Essay Sample On Human Resource Management
Type of paper: Essay
Topic: Workplace, Human Resource Management, Employee, Organization, Human, Management, Nursing, Compensation
A well-executed human resource management function is essential to an organization in achieving set goals and objectives. It is a function within an organization executed by a team or individual participation. It focuses on recruiting, managing and providing guidance to people working or expected to work in an institution to effectively meet the goals and aims set. It involves a wider approach to staff and workforce in an institution. It deals with issues such as hiring, compensation, performance evaluation, organizational development, welfare, benefits, motivation, communication streamlining, administration and training to ensure the fulfillment of every responsibility. That involves a strategic approach to managing people and the work environment so that every individual in their respective sector is productive and hence contributes to achieving the goals of productivity, sustainability, and profitability. People have different abilities and talents in any organization and the abilities, skills, talents and proper management help make the most out of it. A competent human resource management approach is a very important factor in any institution. It manages and makes use of the skills, abilities and talents of the people involved which is valuable efficiency, effectiveness, and profitability.
In this paper, the primary function of human resource management of increased effectiveness and employees’ contribution in an organization to meet set goals and aims will be discussed. The paper will show contributing aspects in human resource management and discuss how they are executable individually and jointly in order to perform the primary employees’ management function.
EEO and Affirmative Action
Many organizations today run in cosmopolitan environments with different people possessing different skills and abilities. The organizations, however, have different operational work demands and specifications. In that case, employees’ recruitment is from a diverse ground to contribute towards the organization’s operation. Equal employment opportunity is an important factor that an organization planning to succeed should consider. Organizations should seek or invite employees surpassing the borders of discrimination on the basis of non-professional matters like color and origin and instead create a level platform that will get the professional and suitable candidates into the organizational workforce. Affirmative action, on the other hand, concerns the standards set by the employer to proactively recruit and hire employees. It is to a large extent a moral concern about the people seeking recruitment. The human resource management, in this case, plays a critical role and has an obligation to develop diversity so that employees are not disadvantaged. The team requires developing strategies that will surpass the social boundaries in creating an organization workforce. Before recruiting, human resource managers need to create a level field by advertising evenly to ensure that every potential candidate is aware. Currently, advertisements are carried out through every avenue including print and online to get to as many people as possible targeted.
In nursing, for instance, equality and fairness are vital, and the employees’ treatment and handling are in accordance with the same principles. With that, the human resource team has to formulate an approach that will cater for diversity and treat the people equally in an organization. That will enable the employees to relate productively and coordinate in order for more productivity at work. The growing nursing care institutions, for example, need many nurses and other employees to handle different functions. That means it is upon a competent human resource management team to ensure that professional input from different groups gets incorporated into the organization. In a dynamic social and professional environment, human resource team should foresee potential and current problems and together with past experiences formulate policies that can be used to create an optimal solution. The team has to be in constant research and study. With equality at the organizational level, people are focusing on diverse options and breaking away from the traditional limitation of groups and norms.
Human Resource Planning, Recruitment, and Selection
Human resource management is responsible for contributing to setting a corporate strategy outline to aid in setting and achieving goals and objectives. In that case, the human resource team is instrumental in managing an organization’s workforce, which is considered a valuable asset. The role is to ensure there are no shortages or surpluses of employees in an organization and tasks are running productively and sustainably. That involves a detailed assessment of departments or units within the organization to set up a need to recruit or transfer or lay off. Internal analysis, in this case, applies, and it serves to identify future tasks that an organization needs to match up to both internal and external demands. That will provide a platform to foresee the future of the company and its position. Recruitment is an activity that involves adding employees in an organization to replace or in a search for skill to perform certain functions. Human resource teams have a task to recruiting employees. In order to fulfill the main aim of recruitment, a selection process is necessary. In selection, a careful and comprehensive analysis is in order to get the most suitable employee who will carry out a given task skillfully and professionally. The selection process should incline towards certain objectives such as inclusivity. That means the EEO and affirmative action principles are involved in order to select the most suitable out of a broad option. For a productive organization, the employees have to display a certain level of skills and degree of knowledge or experience.
