Human Resource Management Self Reflection

Topics: Human resource management, Human resources, Recruitment Pages: 6 (2080 words) Published: January 23, 2012
Human Resource Management Self Reflection
Tony Latta
BUS 303 Human Resources Management
Fred Jackson
9 January 2011

To be a successful business I have learned that the company must have a great Human Resources Management (HRM). As a future leader, I learned how to support Human Resources (HR) with business plans. I have recognized the impact of external and internal environments within the company; design HR systems to promote positive behaviors among employees, establish staffing and compensation systems to attract, retain and encourage the best employees, understand employee relations, manage change during difficult times and influence these strategic HR skills that add important value to business decision-making. As society and organizations grow and become more complex, HRM functions continue to expand into many areas vital to organizational growth and success. To understand and apply human resource functions it must cover Equal Employment Opportunity (EEO) and Affirmative Action, Human Resource Planning, Recruitment, Selection, Human Resource Development, Compensation and Benefits, Safety and Health, and Employee Labor and Relations. I have learned that it doesn’t take one tool but takes all of these tools to accomplish the mission. In this paper I will reflected on what I have learned in this class but I explain how my own company work and how I will put forth my learning’s to be a better more efficient and quality producing place of work. EEO and Affirmative Action is the first step in HRM. It is these steps that a HR member must look into to hire new personnel. The definition of EEO is “forbidding the discrimination against anyone. It attempts to ensure that all applicants, males-females and all races have a fair opportunity in a hiring process, in competing for promotions, and equal access to training/professional development opportunities” (IVANCEVICH, 2010). While using EEO, HR must also develop EEO policies and programs to prevent discrimination in the work place. By developing an affirmative action plan, the organization can be prepared to take action against discrimination in the work place. The meaning of Affirmative action is “to remedy and address past practices of discrimination. Affirmative Action was designed to level the playing field for females, individuals with disabilities and minorities. The minorities group includes Blacks, Hispanics, Asians and American Native Indians” (IVANCEVICH, 2010). An example of how my company, the United States Army, uses EEO and Affirmative Action is set by the career field called 3S1X1 – Military Equal Opportunity (MEO). The MEO plans, organizes, and directs MEO and human relations education (HRE) activities. They develop Employment and Operational Training (EOT) and promote an environment where members are treated with dignity and value regardless of race, color, religion, national origin, or sex. To provide advice, consultation, education, mediation, and referral services to enhance mission effectiveness. MEO’s mission is to effectively promote an environment free from personal, social, or institutional barriers that prevent Army members from rising to the highest level of responsibility possible based on their individual merit, fitness, and capability (USAF,FEB. 2009). The second step that I would use as an HRM is the planning, recruitment, and selection process. Recruitment and staffing provide the overall framework for the process of planning, recruiting, selecting, and hiring employees. The goal of recruitment and employment is to find the smartest, most adaptable employees’ one can acquire. Retaining of the best employees starts with the effective recruitment and staffing process, strategies, policies and procedures. The Army uses recruiters and the military recruitment process to find the newest enlistees. In all starts with the recruiters getting out in the public and meeting with potentials recruits, than they bring them in to show them what the...

References: Army Peoples Center (January 2008). ARMY COMPENSATION FACT SHEET. Retrieved from
Occupational Safety and Health Administration (2011). Job Safety and Health Protection Act. Retrieved from
Ivancevich, J. (2010). Human resource management (11th ed.). Boston: McGraw-Hill. ISBN: 9780073381466.
DEPARTMENT OF THE ARMY (5 February 2009). ASC 3S1X1 - EQUAL OPPORTUNITY. Retrieved from
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