Aspects of Human Resources - Case Study Example

Running Head: Human Resource Management Name Course Instructor Date Table of Contents Table of Contents 1 Introduction 2 Aspects of Human Resources 4 Recruitment and Selection 4 Human resource development 5 Compensation and benefits 6 Health and safety 6 Employee retention 7 Affirmative action 8 Conclusion 8 References 10 Introduction Human resources are the process of managing employee’s needs. People are the most important resources in any given organization. Since an organization hold many people, their development of skills, acquisition, and motivation so as to improve performance as well as maintaining high levels of commitment are vital activities which an organization needs to consider in all its management (Lynham & Cunningham, 2006). Human resources therefore involve acquisition, development, motivation and maintaining of the human resources. In the same case, the human resource management is responsible for maintaining good human relations in any organization. It is also obliged to ensuring that individuals are developed to ensure that the organizational goals are met with ease. In actual facts, this is an extension of the general management that is entitled to stimulating all employees to make their fullest contribution to ensure that an organization remain competitive. This therefore leads to the notion that, this is just the recruitment, selection, development, utilisation, compensation and motivation of human resources by the organization (Ivancevich, 2007). Human resources management therefore revolves around the objectives of ensuring that, in an organization obtains maximum individual development, desirable working relationships between employees and employers and employees and employees to making sure that, the organization’s performance is commendable (Griffeth & Hom, 2001). Human resources development on the other hand refers to the use of systems, policies and practices to recruit, maintain and development employees so that an organization can meet its goals and objectives. This therefore means that organizations need to focus on developing human resources if at all they have to remain competitive in the present era. Aspects of Human Resources The aspects of human resources are used to shape, integrate and form human recourses utilizing employee skills by helping an organization meets its objectives. These aspects perform the vital roles of developing and allocating employees skills and resources effectively so as to meet the set objectives. Equal employment opportunities, affirmative action, human resource planning, recruitment and selection, human resources development, compensation and benefits, safety and health, employee’s retention shape the human resources (Marchington & Wilkinson, 2002 ). All these aspects are equal and are all vital to the running of the organization and making it competitive. However, they all work together so as to provide the use of organization time and resources effectively. When put together, they help an organization get into a competitive advantage in this era where competition is very stiff. Recruitment and Selection Human resources department is responsible for coordinating with the management in ensuring the recruitment and the selection process is legally defensible which means that it is fair. Additionally, it is the work of the human resource to make sure that, the selected candidates are the best employees for the organization (Hough & Oswald, 2000). Ensuring that an organization gets the best skills means that the performance of the said organization will be boosted and thus it will be at endure the competition in the market. Selection and recruitment not only replaces departing employees but all adds the workforce and puts in place workers who can perform at a high level and demonstrate commitment. If human resource management function has to remain effective, then there has to be substantial levels of teamwork. It is the human resource that ensures that, the workforce at hand is effective enough to ensuring that the goals and objectives of the organization are met through getting the best and the most qualified employees. In actual facts, in order for an organization to remain competitive, then the performance must be commendable and this can only be achieved by ensuring the workers recruited and selected have what it takes to take the organization to the next level as far as performance is concerned (Ivancevich, 2007) This therefore entails that, the human resource can help an organization meet all these objectives by ensuring the right and skilled person are in place to work towards the objectives of the organization. Human resource development After recruitment and selection, the human resource management can have organized activities which are conducted within a specific time and designed to produce behavioural change through training activities, which is referred to as human resource development (HRD) (Haslinda, 2009). This includes career planning and development, training and development, performance appraisal and change management for organizational development (Armstrong, 2000). An effective human resource develops the vital competencies that enable individuals perform current and even future jobs through planned learning activities, to the good of the organization. This development is in other words referred to as a match between individual and organizational needs. It is the work of the human resource department to ensure that, people are empowered by incorporating capacities that can be used to bring improvements of their own quality and that of the entire organization. Fostering skills development will in the long run result to competency and employee satisfaction which will then translate to employee’s retention (Wan, 2007). Employees retention on the other hand ensures that the skilled developed in the organizations are retained and thus make the organization competitive in this era. Compensation and benefits Compensation is one of human resource tools that when used effectively, successfully manages employees. It is the work of the human resource to that, the workforce is motivated as well as retained and this in the long run ensures that the skilled will be retained and utilized for the good of the organization as well as enhancing the welfare of the skilled employees. Effective human resources regularly evaluate its compensation and performance appraisal systems for this is an aspect that is visible to the employees and thus it is very important and has to be transparent (Ivancevich, 2007) This being the case, the human resource department ensures that the compensation and benefits structures and benefit plans are competitive and are designed to attract and retain a