Human Resource

Human Resource

Introduction

The Human Resources (HR) Management role has changed dramatically over time. With globalization of business and advances in technology, the HR role has grown into a necessary function of all business today. According to Fundamentals of Human Resource Management the HR management is “The policies, practices, and systems that influence employees' behavior, attitudes, and performance.” (Gerhert, Hollenbeck, Noe, Wright, 2003, p. 3). This role is so important because of the financial impacts of polices, practices, and employee behavior. This paper will discuss some existing trends and challenges in today's HR management role with emphasis on a complete performance management system compared to annual performance appraisals, managing turnover, safety and health management issues, and a discussion of future trends and challenges that may arise.

The HR management role is broken into many different functions. The HR managers of today usually specialize or work in one or two of these many parts of the HR role: recruiting, hiring selection, training and development, performance guidelines and measurement, compensation, and employee relations (Gerhert, Hollenbeck, Noe, Wright, 2003, p.2). Each of these functions is impacted by the challenges of technology, globalization, and diversity. Each of these challenges present opportunities to improve performance monitoring, turnover management, and health or safety issues. Globalization has grown tremendously with technology advances. As the ease of doing business overseas becomes more cost-effective, companies are going global. This has introduced a new role to HR management. “As companies expand globally, they are spending more time and energy assessing employees' cultural fit for overseas assignments.” (Gerhert, Hollenbeck, Noe, Wright, 2003, p.7). With different races, religions, and cultures the workforce is not all motivated through just money or standard work behaviors. Today's hiring process and success in business is not driven by how good one is at a function, but more by how such person will respond and perform in a diverse work environment.

Discussion

People have of mankind; people have been the most valued resource available. Regardless of the goal or task, some level of human resource is required.

This simple fact has created a vital need for effective Human Resource Management (HRM).

Implementing and executing areas of human resource management entail Equal Employment Opportunity (EEO) and Affirmative Action, Human Resource Planning, Recruitment, Selection, Human Resource Development, Compensation and Benefits, Safety and Health, and Employee Labor and Relations. By studying each area, one can comprehend how they can be used in one's career ambitions and prepare for a productive, prosperous future. One area of Human Resource Management is the understanding and implementing of procedures to have Equal Employment Opportunity (EEO) According to (Ivancevich, 2010) Human Resource Management is a function performed in organizations that facilitates the most effective use of people to achieve organizational and i individual goals. As society and organizations grow and become more complex, HRM functions continue to expand into many areas vital to organizational growth and success.

EEO and Affirmative Action

Equal Employment Opportunity forbids all types of discrimination which includes race, religion, creed, sexual orientation, ethnicity and ...