Human Resource Management Key Concepts

free essayIn the course of this human resources management course, my perception of the contribution that a human resource manager makes to an organization experienced a drastic shift. Before taking this course, I regarded HR managers as employees responsible for administering the workforce in the firm by performing operational tasks such as hiring, issuing pay slip, and giving staff the permission when they need a day or two away from work among other related duties. As we came to the end of the course, that judgement has totally changed. To the contrary, human resource management appeared to be more than just ensuring that workers report in time to their various stations. In fact, it became apparent that HR roles are strategic rather than operational. Hence, this is because human resource management (HRM) is instrumental in propelling any organization towards its set goals. Besides, the personnel is an essential part in realization of such aims making them the most valuable asset in any establishment. Therefore, accomplishment of any corporate objectives depends on the performance of employees that in turn relies on the effectiveness of strategies adopted in staff management.

From the course reading and the class discussions, HRM was understood to refer to those activities that contribute to organization’s ability to meet its objectives by providing a motivated, well-trained team, which realizes the goals of the company and the laid out strategy of their achievement. As a result, HRM functions work on two levels with the first one being concerned with hiring, motivating and developing the qualified workforce. At this level, human resource managers are expected to design selection procedures that will ensure that the firm only hires individuals with knowledge, skills, and abilities that are pertinent to various positions in the institution. At this stage, effectiveness of the HRM team can be measured through the assessment of their potential to create sustainable commitment to corporate aims and enhanced corporate performance. After hiring, HRMs move to the second level where they have to motivate the staff by providing them with benefits, satisfactory salaries, and safe working environment. The competence of human resource managers in fulfilling the second level roles is reflected in the capacity of the organization to retain talented employees and reduce the rate of turnovers, especially in the healthcare sector. HRM professions also have an obligation to engage workers through training to make certain that their knowledge and skills are up to date with the requirement of respective job descriptions.

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Apparently, the most fundamental function of human resource management involves increasing effectiveness and contribution of the personnel to the achievement of strategic organizational goals. Besides, this part is better performed in the companies where HR managers consider the strategic plan in hiring employees, testing their efficacy, and motivating them to a level where they own corporation aims by integrating them with their personal ones. Additionally, productivity of the workforce depends on the ability of HR managers to select the best applicants. Moreover, employment should always be followed by training to ensure that the recruited individuals function efficiently. If workers do their job as it is expected, HR manager’s concern should be on how to sustain their productivity through motivation. Performance appraisal and compensation form one part of the stimulation process where the HR manager has to relate the nature of the job to the method and degree of compensation. Evidentially, employees feel motivated when their leaders provide feedback about their efficiency. Consequently, HR managers need to assess and determine when the staff excellently fulfill their duties and thus communicate through compliments. Consequently, it became clear that job analysis is at the core of human resource management.

In addition to the aforementioned, compensation and benefits were considered critical elements in HRM function. In most organizations, policies related to labor are developed by the human resource department. Such strategies cover many areas including leaves, paid vacation, personal conduct, meals as well as rest breaks, disciplinary procedures, personnel safety, equal employment opportunities, and termination. Moreover, HR managers are supposed to legislate on other issues like performance appraisals, dress code, appearance, and use of mobile phones in the workplace among others. Besides, it is only through enacted policies that HR managers can be able to preside over the employees in a consistent manner and without claims of discrimination or unequal treatment. On the other hand, strategic plans provide the staff with detailed representation of what is expected from them in clear written communication. Additionally, it would be tough for the employer to document compliance with the corporate laws and regulations in the absence of written policies. In my industry, for instance, health care institutions are presumed to conform to the Family and Medical Leave Act through written communication of the workers’ rights and obligations. Therefore, these tasks belong to the responsibilities of HR managers or those who are placed in charge of the workforce even if their job description and position title is not that of a human resource manager.

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Furthermore, the HRM roles cover coordination of affirmative action and equal employment opportunity efforts. HR managers are required to be proactive in prohibiting any form of discrimination and to create equal jobs opportunities in the work environment. In their attempts, HR managers must address access and occupational discrimination to avoid having the

personnel that is dominated by only one gender, payment biases, and sexual harassment. Therefore, this starts with the enactment of policies that categorically state corporate intolerance of prejudice and discrimination of any form or degree and highlighted consequences for those who encountered violation of non-discrimination approach. Moreover, safety and health concerns appear to be an important function of HR managers as they affect productivity of workers. With regard to health, HR managers have to keep the workers’ stress level under control to avoid burnout and incidences of violent outbursts, which are common in the nursing career. Evidentially, handling anxiety of the personnel is a daunting task for human resource administration because each staff member copes with stress in a different way. For instance, an event may be stressful to one employee while to another it is just a typical day occurrence. It is the duty of the HRM team to ensure that the organization complies with the Occupational Safety and Health Administration (OSHA) concerning the hazard-free work environment.

In conclusion, I am confident that the knowledge accumulated on completion of the HRM course will be helpful in improvement of my managerial skills. It was entirely informative on how to handle key HRM concepts such as equal employment opportunities, human resource planning and strategy, employees training programs, performance appraisals, compensation and other contemporary issues. I feel that I am better prepared to assume leadership of bigger teams in the workplace where I can exercise my experience and abilities to analyze, organize, assess, enhance, complement, and understand other dynamics involved in staff management. Lastly, the course helped me advance in areas of communication, ethical management, decision-making, and structured problem resolution.