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Identify the Main Issues in the Chosen Area
When companies try to distinguish between applicants who hold requisite job abilities and ones who do not, it is important that companies severely follow all the regulations and laws affecting recruitment. For example, from the very first phases of recruitment, like the screening stage, companies need to clearly show equal opportunity for all candidates in spite of their sex, age, religion, or ethnic backdrop. Additionally, companies need to cautiously assess their job postings and other recruitment means for ensuring that the language does not suggest any biased preferences. The companies need to clearly outline and state their job selection criteria and should be capable of justifying the recruitment or rejection decisions formed regarding any candidate if company’s recruiting approaches come under question regarded discriminatory. HR functions like a partner within the company’s strategic planning procedure that involves developing the organizational vision, mission, objectives and approaches.
The company’s strategic planning procedure then directs the HR planning procedure, taking in the implementation of the environmental analysis and examining and foreseeing demand and supply for external and internal labor. For improving organizational performance, all HRM functions should be systematically related to HR planning. After pay structures, ranges and grades have been set, a company could decide amongst several different kinds of pay. The most frequently adopted kinds of pay include hourly pay, piece rate pay and competency based pay. Additionally, decisions linked with pay level and structures could impact organizational outcome. Placing together a compensation plan for domestic, local or global staff members is not an easy task. Companies frequently find it challenging making available competitive compensation for employees throughout geographic locations. Further, employees now look for organizations that grant opportunities for learning, growth, and career advancement. Organizational training and development programs can serve this purpose and can therefore be used as nonmonetary rewards. As a result, it can be stated that companies must offer equal opportunities to all its staff members. It must make sure that it has in place effective planning, recruitment and selection strategies to appoint highly expert candidates for the desired job position. There must also exist, sound and positive relationship among employees and among employees and employers. The pay rates set by the company must realistic and appropriate.
Demonstrate New Learning that has Occurred
I gained a good knowledge about different human resource management concepts. I learnt that corporations should maintain proper records of all recruiting practices. When members of the generation of Baby Boomer start retiring it is important that corporations hold capable people having sound leadership abilities for replacing them. It acquainted me with the fact that recruitment and all HR practices are directed through the Civil Rights Act of 1964. This act is split into various different groups known as titles, where each handles specific aspects of discrimination—like voting rights, public education and public accommodations. For a company, discrimination takes place at the time when a staff member is treated in a different way because of lawfully protected aspect like gender, race, religion, ethnic background or national origin. I came to know that the HR is also capable of assessing the present status of the company and developing the strategies required for moving the company from its present position to its future wanted one. These approaches are after that executed, examined and assessed in opposition to the overall corporate strategic plan for computing their involvement in the company’s overall success. Companies make use of job market like a information source when they pull together compensation plans for the staff members.
Include Class Activities or Incidents that Facilitated Learning and Understanding,
The class activities and incidents proved to be highly knowledgeable. They provided a good insight of several HRM approaches that are prevalent in all companies today and form an important part of the business environment. Although, all class activities were knowledge imparting but there was one particular incident that proved to be very gainful. There was an incident when an individual belonging to white race was given more preference over the black. On account of such unethical act the instructor practicing such discrimination act was penalized by the top authorities. Discrimination on accounts of gender, race, tradition, cultural background and others is considered as being unlawful act and should be seriously prevented. In the present day, it is considered as being the responsibly of all institutes and organizations to regard all individuals in an alike manner and offer them equal opportunities. By doing so, they can ensure sound and healthy operating and working environment free from any type of partiality. The government has also introduced several acts that compel institutes and companies to act ethically or else they would have to face the consequences.
Identify Specific Current and/or Future Applications and Relevance to your Workplace
The company makes sure that it offers equal employment opportunities to all irrespective of their background. The company carefully reviews job advertisements as well as other recruitment means for ensuring that the language doesn’t propose any discriminatory preferences. The company clearly states and outlines job selection criteria and is capable of justifying the rejection or hiring decisions formed with respect to any candidate in case if it is recruiting practices are under question of being discriminatory. As a result, the company keeps well-organized account of all recruiting practices. For a company, discrimination takes place at the time when a staff member is treated in a different way because of legally protected features like gender, race, religion, national origin, or ethnic backdrop. In addition, the company is capable of assessing the present position of the company and has adopted strategies for moving the company from its present state to its future needed one. These approaches are after that executed, examined and assessed in opposition to the overall corporate strategic plan for computing their involvement in the company’s overall success (Paauwe and Boon, 2009). The strategic HRM process of the company involves job analysis as well as design, selection, recruitment, performance appraisal, development and training, compensation and lastly, advantages administration.