top quality workforce. This department continually monitors salary structure balancing staff needs with cost controls and ensuring that the set procedures and programs lime with the strategic objective of the organization. Health and safety Work can have positive and negative impacts on the health of individuals. When an individual is exposed to harm, the physical and mental health can be at stake. It is the work of the human resource department to ensure that, the workplace is safe and this in the long run enhances job satisfaction which improves the health and the well being of the workforce (Griffeth & Hom, 2001). It is the work of the human resource management to ensure that the health and the safety policies correlate with other human resources management policies which are implemented to secure commitment and involvement and to promote the wellbeing of employees. Reducing monotony and increasing flexibility are some of the aspects that the HR employ to enhance health (Ivancevich, 2007). Additionally an effective HR educates employees about the dangers outside the workplace as part of off the job accident prevention policy. The human resource is obliged to ensuring and recognizing that the workforce is enthusiastic, competent and committed, realize that there are some human resource management policies which can undermine weak health and safety policies and finally should show concern in preventing accidents and ill health and most importantly work towards the promotion of positive health. When the workers are healthy, absenteeism is incapacitated and therefore employee’s performance is facilitated. In the same case, safe workplaces reduce accidents, insurance and improve employee’s relations and in the long run ensure that employees are committed to quality goals (Griffeth & Hom, 2001). Employee retention For an organization to remain competitive, it must be able to retain talented employees. It is the human resource policies which reflect the relationship between management and employees (Griffeth & Hom, 2001). The HR ensures that career development and planning, and typical rewards and incentives are put in place to ensure that employees are retained. For example, employees tend to stay when they feel that their capabilities and efforts are recognized and appreciated (Legge, 2005). This is one of the aspects employed by the human resource to ensure that the workforce is appreciated and rewarded for their efforts and this increases the probability of employee’s retention which on the other hand translates to improved performance. Affirmative action The human resource ensures that, there is equal opportunity for all. This ensures that, there is no discrimination at all. This gives equal opportunity to women and the marginalized. This ensures that an organization will not miss any skill that maybe acquired from a woman or the marginalized. In other words, giving equal opportunity to all makes an organization to have diverse workforce which means that skills and experiences are also diverse to the good of the entire organization performance (Ivancevich, 2007) When the work force has trust with the management, then there are high chances that they will be satisfied and thus have improved performances. This being the case, affirmative action creates confidence on employees for it incapacitates discrimination and this it works towards ensuring the all are given equal opportunities in connection to their skills and not their gender or race. Conclusion The human resource is a vital organ in any give organization bearing in mind that, it is the human resource that ensures that the objectives and aims of the organization are met. It is a matter of fact that, managing the organization’s employees affects the company’s overall performance. To start with, the right staffing and maintenance of performance is a vital role which the human resource department play. Additionally, the HR is pivotal in developing the employees and the whole organization at large. Additionally, the development of the employees is also significant. To match with the kind of competition in the market today, there is a need to give employees substantial reasons and equipments to stay with the company and do their job exemplary well. This therefore means that, there has to be continuous growth, right compensation and benefits, work life balance and other motivational factors that the HR employ so as to get better results for the customers and the company. The HR acts as the bridge between the organization and the employees. This therefore means that, the look at the welfare of the company without exploiting the employees and vice versa. This therefore means that, this department ensures that the goals and objectives of an organization are met through satisfied and motivated employees. In this case, the HR ensures that the working conditions are conducive for employees and thus their health and safety aspects are considered. In the same case, this department ensures that the best talents are retained in the company which means that, the required expertise is never missing. When there is enough expertise, the organization is able to meet the required gaols and objectives with ease and be able to compete with others in the market. In the same case, the costs that accompany hiring and training new employees are saved to the benefit of the organization. This therefore leads to the notion that, the human resource is a very vital organ in any organization, for it helps in achieving the objectives and attains competitive advantage. References A., H. (2009). EVOLVING TERMS OF HUMAN RESOURCE MANAGEMENT AND DEVELOPMENT. The Journal of International Social Research Volume 2 / 9, 180-186. Armstrong. (2000). A Handbook of Human Resource Management Practice. (7th ed) . London: Kogan Page. Griffeth, R.W. & Hom, P.W. (2001). Retaining Valued Employees. In H. &. Heneman, Staffing Organizations, 5th edition. Sage: McGraw. Hough, L.M. and Oswald, F.L. . (2000). ‘Personnel selection: Looking toward the future – Remembering the past’. Annual Review of Psychology, 51, 631–64. Ivancevich, J. M. (2007). Human Resource Management. New York:. New York: McGraw-Hill/Irwin. Legge, K. (2005). Human Resource Management: Rhetorics and Realities (Anniversary ed). . Basingstoke: Palgrave MacMillan. Lynham, S. A. and Cunningham, P. W. . (2006). National human resource development in tansitioning societies in the developing world: concept and challenges. . Advances in Developing Human Resources 8 (1), 116–35. Marchington, M. and Wilkinson, A. . (2002 ). People Management and Development. (2nd ed) . London: CIPD. Wan, H. L. (2007). Human capital development policies: enhancing employees’ satisfaction. Journal of European Industrial Training, 31(4), 297-322. Read More