Human Resource Issues : Human Resources Essay

While costs need to be cut, CGMS is also concerned with preserving human capital. This is reiterated by Flynn (2009), warning employers to be mindful of prematurely cutting staff, as it can be challenging and expensive finding qualified employees when the economy rebounds.

For many companies, health insurance can become a challenge especially for those companies who make small profits trying to exist in today’s economy. That is the case for Quality Auto Parts, a company who has seen its profits from the late 80’s increase and decrease at different variables until today. During the recent recession the decline in auto sales put a damper on the auto parts dealers as well. This did not make things better when the doubling of health insurance benefits continues to rise over the years.

The Compensation and Benefits packages offered at DHS are designed to help make the company a competitive one. Salaries are paid on a bi-monthly basis on the 15th and last day of each month. Employees are given the option to add healthcare benefits, sign up for 401k or

As Human Resource professionals in the United States Army we are responsible for providing personnel support and service to Soldiers. This includes creating and maintaining Soldier records, completing timely and accurate personnel updates for Commanders to make decisions, having complete accountability of all personnel, conducting postal and casualty operations, providing seniors and subordinates with updated regulation information, and assisting with Soldier and family issues. In order to accurately handle Soldier issues and administrative functions in a timely fashion information systems are critical. Human Resource information systems allows easy and fast communication between Human Resource professionals and their Soldiers as well as transferring

Under the circumstances presented in this case, Home Depot was likely guilty of discrimination under the theory of “Disparate Impact.”

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.

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

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.

It is necessary for human resource management to have a proper human resource planning. “Human resource planning involves planning that assure a firm’s needs for employees”, says Madura. She also includes that human resource planning consists of three tasks which are forecasting staffing needs, job analysis (Madura, 2007). Recruiting and selecting the right employee is not enough. There is a necessity to provide continuous training and development to the employees to be more productive and efficient. With great training, it enables the employees to be more innovative, creative, motivated and thus increase their working performance. Training can be through various types such as on the job training, off the job training, job rotation and scholarships.

Profit being the primary motive, the private sector enterprises diversifies in terms of product portfolio as well as in terms of geographical boundaries. The organisations have the liberty to choose the best candidate based on merit and accord him the pay due as per his merit and performance. They also have the liberty to expel the non-performers. Their key to hiring and retaining employees rests in evolution of efficient and best practices for management of resources especially the human resources. All this notwithstanding, these organisations also face a different set of challenges. According to Rao and Varghese (ibid), although PMS in this sector has evolved and matured to a substantial degree, the organisations face critical issues such as shortage of skilled manpower, quick job changes impacting attrition, retention and employee skill development, multiplying job opportunities in the market, recognition methods of intellectual capital or talent pool, acknowledgement beyond compensation and benefits packages, disengagement and lack of robustness in HR systems. These issues are due to interplay of many organisational and market factors,

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

A business is defined as an organisation or economic system in which goods and services are exchanged for one another or for money. Businesses often have common goals for employees to strive toward in order to better the business holistically. These goals often include to grow and expand the business, to better customer service and the meeting of customer needs, to build a relationship with the community and build a good reputation and finally, to have a strong business culture in order to engage and build employee loyalty. Ultimately all of these goals will lead to the increase of profits for the business- most businesses key goal. The goals of a business tightly link to the motivation employees within the business attain. In order to achieve the business goals, employees must be content in their workplace and be motivated to achieve and strive toward these goals.

Human resource is a vital component of every organisation for their effective function and achievement of their objectives. This report includes the information regarding the needs of successful human resources in an enterprise along with the performance management system of the external business (CE Construction Pvt Ltd. Kathmandu, Nepal). The main aims of this report are to learn about the performance management system in the external environment and to implement those gained knowledge in my business.

According to Jahn in 2007, humans remain an organization’s most valuable and greatest asset. Therefore, the capabilities and potentials they possess are the main driving forces of an organization. Systems and processes are consistently changing especially in the work/business environment.