure that these would be strictly followed to avoid legal cases. Diversity Diversity has been a concept that is increasingly being incorporated in the policies of contemporary organizations to ensure that people from diverse walks of life, backgrounds and cultural orientations are considered in the work setting. Workforce diversity has been presented as an essential component of HR strategy (Ppt4 Burleigh, Kaufman, Ba 13). There is therefore value in learning this concept to recognize the benefits of working with a diverse workforce in the future. Role of HR in Ethics Ethics has been emphasized to be a crucial component of organizational existence (Ppt 5 Al-Obaidli, et al. 16). Knowledge on ethics would give proper direction on the most appropriate courses of action that incorporates adherence to ethical, moral and legal codes and standards of behavior. This is therefore valuable to me and to the organization where I would work for in the future in terms of being guided to the appropriate behavior and to be compliant to the organization’s code of discipline, as expected. Motivation in the Work Setting Motivation is always an important concept discussed in human behavior in organizations and defines the incentives and rewards that HR could design to improve performance and productivity of employees. This concept is therefore valuable through enhancement of knowledge on factors and drives that motivate employees to work and what particular motivational programs could be developed to ensure job satisfaction and effective performance. Most Important Key Concept The most important concept from the list is the premise of HR value which one strongly believes incorporates all the other key concepts and principles learned during the course. By discussing the premise of HR value, there is recognition and acknowledgement that all other concepts need to be included to ensure that HR functions effectively and successfully and to best contribute to the attainment of the organization’s identified goals. As a business leader, the paramount purpose is to encourage subordinates to achieve defined objectives. Through learning the premise of HR value, one looks more on the interests of the organization, as a whole. 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. Burleigh, Imad; Kaufman, Noah; Ba, Alassave. Social Objectives. PowerPoint Presentation. June 11, 2012. Herbold, Jenna; Almansouri, Abdulrahman; Aldaheri, Ahmed. External and Internal Stakeholders. PowerPoint Presentation. June 11, 2012. Read More