Assignment 1: Trends In The Workplace

The primary function of human resources management is to increase the effectiveness and the contribution of employees, which are in alignment with the organizations goals and objectives. With in human resources management, there are many components or pieces of the puzzle that allow human resources management to exist. Such pieces of the puzzle include, equal employment opportunity, affirmative action, human resources planning, recruitment, selection, development, compensation, benefits, safety, health and benefits. Each of which will be discussed. In human resource management,

Recruitment and selection is the process that organisations use to attract potential employees and then choose the best person for the job.

The purpose of this reflective paper is to show my understanding along with what I have learned about HRM (human resources management) and the different way HRM impacts the success behind every business, along with the rules and regulations that go with it. Over the last five weeks I have learned quite a bit about HRM and will reflect on that throughout this paper. “Human resource management is the managing of human skills and talents to make sure they are used effectively and in alignment with an organizations goals.” (Youssef, 2012). I will be including the things I learned throughout the last five weeks in this

Like most other department managers, the primary function of a human resource manager is responsible for overseeing department functions as well as managing employees. This is why the human resource manager must be extremely familiar with every square inch of each discipline of human resource management. This includes Equal Employment Opportunities and Affirmative Action, human resource planning, recruitment, and selection, human resource development, compensation and benefits, safety and health, and employee relations. In this reflective essay I will discuss each of these disciplines and how they work together. Additionally, I will discuss which functions I believe to be the most important, and how human resource management can be optimized for shaping organizational and employee behavior.

The most common selection process is an interview. The interview is a chance for the applicant to sell themselves and for the organisation to learn more about the applicant as the information on application forms and CV’s are limited. A benefit of interviewing is to see how the applicant responds under pressure and on the spot.

Job design is, first, the division of an organization 's work among its employees and, second, the application of motivational theories to jobs to increase satisfaction and performance. Two approaches to job design are fitting people to jobs (the traditional approach) and fitting jobs to people.

Buchanan (1979) defines job design as “the specification of contents, methods and relationship of jobs in order to satisfy technological and organizational requirements as well as the social and personal requirements of the jobholder.” Job design arranges and often rearranges responsibilities and relationships associated with various tasks and determines authority and interdependence of various jobs so as to reduce or remove dissatisfaction of employees.

Recruitment: Recruitment is defined as searching for and attaining a quantity of potential applicants with the knowledge, skills and experience to allow the organization to select most appropriate people to fill the vacancies against defined position description and specifications.

Human Resource management has a high impact on the overall organization being managed. HR management makes certain that human talent is used successfully and resourcefully to accomplish organizational goals. As an organization core competency, human resources has distinctive competencies that generates high value and sets apart an organization from competitors in areas such as productivity, quality and service, employee skills, and innovative changes. HR management activities can be grouped into categories which include strategic HR management; equal employment opportunity; staffing and talent management; compensation and benefits; and employee and industry relations. This paper will

Human resource management “is the organizational function of planning for human resource needs, recruitment, compensation, selection, development, evaluation, and handling of grievances and labor relations” (Singh, 2016, p. 362). The key human resource competencies as outlined by the Healthcare Leadership Alliance (HLA) include: communication and relationship management; leadership; professionalism; knowledge of the healthcare environment and business skills. The healthcare leadership alliance consists of the following organizations: American College of Healthcare Executives (ACHE); American College of Physician Executives (ACPE); American Organization of Nurse Executives (AONE); Healthcare Financial Management Association (HFMA); Healthcare Information and Management Systems Society (HIMSS); Medical Group Management Association (MGMA) and its educational affiliate, the American College of Medical Practice Executives (ACMPE).

The recruitment and selection process can affect the efficiency and effectiveness of any organisation so it is crucial that the right person is employed for the job. The selection process also involves the image as an employer and its ability to attract quality staff. When an individual is applying for a job, he/she will need to undergo some steps.

Before we dive into this topic of human resources, let’s define it. Human Resource can be defined as “the division of the company that is focused on activities relating to employees. These activities normally include recruiting and hiring new employees, orientation and training current employees, employee benefits, and retention.” Throughout this paper I will discuss the Equal Opportunity within a work place, the Pregnancy Discrimination Act, Privacy Polices within a work place, and Sexual Harassment within a workplace.

The reading for this assignment covered human resource management. The chapter provided an introduction and overview of the importance of human resources in an organization. Human resource managers are responsible for recruiting, hiring, training, and developing employees. A critical organizational function for human resource management is selecting the right employees coupled with onboarding and training. Additionally, the human resource manager and staff work to ensure all laws and regulations are established and followed to protect both the organization and individual employee. A human resource department is highly important function to an organization. The human resource department and managers have a multitude of critical duties to perform from an internal, external, and legal perspective. The fulfillment of their duties has direct impact on the organizations success.

Job design (or task design) regulates ways, methods and relations of jobs that are organized to face structural and hierarchical business requirements taking into consideration social and personal expectations of the job possessor (Rush, 1971). Job design is the process where it is decided how to define the contents of a job place entitling it with duties and areas of responsibility. Another direction is making decision on the methods that are utilized in order to perform the job. Other aspects in scope of job design are techniques and various procedures and what kind of relationships should be in place between the job possessor and his/her boss or subordinate (CIPD, 2014).

Job Design can be defined as the process of deciding on the contents of a job in terms of its duties and responsibilities on the methods to be used on carrying out the job, in terms of techniques, systems and procedures and on the relationship that should exist between the job-holder and his superiors, subordinates and colleagues.