HUMAN RESOURCE MANAGEMENT

Case On Human Resource Management

Table of Contents

Introduction1

Role Of The HR Manager2

Compiled Results3

Detailed plan for addressing the concerns and challenges4

Senior Managements response and anticipated objections8

Conclusion11

References12

Case on Human Resource Management

Introduction

Human resource management (HRM), or human resource development, deals in four functions that are said to be planning, implementing, and managing recruitment, further classifying the function as there are some additions operational functions in HRM as well they are selection, training, career, and organizational development initiatives within an organization. HRM possess certain goals and objectives these goals are in any way to enhance and improve the efficiency and output of an organization, as well as an employee working in that specific organization. The methods usually used to deal with the goals are to augment the productivity its employees while concurrently educating the work life of employees and treating employees as valuable resources. Consequently, HRM encompasses efforts to promote personal development, employee satisfaction, and compliance with employment-related laws (Paul, 2007).

In order to attain the breakeven point among the goals, objectives, needs and desires of an employer and the employee, HR Department tends to have its focal point on the typical functions of HRM that is its starts the activity with planning move on with implementation, and end the process at evaluation. The planning function refers to the development of human resource policies and regulations. Human resource managers attempt to determine future HRM activities and plan for the implementation of HRM procedures to help companies realize their goals.

The HRM implementation plans focus on the constitution based on four major tasks those are acquisition, development, compensation, and maintenance. Acquisition encompasses the recruitment of employees and potential candidate are initially tested in a testing phase where workers intends to assist the company to achieve its objectives (Lopes, 2003). The task includes efforts of the company as well in order to maintain and take the authority of changing the employee behavior through reviewing, appraisals, incentives, and discipline. Compensation covers the payment of employees for their services (Zappala, 2002). Maintenance requires structuring labor relations the interaction between a company's management and its unionized employees and ensuring compliance with federal and state employment laws. Finally, the evaluation function includes the assessment of a company's HRM policies to determine whether they are effective.Role Of The HR Manager

As being the HR Manager has a key role in five aspects of preventing and stopping harassment and discrimination. These aspects are:

a) Supporting management by developing Center policy and procedures for preventing and stopping harassment and discrimination;

b) Educating staff, particularly through induction and retraining, with specialized training for line managers;

c) Assisting management in establishing avenues of assistance at all duty stations for staff members who have experienced harassment or discrimination;

d) Providing support and guidance to people directly involved in harassment and discrimination issues; and

e) Providing guidance to committees investigating harassment and discrimination complaints (Cropanzano, 2001).

The steps, which are to, revamp the company's processes would be:

Improve staff morale,

Enhance training, and

Build an HR Department that is compliant with all required rules and ...