Reflective Paper
Reflective Paper – Effective Human Resources Management
Theresa Tapley
BUS 303
Dr. Kevin Righter
March 13, 2010
Reflective Paper – Effective Human Resources Management
Effective Human Resources Management (HRM) plays a major role in ensuring that an organization will survive and prosper. The HRM facilitates the most effective use of people or employees to achieve organizational and individual goals. The HRM consists of numerous activities which include, equal employment opportunity (EEO) compliance, job analysis, human resource planning, the recruitment, selection, motivation, and orientation of employees, performance evaluation and compensation, the training and development of employees, labor relations, and the safety, health, and wellness of the workforce. Effective human resources management plays a vital role in the success of an organization and is an active participant in charting the strategic course of competitiveness, productiveness, and efficiency.
An effective HRM focuses on action rather than on record-keeping, written procedure, or rules. Although the use of rules, records, and policies are incorporated, “action” is the focus. The HRM emphasizes the solution of employment problems to help achieve organizational objectives and facilitate employees’ development and satisfaction. An effective HRM is, also, people-oriented. Whenever possible, the HRM treats each employee as an individual and offers services and program to meet the individual’s needs. An effective HRM program is concerned with helping an organization achieve its objectives in the future by providing for competent, well-motivated employees. Human resources are incorporated into an organization’s long-term strategic plans to assist with ensuring that future growth needs will be adequately staffed with qualified, trained employees (Ivancewich, 2010, pg 5).
EEO and Affirmative Action
One external factor that has a powerful influence on my company's HRM function is the
Theresa Tapley
BUS 303
Dr. Kevin Righter
March 13, 2010
Reflective Paper – Effective Human Resources Management
Effective Human Resources Management (HRM) plays a major role in ensuring that an organization will survive and prosper. The HRM facilitates the most effective use of people or employees to achieve organizational and individual goals. The HRM consists of numerous activities which include, equal employment opportunity (EEO) compliance, job analysis, human resource planning, the recruitment, selection, motivation, and orientation of employees, performance evaluation and compensation, the training and development of employees, labor relations, and the safety, health, and wellness of the workforce. Effective human resources management plays a vital role in the success of an organization and is an active participant in charting the strategic course of competitiveness, productiveness, and efficiency.
An effective HRM focuses on action rather than on record-keeping, written procedure, or rules. Although the use of rules, records, and policies are incorporated, “action” is the focus. The HRM emphasizes the solution of employment problems to help achieve organizational objectives and facilitate employees’ development and satisfaction. An effective HRM is, also, people-oriented. Whenever possible, the HRM treats each employee as an individual and offers services and program to meet the individual’s needs. An effective HRM program is concerned with helping an organization achieve its objectives in the future by providing for competent, well-motivated employees. Human resources are incorporated into an organization’s long-term strategic plans to assist with ensuring that future growth needs will be adequately staffed with qualified, trained employees (Ivancewich, 2010, pg 5).
EEO and Affirmative Action
One external factor that has a powerful influence on my company's HRM function is the
References: Anonymous. (2010). When voting isn’t Private. Retrieved on February 26, 2010 from website: http://www.unionfacts.com/articles/cardCheck.cfm Bradley, J. (2002). National Institute for Occupational Safety and Health. Retrieved on 3/1/2010 from website: http://www.cdc.gov/niosh EEOC Office of Legal Counsel staff members (2006). Title VII: Affirmative Action. Retrieved on February 12, 2010 from website: http://www.eeoc.gov/eeoc/foia/letters/2006/vii_affimative_action.html Frontline. (2002). A Dangerous Business. Frontline Interview with John Henshaw. September 30, 2002. Retrieved on 3/2/2010 from website: http://osha.gov International Labour Organization. Retrieved on February 11, 2010 from website: http://wwwilo.org Ivancevich. J. (2010). Human resource management (11th ed.). Boston: McGraw-Hill. ISBN: 9780073381466. US Department of Health and Human Services. Retrieved on February 10, 2010 from website: http://www.hhs.gov/ohr/workforce/wfpguide.html