HUMAN RESOURCE MANAGEMENT

Human Resource Management

Human Resource Management

Introduction

The most valuable asset that an organization can possess is its human resources. This is because what each and every employee brings to the organization is not easily imitated and is rather unique. Consequently, human resources in the organization can vitally contribute to the success (or failure) of the organization (Becker, & Huselid, 1998). The analytical contribution of human resources to organizational performance has been recognized to the extent that it has become one of the key research areas in the field of human resource management. Western based studies have revealed that human resource practices can enhance organizational performance. Although previous empirical examinations have indicated that some human resource practices yield positive association with organizational performance, researchers in the field of human resource management suggest that more future empirical investigations need to be carried out to ascertain and validate these findings. This is an important consideration as human resource practices are found to vary across countries and these variations are postulated to be attributed to cultural values a country possesses, also to organizational size (Arriola & Cole, 2001). In the expected lines, we will analyze a detailed view of a number of HR practices and their impacts on the organizational and individual performance.

EEO and Affirmative Action

Human Resource Management has a significant role to play in ensuring that their organization and employees have some form of balance to adjust to previously said changes. Diversity HRM professionals continue to find further change in their roles as the workforce becomes more diverse. The most important diversity responsibilities of HRM are their efforts to achieve an equal opportunity (EEO) workplace (Caloghirou et al, 2004). An EEO workplace achieves the condition in which, all individuals have an equal chance for employment, regardless of their race, color, religion, sex, age, disability, or national origin. In addition to cultural and ethnic diversity, aging workers bring another dynamic to organizations, the role of HRM includes ensuring that workplaces are free of bias and the creation of culture where perspectives and experiences of this diverse workplace will be encouraged and embraced.

Human Resources Planning, Recruitment, and Selection

Selection processes are carefully devised and carried out on the possible candidates to help the organization choose the best person possible to do the job. Today, most progressive companies recognize that human resource management plays a key role in developing a viable and competitive strategy. In 1987, it was recognized that need to integrate human resource plans with their quality processes, when the executive staff instructed the human resources staff to design a personal strategy to support the business plan and quality. The ability to consistently deliver a value added service requires superior performance in eight areas: Recruitment and retention of people Training Continuing Education Creative use of information technology Accessibility for customers Measuring and monitoring performance Recognition of the higher rate performances Monitoring customer satisfaction The eight areas are related to issues of quality excellence in the recruitment and retention, internal performance, customer service and continuous ...