Human resource management is the strategic approach to the management of an organization's most valued assets in the achievement of the objectives of the business. Discussion made over the past few weeks about different situations of a human resource manager. These discussions such as a new study says employee tobacco use can lead to absenteeism, lost productivity, smoking breaks and health care expenditures , Shake Down in Mexico, 35 injured in a school bus crash and wireless name a top work place in Silicon Valley for 2013. The one that stands out to me is Silicon Valley because it shows the good aspect of being a Human Resource Manager.
Although many great topics were discussed over the weeks. The four that are captured here sum up the perception, reality and difficulty of being a human resource manager. Human resource is a key to the success of a company by keeping in connection with the organization's objectives and business strategies. Human resource maintains a healthy work environment between company policies and individuals. Human resource management focuses on securing, maintaining, and utilizing an effective work force, which organizations cannot survive without. Human resource management can also be described as the relationship between the employer and the employee. There are basic functions all managers perform which are planning, organizing, staffing, leading, and controlling. These represent what is often called the management process. Staffing, personnel management, or human resource management is the function for the organization to focus on today's workforce environment. It includes activities like recruiting, selecting, training, compensating, appraising, and developing. These functions are sometimes clouded by the belief that a HR manger is the bad person and often noticed when the carrying out of the enforcement of a policy that sometimes leads into termination.
This may be true, HR manager is more of a preventive measure that helps control environment and help personnel through training and other interaction before termination. A manger must possess strong leadership and ethics qualities, this allows a person to make the discussion in which sometimes is not popular. For example, the U.S. Centers for Disease and Control estimated cigarette smoking was responsible for $193 billion in annual, health-related economic losses in America -- about $96 billion in direct medical costs and an additional $97 billion in lost productivity. A new study has broken down the yearly costs associated with hiring a smoker compared with a nonsmoker. According to researchers at Ohio State University, U.S. businesses pay an additional $6,000 or so annually per smoker due to factors like absenteeism, lost productivity, smoking breaks and health care costs. Thereby creating an unpopular situation for managers to screen smokers before hiring, which creates a challenge for managers to uphold policy and avoid possible discrimination lawsuit.
In the second moodle case, the HR manager’s ethics and leadership might be tested. In this case, Mexico police officers engaging in unfair practices gave the agency an unwanted negative press release. A woman steps on a public bus with nothing but a purse in hand. A police check point finds marijuana under her seat. The woman and her husband get arrested. The husband is released to allow him to go and obtain $5000.00 for the release of his wife. Quid Pro Quo is a known unwanted practice in a company. The news became known all across the world providing a human resource problem for the government agency. This case, being part of a cultural that existed for a long time in Mexico, requires a Human Resource Manger to break status quo and do their part to ensure all employees are making good ethical decisions while representing the company in public. This is why selecting the right employee for the job is so important. A person’s performance on the job always reflects on the person that
Related Documents: A Brief Note On Human Resource Management
Human Resource Management: Employee Benefits Wednesday April 24th 2013 Human resource management has numerous areas that they cover when managing. These include Equal Employment Opportunity, Recruiting and Selecting, Training and Development and Organizational Rewards just to name a few. However, this research is about employee benefits and roles and responsibilities of Human Resources Management in administering effective Employee Benefit Programs…
Running head: hr management HR Management Michael Pappalardo Cardinal Stritch University Professor Bell MGT 445 August 19, 2013 The Human Resource role is a very critical function in any business to ensure success and prosperity. Some of the responsibilities of a human resource manager would be employee relations, recruitment, training and development, retention, and compensation and benefits. Even though there…
OLEORESINS & SPICE OIL 1.0 INTRODUCTION Oleoresins are the flavour extracts obtained by the solvent extraction of the ground spices. They have aroma of spice and possess the attributes which contribute to the taste such as pungency. All the spices contain essential oils in varying proportions which can be extracted by steam distillation. India is one of the leading producers of spices and instead of exporting raw spices, it is advisable to export value-added products. 2.0 PRODUCT 2.1 Applications…
Human Resource Management Roles Georgina Kuforiji HCS/341 05/20/2013 Instructor: Alex Kadrie What is human resource? Human Resource Management (HRM) is a department in an organization that handles very sensitive related issues in an organization. HR is also involved in the hiring process as well as the termination process in an organization. It give every employee the sense of responsibility to the growth and success of an organization. The…
Human Resource Management Roles The definition of “human resources” is all people within an organization who perform all of its activities. Human resource management is an organizational function, which helps an entire organization work together to accomplish their goals. Human resource management or HRM is in charge of personnel policies and managerial practices and performance systems that influence the workforce (Bernadin, 2007). This organizational function deals with issues…
Company Work Street Work City, Work State Work ZIP Topic 1 Strategic Perspectives Exercise 2 , Page 18 In terms of the pay system which was introduced at the Screaming Tale Restaurant, I reckon that they didn’t fulfill the criteria for effectiveness which was described in Compensation Notebook 1.1, especially the following goals of the reward and compensation system should accomplish: • Promote achievement of the organization’s goals. • Attract and retain qualified individuals. At the most…
HRM - Designing management systems to ensure that human talent is used effectively and efficiently to accomplish organizational goals. Core competence - A unique capability that creates high value and differentiates an organization from its competition. HRM functions: Strategic HRM – effectiveness, metrics, technology, planning, retention Equal employment opportunity – compliance, diversity, affirmative action Staffing – job analysis, recruiting, selection Talent management – orientation, training…
Employee recruitment: Current knowledge and important areas for future research Tran Thanh Tung_S2771500 The overall approach of this annotated bibliography is to provide descriptions and evaluations of the research mentioned in the Breaugh, J. A. (2008) article, ‘Employee recruitment: Current knowledge and important areas for future research’; and how important the recruitment process influence to employers and employee. Given the context (external recruitment), I will…
Human Resources Management Roles Kenneth Winn HCS/341 October 22 2013 Linda Armstrong Human Resources Management Roles The role of a Human resource department in a healthcare setting is becoming more and more challenging as they compete against each other for a shrinking pool of the best qualified candidates. Healthcare workers are highly trained and educated, they are not like non-skilled workers, who can work their way into a good paying job. Healthcare workers must be qualified or they…
provided minimum benefits. Private-sector employers pressed for many of these changes in negotiations with their own employees. They demanded from unions concessions on wages, benefits, and work rules. A "flexible" workforce became a key issue when management and workers sat across the bargaining table from one another. Company officials demanded the right to ignore job classifications and seniority clauses in contracts in order to reduce labour costs and increase productivity. Threats of layoffs and…