Unit 6 Human Resource Management Team

I believe it is important to work in an environment that motivates and encourages others to perform to the best of their ability. Human Resources professionals are in the position to influence others in this exact way. It brings me a great deal of gratification to make a difference in an organization and its employees in the workplace. My interest in this field has originated from my past and current work experiences. I have mirrored similar qualities that are required as a Human Resources Manager. From handling performance issues, achieving organization goals, and training the best employees. Therefore, I am confident that I have the potential

1. Ch 1, page 60-61, question 4: What is “evidence based HR”? Why might an HR department resist becoming evidenced based?

2. Give some examples of ethical issues that you have experienced in jobs, and explain how HR did or did not help resolve them.

Before taking this assessment I was a little apprehensive because the introduction of PHR/SPHR Study Guide mentioned that the study guide was “designed to serve as a refresher for experienced professionals who have practiced HR for a minimum of two years” (Reed & Bogardus, 2013, p. xxi). My background has always been in the administration portion of business; however, with each employment opportunity gained it seemed as if my duties would also involve some degree of Human Resources. For example, I worked for a company called JobStarts a non profit organization who provided employment services, training, and entrepreneur programs. I was hired on as an Administrative Assistant but was involved in the creation of a Bank Teller Program for the youth. On another job I was responsible for payroll although I was the administrator. These were some of the reasons why I wanted to learn more about Human Resources because I needed to

Upon completion of my bachelor’s degree program, I will try to seek employment with my hospital human resources department as a generalist. I currently work with staffing and with a bachelor’s degree in management; I believe I would be ready to move up to a higher level. The transition from staffing to human resources I believe would be smooth, because I am familiar with the hiring process and I am also knowledgeable with dealing with outside staffing agencies.

So, long live HR certifications…long live forward-looking HR and talent management professionals. The coming time will see certified HR professionals thriving ahead, while “only degree holders” will have no alternative but to eat their humble pie. Decide now which category you would like to fall

provides and launch my career into a new phase. Choosing human resource management as a

People are biggest asset for every organization and, therefore, to draw, motivate, and preserve the most skilled employees and assign them to jobs for which they are exceptionally well suited is a responsible job for human resource. Therefore, human resources management is done in all type of organizations. Profound management of people is equally indispensable in success of organizations as the sound management of production, finance, and other operations. The human resource management field postulates the infinite diversity of people and their dynamics (McKenzie & Traynor, 2002). To get into this career field, one must have the required education degree by completing many different courses, and have the experience along with skills and

1.1. Evaluate what it means to be an HR professional with reference to the CIPD’s HR Profession

No matter what the size of a business, it is important to have a Human Resource Management (HRM) plan in place. According to Dessler (2013), small companies employ over half the population working in the United States and many individuals graduating over the next several years will either work for a small business or become an entrepreneur. Many small businesses do not have a dedicated human resource manager, so it is imperative that the business owner has a set of “practices and policies to carry out the personnel aspects” of the organization (Dessler, 2013, p. 2). In this paper, I will look at five areas of HRM necessary for a small business owner to have established policies, in order for the business to succeed and grow, “a company’s human capital is defined as the collective productive capacity of its employees” (Endres, Chowdhury, Camp & Shulze, 2013, p. 64). HRM is the process and function of effectively and fairly managing that human capital. The areas of HRM to be discussed are: recruiting, hiring, training, talent management and compensation, which all have an impact on the bottom and line play a key role in the overall strategy of the business.

In an era of increasing competitiveness, globalization, economic rationalization, deregulation, technological revolution and changing workforce there is an ever-increasing need for human resource management to be able to capitalize on the special challenges that this changing environment brings. For a company to be able to successfully keep ahead of the competition, human resource management is seen to be a significant contributor.

A manager must recognize the employees with knowledge and skills and encourage them to use their abilities. Organization and managers should recognize their successful business which this success depends on human capital and

Analysis of Human Resource Management The report starts with the introduction to Human Resource Management (HRM) and the role it has to play within an organisation followed by brief introduction of the chosen organisation for the discussion-McDonald’s Restaurants Ltd. Also, it gives the reasons why this organisation has been chosen. The report presents the key strategic issues and corporate strategy of McDonald’s.

Human Resource Management involves a wide array of functions that encompasses the time from when an employee enters an organization to the time the employee leaves the organization. The specific activities that are involved in HRM include job design and analysis, recruitment, orientation and placement, development and training of the personnel, employee remuneration, and performance appraisal (Aswathappa, 2007: 5). This paper shall focus on three main activities which are recruitment, training, and personnel development. When it comes to recruitment, it is incumbent upon the Human Resource Manager to bring into the workforce, employees that are both wiling and competent to accomplish specific tasks. The work of recruitment goes hand in

It’s amazing how, as children, we practice concepts that allow businesses and organizations to flourish while playing, not realizing that it’s preparing us for the future. Remember the days on the school playground, during recess, when we would play team games like red rover, capture the flag, and dodge ball? Before the games started, we had to select two team captains and they would choose the teams. If you were ever lucky to be selected as one of the team captains, you would always choose the fastest, the strongest, or the biggest kid, or your best friend. You would pick the best people to give your team the best chance to win, depending which game it was. At that time we were just playing, but now as we’ve gotten older and