For professional fields like nursing, it requires that the recruitment and selection process gets defined by a standard factor developed from an organizational plan. That will ensure that the organization has enough workforce, and every task gets executed according to the plan. Long-term plans have developed recurrent procedures like the annual recruitment of nurses and retirement of senior employees at a certain age. Selection processes have also ensured that only the people who meet set thresholds join an organization’s workforce. For a defined selection process, human resource teams need to carry out extensive job analysis and design to define competence levels required and to give a definite job description. That will help in selecting from a possible multitude to end up with the most qualified. Every organization has job descriptions and specifications that require employees to undergo tests or interviews to prove their ability, skills and personality in relation to the jobs on offer. That has enabled more professional and well-defined working environments. People have also taken initiatives to study further to improve their skills and keep the relevance at their workplace. Today, studies get narrowed down to focus on particular subjects or skills to fit into a particular job.
Human Resource Development
Human resource management executes functions and brings initiatives that will improve performance of individuals or groups in the organization. Developing the employees involves improving their abilities or skills through career development and training. That will expand a member or group’s capacity through methods like in-house programs, professional programs, coaching and mentoring. That will certainly equip the employees adequately to meet demands and to counter complicated challenges and consequently increase their input and contribution. It also increases the employees’ competency and prepares them for future tasks and higher roles. It is through the development function that exceptional or progressive skills and roles get determined to effect a cultural change or to facilitate promotions to higher offices. That grows the company by shifting talent and skills to more deserving promotions. Currently, most organizations are sponsoring their employees to pursue further studies in response to the demanding and dynamic nature of work. There are also special employees’ leave periods allowed to pursue further learning or training. In the nursing career, for example, the professionals should regularly undertake studies and get involved in more research. Inclusion of libraries and personal offices allow the professionals to keep up with studies or research to keep up with the dynamic scenes. That encourages seeking to join a particular organization in order to grow further gradually from its initiatives or programs. Training and other development initiatives should be according to a standard plan and should incorporate every worker equally across the departmental or rank divide. The human resource team should identify and reward the deserving employees.
Compensation and Benefits
Compensation and rewarding are important for the satisfaction, motivation and preservation of the employees of an organization. So that an organization runs effectively, a system should be in place that ensures that the input from the employees gets adequately compensated while still running a sustainable operation. That means the human resource managers need to devise compensation and rewarding system based on the organization’s accounts and the input of the employees. Compensation plan has to be sustainable and cost-effective to ensure it does not harm the company but rather increases the performance. Salaries, allowances, and promotions fall into this category, and it is one of the most important concerns of employees. Compensation plans whether base pay, variable pay or incentive systems needs to be proportional to the input of the employees. Commonly, salaries and wages depend on the nature of the job and the number of hours worked. Commissions are also compensation types involved in variable pay system, and incentives are compensation systems used to reward individuals or groups beyond their normal expectations. Overwork time and input is a common way for salaried and waged employees to increase their compensation. To complement salaries, benefits such as social security benefits and welfare related costs are another obligation of the human resource teams. Human resource management also identifies and rewards exceptional performance and input, and that leads to initiatives like promotion or other rewards. It serves to motivate the employees greatly to work harder, and consequently the company also benefits. Currently, most organizations have compensation systems set in respect of current financial matters, and fair plans will attract more skilled employees. Comprehensive plans tend to attract more skilled employees and in turn improve the performance of the company. Promotions in regard to skill and input exceptionalism play a role in motivating employees to improve. Social and other rewards complementing salaries are a major concern of all employers and should be incorporated into their plans and system.
In the nursing career, for instance, compensation system is salary based, and it is designed to respect rank and nature of the job. However, rationalization ensures that every deserving employee receives adequate and comprehensive compensation. Allowances and benefits in regard to the risks and effort of the nurses get included in compensation plans and are standard. Promotions, on the other hand, are skill and experience based in respect to the nature of nursing career. That means that more training and experience on the job will earn the nurses a promotion and human resource managers adopt that to ensure that it is regularly done to motivate nurses in the demanding healthcare sector. Compensation and benefits concern has driven dreams and professional efforts towards aiming at better companies that have better remuneration systems and plans. That is the reason profitable organizations have a history of adequate compensation plans.
