Human Resource Management
Human Resource Management
The primary function of human resource management is to increase the effectiveness and contribution of employees in the attainment of organizational goals and objectives. There are many areas to the HRM process such as Human Resources Management and being a manager, being an employee and their goals, Human resource planning and recruitment, and selection, performance management, EEO and Affirmative Action, Human resources development, Compensation and benefits, Safety and Health, and Employee and labor relations. Identifying the main issues, identifying current and future pathways is all part of the Human resource management field.
Being a human resources manager is no mundane task especially these days in age. Not too long ago in time a human resources manager had less to worry about with their employees because of the lack of technology and so forth. Times have changed and with the times changing, so does the roll of the human resources manager. I used to be as simple as training an employee and they would do their job and if they didn’t then they would get fired. This day in age a HR manager has many extra steps they have to take with an employee. An employee will be trained and directed to do their job. If they do not do their job satisfactorily then the manager will retrain and give some extra pushes and material to learn. Unfortunately technology has changed and an employee has much more distractions these days with things like cell phones, face book, twitter, MySpace and other social media sites and games online an employee can slack off whenever they would like to and not have to do their jobs sufficiently until they get caught. But, then again, a human resources manager has to be there to make sure that they are increasing the effectiveness and contribution of their employees in the attainment of organizational goals and objectives.
One way of going about making sure we have the right person for the job would be employee
The primary function of human resource management is to increase the effectiveness and contribution of employees in the attainment of organizational goals and objectives. There are many areas to the HRM process such as Human Resources Management and being a manager, being an employee and their goals, Human resource planning and recruitment, and selection, performance management, EEO and Affirmative Action, Human resources development, Compensation and benefits, Safety and Health, and Employee and labor relations. Identifying the main issues, identifying current and future pathways is all part of the Human resource management field.
Being a human resources manager is no mundane task especially these days in age. Not too long ago in time a human resources manager had less to worry about with their employees because of the lack of technology and so forth. Times have changed and with the times changing, so does the roll of the human resources manager. I used to be as simple as training an employee and they would do their job and if they didn’t then they would get fired. This day in age a HR manager has many extra steps they have to take with an employee. An employee will be trained and directed to do their job. If they do not do their job satisfactorily then the manager will retrain and give some extra pushes and material to learn. Unfortunately technology has changed and an employee has much more distractions these days with things like cell phones, face book, twitter, MySpace and other social media sites and games online an employee can slack off whenever they would like to and not have to do their jobs sufficiently until they get caught. But, then again, a human resources manager has to be there to make sure that they are increasing the effectiveness and contribution of their employees in the attainment of organizational goals and objectives.
One way of going about making sure we have the right person for the job would be employee
References: Arnold, N. Scott, 1998. “Affirmative Action and the Demands of Justice,” Social Philosophy and Policy, 15 (Summer): 133–175. Graham, Hugh Davis, 1990. The Civil Rights Era: Origins and Development of National Policy 1960–1972, New York: Oxford University Press. Youssef, C. (2012). Human Resources Management. San Diego: Bridgepoint Education, Inc.