Human Resource: The Effectiveness and Contribution of Employees Mary K. Lopez
BUS 303: Human Resource Management
July 22, 2014
Human Resource: The Effectiveness and Contribution of Employees The human resource management (HRM) facilitates the achievement of an organization's strategic objectives by managing competence. The organization’s objectives will not be achieved without the right staff. “Organizational effectiveness depends on having the right people in the right jobs at the right time to meet rapidly changing organizational requirements. Right people can be obtained by performing the role of Human Resource (HR) function” (Groenewald, J. 2009). This is just one of the many factors that human resource uses to perform their primary function. The other factors include equal employment opportunity (EEO), affirmative action, HR planning, recruitment, and selection, HR development, compensation and benefits, safety and health, and employee and labor relations. Ensuring each of the above listed factors run smoothly will help ensure the effectiveness and continued contribution of employees. Human resource management increases the effectiveness and contribution of employees in the attainment of organizational goals and objectives when there is a balance of EEO, affirmative action, HR planning, recruitment, and selection, HR development, compensation and benefits, safety and health, and employee and labor relations. EEO and affirmative action, safety and health, and employee and labor relations are legal dimensions of recruiting potential employees. Recruitment, selection, development, compensation and benefits are all part of the HR planning process, which also encompasses all legal aspects. “Title VII of the Civil Rights Act of 1964 guarantees equal opportunity in employment and prohibits discrimination based on gender, religion, race, national origin, or ethnic background” (Youseff, 2012, p. 98). Affirmative action is “a set of policies that require employers to show initiative in recruiting a diverse pool of applicants for their job opening” (Youseff, 2012, p. 98). “Labor relations are the relationship between management and unionized workers regarding employment conditions” (Youseff, 2012, p.13). As for health and safety, HR managers have to ensure programs are in place to prevent job related accidents. Recruitment, selection, development, compensation and benefits are the meat of the HR planning process. Having the right people in the right jobs at the right time is a human resource department’s main objective. However, the recruitment and selection process is not an easy process. There are many factors that will be taken in consideration when trying to recruit and then selecting a candidate for a particular position. Current employees can be great recruitment tools for their employer as they may know the qualifications a candidate has and in a sense pre-qualify them. HRM will have to ensure that the job descriptions are clear and free of any discriminatory verbiage. All candidates, regardless of gender, religion, race, national origin, or ethnic background should be able to apply for a position if they meet the job qualifications. Having a diverse group of people working for a company will allow for different backgrounds to come together and share ideas. Once hired, HR should ensure skilled employees are motivated to perform their jobs. Human resource can accomplish this through development (training), compensation and benefits. “Employee participation systems (Wagner, 1994), internal labor markets that provide an opportunity for employees to advance within a firm (Osterman, 1987), and team-based production systems (Levine, 1995) are all forms of work organization that have been argued to positively affect firm performance. In addition, it has been argued that the provision of job security encourages employees to work harder” (Delaney...
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