Safety and Compensation
The responsibility to ensure employees are safe and working in a proper environment lies with the human resource managers. Safety is a major concern especially in sensitive fields like the nursing sector. Measures exist to ensure all employees are safe and in case of accidents or unexpected happenings, then the organization has to come up with a plan to compensate the employees. That is usually developed early to ensure that the employees get covered. Organizations have resorted to insurance policies and initiatives meant to compensate the employees. Most companies today enroll all their employees to insurance firms to ensure that any accidents do not harm the company performance. Also, the welfare of the employees get included in the safety plan of most companies including shelter and other needs. Human resource teams have ensured that the welfare of the employees is well taken care of in order to maximize their performance.
Nursing organizations have major concerns towards safety and their health following contact with diverse patients. That requires a safe environment complete with necessary equipment and measures to ensure the activities run normally with the safety of nurses at the center. That has enabled nurses handle patients with all sorts of illness and complications to fulfill the goal of attending to patients. There are legal frameworks today in place to ensure employees are adequately compensated in case of accidents or safety compromises. That enabled venturing into otherwise risky commercial or organizational fields like medicine possible in order to keep them running.
Employee and Labor Relations
Every organization gets governed by internal and external/federal policies that the human resource teams should be aware of and work to ensure the policies are not breached. The organization should develop a healthy and fair association with the employees and that cuts across all sectors. Employees should get fair, equal and sufficient treatment in regard to recruitment, remuneration, benefits, promotions and the working environment. The working environment should be favorable, and the private matters of the employees respected including health, welfare, and other social factors. Most importantly, in this case, are the fair treatment and the number of employees required.
It is required that every organization, private or public, conform to standard laws and regulations set by the governing bodies that ensure employees’ fair treatment. That means that the human resource teams need to be up to date concerning policy and law matters. In nursing, issues like when to hire or lay off, minimum wage, promotion and working environments are all law stipulated. Currently, running an organization concerned with healthcare, for instance, external governing bodies have to carry out audits and general oversight to ensure that the employees are treated and handled fairly. Private organizations, however, have custom regulations governing the employees’ operations and functions. The policies and laws are instrumental in ensuring that jobs are properly and comprehensively defined so that employees are aware of their responsibility. That enables career pursuant to diversify or to choose the most suitable career taken care of by the federal or public policies.
The human resource functions are very dependent on each other and while executing a specific function; the others have to feature to create a sustainable system that will ensure the organization runs smoothly. However, emphasis is laid on the employee and labor relations functions as it is the basis of plans formulation. It is through this function that future and current employees become the concern of the employers. The internal and external working environments concerns are taken care of by this function to a large extent.
The dynamic nature of human resource and working environments including factors like technology, globalization, and many more human resource managers have to stay steadfast to keep up with the trends. That will enable the development of plans that will ensure the organizations run sustainably and profitably. Nursing organizations are an example of one dynamic field that requires a proper plan. That will ensure there are sufficient nurses to meet the demands of patients and to have working schedules that are fair for the institution to run successfully (Sharma & Goyal, 2013).
The success of an organization depends on the available resources and, for this reason, management and control will assist in achieving set goals and objectives. In order to balance the need for input and cost reduction, human resource management must become aware of the current economic, social, and political issues. It will enable them create future-oriented plans that will not compromise or change the plans and objectives of the organizations (Jackson & Rowley. 2010. p. 99). Human resource management remains very important in any organization.
Jackson, K., & Rowley, C. (2010). Human Resource Management: The Key Concepts. Routledge Publishers.
Sharma, D. K., & Goyal, R. C. (2013). Hospital Administration and Human Resource Management. PHI Learning Pvt. Ltd.
Youssef, C. Human Resource Management. Bridgepoint Education Inc.