In case if the staff members seem to be doing below set standards, such appearance might show that extra staffing, motivation or training should be integrated within the HR planning cycle. Moving ahead, the company chiefly makes use of competency-based pay. Competency-based pay is diverse from rest compensation pay types where a staff member isn’t paid for his/her capability of performing the duties and tasks needed for a job (Conaty and Charan, 2011). Moreover, there are basically two kinds of competency-based pay i.e. KBP (knowledge-based pay) and SBP (skill-based pay). For that reason, competency-based pay rewards staff members on the basis of their capability to acquire and learn additional abilities or increase their knowledge that in turn aids them in becoming valuable assets for a company. In this situation, training could be utilized like a means for helping employees attain abilities in particular spheres which would aid the company accomplish its objectives and goals. In simple terms, competency-based pay rewards staff members for what they could do along with the skills and knowledge they learn or possess, instead of for the jobs they are carrying out. Further, at all times the company makes sure that the employees are offered safe working environment. At every point it is ensured that no harm is caused to the employees during their working hours or because of company’s operations. The company also ensures sound relation between employees and with their managers. Proper flow of facts and regular communication is done to ensure proper flow of information all through the company and at different levels.
Reflect the Potential Impact to your Future Career Plans or even in your Personal Life at Home
The different aspects of human resource management part of this paper brought to light different concepts that can prove to be highly beneficial in my future career and different stages of my professional life. It can be stated that companies should treat all its employees in just manner should not favour any particular employee over others. When the Baby Boomer generation starts retiring, it is highly necessary that firms have capable staff having sound leadership abilities for replacing them. Recruitment, together with other HR practices is directed through the Civil Rights Act of 1964. This particular act is split into various sections, known as titles, each of which handles specific aspects of discrimination such as public accommodations, voting rights and public education. The act ensures equal opportunity with respect to employment and encouraged the development of the Equal Employment Opportunities Commission (EEOC) for administering and enforcing federal civil rights regulations. In the present day, the EEOC inflicts regulations, which proscribe discrimination grounded upon ethnic backdrop, sex, religion, national origin, age or disability. Such regulations apply not just for employee selection and recruitment but also to other human resources activities like training, compensation and promotion (Paauwe and Boon, 2009). It is vital to observe that discrimination regulations are extremely pertinent to candidates who are not still appointed by the company. Those candidates are entitled for equal opportunities prior they even enter the company.
For improving corporate performance, it is important that HR functions are systematically related to HR planning. For instance, the governmental impacts, geographic characteristics, economic conditions, competitive factors and changes in workforce patterns could be recognized during the environmental scanning phase of Human Resource planning (Paauwe and Boon, 2009). Such forces could then straight notify the compensation design and benefits packages for attracting and retaining the correct staff members. Together with gap examination, external and internal labor demand and supply could be examined and forecasted—straight away informing job design and analysis, selection, recruitment, training and lastly, development (Conaty and Charan, 2011). This procedure safeguards significant workforce abilities and maximizes the company’s ability set. In return, several HRM procedures could offer important feedback for succeeding stages of HR planning. Moving ahead, after pay structures, ranges and grades have been set, a company could decide amongst several different kinds of pay. The most frequently adopted kinds of pay include hourly pay, piece rate pay and competency based pay (Paauwe and Boon, 2009). Additionally, decisions linked with pay level and structures could impact organizational outcome. Moreover, employees now look for organizations that grant opportunities for learning, growth, and career advancement. Organizational training and development programs can serve this purpose and can therefore be used as nonmonetary rewards.
Conaty, B. and Charan, R. (2011). The Talent Masters: Why Smart Leaders Put People Before Numbers. Crown Publishing Group.
Johnason, P. (2009). HRM in changing organizational contexts, In D. G. Collings & G. Wood (Eds.), Human resource management: A critical approach, London: Routledge.
Paauwe, J. and Boon, C. (2009). Strategic HRM: A critical review, In D. G. Collings & G. Wood (Eds.), Human resource management: A critical approach, London: Routledge.
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