Rhonda S. Culvahouse
Human Resource Management and Its Importance to Businesses Today MGT 445 Human Resource Management
Professor Robert Borger
June 4, 2009
Human Resource Management and Its Importance to Businesses Today Introduction
In order to understand what Human Resource Management is, one must understand what a resource is. Resources are assets that one has access to, and therefore, can rely on. In our own personal lives we rely on resources of various types such as our money, our vehicles, and our families, all of which are personal resources. Businesses also rely on assets such as money, equipment, and personnel or employees in order to be successful. Therefore, Human Resource Management (HRM) is the management of a business’s employees. HRM is handled differently by every business with larger businesses utilizing an entire department dedicated to this function; however, smaller businesses may combine their HRM functions with other tasks of the company. One definition of HRM that I found quite fitting is: “Human Resource Management is the function performed in organizations that facilitates the most effective use of people (employees) to achieve organizational and individual goals” (Ivancevich, 2010, p. 4). (I like this introduction. Your writing is clear and concise.) So, the question arises – Why is HRM so important to businesses today and which human resource management task(s) is the most important to an organization’s success? For organizations today to be effective there are three elements that are critical: “(1) mission and strategy, (2) organizational structure, and (3) HRM” (p. 9). Thus, HRM plays a major role in everyday business practices and in the effective use of personnel or employees of the company. “Every business issue has HR implications” (p. 11; Rendero, 1990, p. 24). There are a variety of HR areas in every organization, no matter the size, from laws put into place by our federal and state governments to salaries as well as others that are critical. Let’s take a look at these tasks and see if there is any one that is more important than the other. Before jumping into issues involving employees directly, I would like to touch on an area that businesses must comply with in order to be successful with minimal law suits. This area is called Equal Employment Opportunity or EEO. This is the area where policies and procedures begin and involve every aspect of the organization (Ivancevich, 2010, p. 65). “Title VII of the 1964 Civil Rights Act prohibits covered entities from discriminating against employees on the basis of race, color, religion, sex, or national origin. The act prohibits discrimination with regard to any employment condition including hiring, firing, promotion, transfer, compensation, and training programs” (p. 67).
Organizations that Title VII applies to are private and labor organizations that have more than 15 employees, federal, state and local government employers as well as employment agencies (p. 67). Some areas under Title VII that employers must comply with are sexual harassment, pregnancy discrimination, religion minorities and English-only rules (p. 67-74). The Civil Rights Act of 1991 expanded many rules of Title VII which added compensatory damages to plaintiffs who were involved with the violations of these Acts. Other laws that have been put into place are the Equal Pay Act of 1963, Age Discrimination in Employment Act of 1967 and the Rehabilitation Act of 1973 which was updated by the Americans with Disabilities Act of 1990 (p. 74-77). As to state laws, “Virtually every state also has some form of equal employment law” (p. 77). (Good use of text research and information on the required topic.)
During the many years that I worked as a paralegal for various law firms, several cases come to mind that I worked on involving discrimination. The cases that seemed to play out largely against an organization were those involving racial...
References: (Anonymous, 2007, Aug. 10, Making Training and Development Work – a Best Practice Guide, Business Wire. Retrieved on May 19, 2009 from ProQuest (DOI: 1318173111).
Breaugh, J. (1994), Recruitment: Science and Practice, Boston: Kent.
Ivancevich, J. (2010), Human Resource Management, 11th Edition, New York: McGraw-Hill Companies, Inc.
Johnson v. Transportation Agency, 480 U.S. 616 (1987),
Paton, N. (2008), Accentuate the positive, Personnel Today, p. 20.
Racine, T., 2009, May 5,. Strategic Planning Notes, KCSL.
Rendero, T. (1990, Aug.) HR Panel Takes a Look Ahead, Personnel, p. 24).
United States Steelworkers of America v. Weber, 433 U.S. 193 (1979).
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