Reflective Paper: Human Resources Management

Table of Contents

Thesis Statement3

Introduction3

Discussion3

EEO and Affirmative4

Human resources planning, recruitment, and selection5

Human resources development6

Compensation and benefits7

Safety and Health8

Employee and labor relations9

References11

Reflective Paper: Human Resources Management

Thesis Statement

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.

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. This role is important because of the financial impacts of polices, practices, and employee behaviour (Graham & Bennett 1998). 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. 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.

Discussion

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. With different races, religions, and cultures the workforce is not all motivated through just money or standard work behaviours (Hersey & Blanchard 1982). 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. The regulation of the workforce also makes HR management complicated. With Equal Employment Opportunity (EEO), HR managers are finding the hiring and firing process influenced by forced policies. In today's society, an unsupported or unjustified firing at will can be turned into a discrimination lawsuit. Without proper policies and documentation in place, a termination can be perceived discriminatory and most times win a case. HR manager's today must work toward a generalized, un-biased approach to policies, procedures, and expected workforce behaviors. By studying each area, one can comprehend how they can be used in one's career ambitions and prepare for a productive, prosperous future (Liao et al., 2010).

EEO and Affirmative

Action Equal Employment Opportunity forbids all types of discrimination which includes race, religion, creed, sexual orientation, ethnicity and gender. Equal Employment Opportunity effects just about every area of HRM from planning, recruitment to the selection and other areas of HRM (Alaska 1978). It is important that leadership, management on all levels of a company to be involved in EEO procedures and processes. Forming and having EEO policies in place avoids work place discrimination. Additionally, having an Affirmative Action Plan can assist HR in tackling against discrimination in the place of work (New South Wales ...