Human Resource Management Self Reflection
Human Resource Management Self Reflection
Tony Latta
BUS 303 Human Resources Management
Fred Jackson
9 January 2011
To be a successful business I have learned that the company must have a great Human Resources Management (HRM). As a future leader, I learned how to support Human Resources (HR) with business plans. I have recognized the impact of external and internal environments within the company; design HR systems to promote positive behaviors among employees, establish staffing and compensation systems to attract, retain and encourage the best employees, understand employee relations, manage change during difficult times and influence these strategic HR skills that add important value to business decision-making. As society and organizations grow and become more complex, HRM functions continue to expand into many areas vital to organizational growth and success. To understand and apply human resource functions it must cover Equal Employment Opportunity (EEO) and Affirmative Action, Human Resource Planning, Recruitment, Selection, Human Resource Development, Compensation and Benefits, Safety and Health, and Employee Labor and Relations. I have learned that it doesn’t take one tool but takes all of these tools to accomplish the mission. In this paper I will reflected on what I have learned in this class but I explain how my own company work and how I will put forth my learning’s to be a better more efficient and quality producing place of work.
EEO and Affirmative Action is the first step in HRM. It is these steps that a HR member must look into to hire new personnel. The definition of EEO is “forbidding the discrimination against anyone. It attempts to ensure that all applicants, males-females and all races have a fair opportunity in a hiring process, in competing for promotions, and equal access to training/professional development opportunities” (IVANCEVICH, 2010). While using EEO, HR must also develop EEO policies and programs to prevent
Tony Latta
BUS 303 Human Resources Management
Fred Jackson
9 January 2011
To be a successful business I have learned that the company must have a great Human Resources Management (HRM). As a future leader, I learned how to support Human Resources (HR) with business plans. I have recognized the impact of external and internal environments within the company; design HR systems to promote positive behaviors among employees, establish staffing and compensation systems to attract, retain and encourage the best employees, understand employee relations, manage change during difficult times and influence these strategic HR skills that add important value to business decision-making. As society and organizations grow and become more complex, HRM functions continue to expand into many areas vital to organizational growth and success. To understand and apply human resource functions it must cover Equal Employment Opportunity (EEO) and Affirmative Action, Human Resource Planning, Recruitment, Selection, Human Resource Development, Compensation and Benefits, Safety and Health, and Employee Labor and Relations. I have learned that it doesn’t take one tool but takes all of these tools to accomplish the mission. In this paper I will reflected on what I have learned in this class but I explain how my own company work and how I will put forth my learning’s to be a better more efficient and quality producing place of work.
EEO and Affirmative Action is the first step in HRM. It is these steps that a HR member must look into to hire new personnel. The definition of EEO is “forbidding the discrimination against anyone. It attempts to ensure that all applicants, males-females and all races have a fair opportunity in a hiring process, in competing for promotions, and equal access to training/professional development opportunities” (IVANCEVICH, 2010). While using EEO, HR must also develop EEO policies and programs to prevent
References: Army Peoples Center (January 2008). ARMY COMPENSATION FACT SHEET. Retrieved from http://www.usa.mil/shared/media/document/AFD-080129-141.pdf Occupational Safety and Health Administration (2011). Job Safety and Health Protection Act. Retrieved from http://www.bu.edu/hr/policies/federal-and-state-laws/job-safety-and-health-protection-act/ Ivancevich, J. (2010). Human resource management (11th ed.). Boston: McGraw-Hill. ISBN: 9780073381466. DEPARTMENT OF THE ARMY (5 February 2009). ASC 3S1X1 - EQUAL OPPORTUNITY. Retrieved from http://www.deomi.org/eoadvisortoolkit/documents/CFETP3S1X1.pdf