Reflective Paper on HR Management
Reflective Paper on HR Management
Suzanne Ewert
BUS303: Human Resources Management
Professor: Mary Wright
11/11/2014
This paper is going to discuss the importance of a good Human Resource department. Their role is essential to finding and keeping exceptional employees. HR department needs to be sensitive to the Equal Employment Opportunity and Affirmative Action laws. HR department needs to have EEO and Affirmative Action laws in mind when they hire employees. This requires planning, recruitment, and selection of the appropriate employees. HR is responsible for the training, safety training and evaluating employees which includes determining if the training affected employee behavior. Compensation and benefits are things that the HR department can offer to keep good employees.
EEO and Affirmative Action laws are important for a company to follow to the letter to avoid fines and lawsuits. This is the thought process for most companies, but embracing diversity will greatly benefit the company. “Diversity management does not only recognize but also values and harnesses workforce differences, such as individual characteristics, backgrounds, orientations and religious beliefs, so that individual talents are being fully utilized and organizational goals are met” (Shen, Chanda, D’Neto, and Manga, February 2009). This course, BUS303, has taught the importance of embracing diversity in the employees that a company hires. The patients that the healthcare center cares for should be reflected in the types of employees hired.
Another often overlooked area of discrimination is women in the workforce. “There is evidence that training programs present lower rates of female participation, becoming an obstacle to women’s career advancement and access to managerial positions worldwide (Powell and Butterfield 1994). Also “women are also widely excluded from informal networks and experience difficulties in the establishment of mentoring relationships.
Suzanne Ewert
BUS303: Human Resources Management
Professor: Mary Wright
11/11/2014
This paper is going to discuss the importance of a good Human Resource department. Their role is essential to finding and keeping exceptional employees. HR department needs to be sensitive to the Equal Employment Opportunity and Affirmative Action laws. HR department needs to have EEO and Affirmative Action laws in mind when they hire employees. This requires planning, recruitment, and selection of the appropriate employees. HR is responsible for the training, safety training and evaluating employees which includes determining if the training affected employee behavior. Compensation and benefits are things that the HR department can offer to keep good employees.
EEO and Affirmative Action laws are important for a company to follow to the letter to avoid fines and lawsuits. This is the thought process for most companies, but embracing diversity will greatly benefit the company. “Diversity management does not only recognize but also values and harnesses workforce differences, such as individual characteristics, backgrounds, orientations and religious beliefs, so that individual talents are being fully utilized and organizational goals are met” (Shen, Chanda, D’Neto, and Manga, February 2009). This course, BUS303, has taught the importance of embracing diversity in the employees that a company hires. The patients that the healthcare center cares for should be reflected in the types of employees hired.
Another often overlooked area of discrimination is women in the workforce. “There is evidence that training programs present lower rates of female participation, becoming an obstacle to women’s career advancement and access to managerial positions worldwide (Powell and Butterfield 1994). Also “women are also widely excluded from informal networks and experience difficulties in the establishment of mentoring relationships.
References: Jackson, E. (2010, January 9). Ten Biggest Mistakes Bosses Make In Performance Reviews - Forbes. Information for the World 's Business Leaders - Forbes.com. Retrieved from http://www.forbes.com/sites/ericjackson/2012/01/09/ten-reasons-performance-reviews-are-done-terribly/ Pittenger and LimBybliw, 9/12/2013. INSTRUCTIONAL DESIGN AND ASSESSMENT: Peer-Led Team Learning in an Online Course on Controversial Medication Issues and the US Healthcare System. University of Minnesota College of Pharmacy, Minneapolis, Minnesota. Pg. 1-8 Shen, Jie, Chanda, Ashok, D’Neto, Brian and Manga, Minjit (February 2009). Managing diversity through human resource management: an international perspective and conceptual framework. The International Journal of Human Resource Management. Vol. 20, No. 2, pg. 235-251. Tappero, Julie, (November 27th, 2012). What Washington State’s Marijuana Legalization Means for Employers. West Sound Work Source. Downloaded 10/17/2014 from: http://www.westsoundworkforce.com/employer-articles/what-washington-state-marijuana-legalization-means-for-employers/. United State Office of Personnel Management, January 2001. A Handbook for Measuring Employee Performance: Aligning Employee Performance Plans with Organizational Goals. Performance Management Practitioner Handbook. Youssef, C. (2012). Human resource management. San Diego, CA: Bridgepoint Education. This text is a Constellation™ course digital materials (CDM) title.