Human Resource Management Effectiveness Essay

Organizations must have an effective Human Resource Management (HRM) department in order for the organization to succeed. The HRM department must effectively communicate to all employees the organizations goals and mission. There are many key functions to Human Resource Management that ensure the organization is running properly and compliant with local, state and federal laws and regulations. All functions of the Human Resource Management system must work together and have consistency within each other to work effectively.

Two key functions are Equal Employment Opportunity (EEO) programs and Affirmative Action. Recruitment, planning and selection are other important functions to an organization’s HRM department. The development of employees is another exceptionally important function of an organization’s HRM department. Other important functions the HRM departments are in charge of are compensation and benefits. Safety and health of all employees must be a priority for an organization to survive. Lastly, employee and labor relations are crucial for an organization to remain compliant with the labor laws.

Two key functions are Equal Employment Opportunity (EEO) programs and Affirmative Action. “Equal Employment Opportunity programs are implemented by employers to prevent employment discrimination in the workplace or to take remedial action to offset past employment discrimination. ” (Ivancevich, 2010) EEO starts before an employee is hired and ends, with that particular employee, once they are no longer employed with the organization. The Human Resource Management team must comply with this law before they consider filling a position within the organization. EEO has implications for almost every activity in HRM: hiring, recruiting, training, terminating, compensating, evaluating, planning, disciplining, and collective bargaining. ” (Ivancevich, 2010)

I believe EEO is extremely important to protect job seekers and employees from potential bad employers. Equal Employment Opportunity is a much-needed program that helps job seekers and employees with discrimination, compensation, race/ethnicity, religion, sex, and harassment to name a few. The department that is in charge of EEO is the Equal Employment Opportunity Committee. The U. S. Equal Employment Opportunity Commission (EEOC) is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person’s race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. It is also illegal to discriminate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.

Most employers with at least 15 employees are covered by EEOC laws (20 employees in age discrimination cases). Most labor unions and employment agencies are also covered. The laws apply to all types of work situations, including hiring, firing, promotions, harassment, training, wages, and benefits. ” (EEOC, n. d. ) Recruitment, planning and selection are other important functions to an organization’s HRM department. “Recruitment refers to organizational activities that influence the number and types of applicants who apply for a job and whether the applicants accept jobs that are offered. Thus, recruitment is directly related to both human resource planning and selection. In addition, recruiting often represents the first contact between organizations and prospective employees. As such, care should be taken to create a positive first impression with these job applications. ” (Invancevich, 2010) I strongly believe first impressions are very important for just about anything in life. Job seeking is just one of those important times in life. At my employer, they conduct a phone interview first. This is usually a little less formal and is meant to get a good personality impression.

They ask you several questions ranging from job motivation to hobbies. I believe my company did an excellent job of helping me feel more comfortable at my second interview because of the time they spent on me at my first interview. The development of employees is another exceptionally important function of an organization’s HRM department. My current position is a very important position at my employer. We are expected to know a lot about the company’s goals, mission, and product to name a few. We underwent an extensive two-week training/orientation to cover all aspects of our position.

We spent eight hours a day for two weeks in a classroom environment learning all the material needed for our job. I believe this training/orientation was crucial and attributed to our success. I know our jobs are extremely important to our employer because of the amount of time and money they spent in order to get us trained properly. Improperly trained can become stagnate. “Stagnation simply put is the cessation of growth and direction. No progress, no development. It’s your choice — stagnation or progress. The easy way, at least in the short term, is stagnation. Of course, if you prefer another course: 1.

Reward employees. 2. Set goals and work to achieve them. 3. Change. Everything around you is. 4. Delegate responsibility. 5. Make timely decisions. 6. Loosen controls. 7. Encourage new ideas 8. Communicate. Failure is the root of almost every problem. 9. Ban mediocrity and incompetence. Strive for excellence. 10. Train, train, train. ” (Harris, 2010) I believe stagnation occurs when an employer truly does not care about his or her job. We do a great job of preventing stagnation at my employer. We conduct team competitions or “campaigns” to loosen the tension from our extremely busy and stressful workloads.

I believe this is extremely effective and worked out very well with my particular team. Other important functions the HRM departments are in charge of are compensation and benefits. Receiving our paychecks and having a point of contact for earned benefits packages is really important. We all deserve to be paid for our hard work and the benefits the company offers are the icing on the cake. “To the individual employee, the most important compensation decision is how much he or she will earn… To determine individual pay, two issues need to be addressed.

First, management must answer these questions: How should one employee be paid relative to another when they both hold the same job in the organization? Should we pay all employees doing the same work at the same level the same? Second, if not, on what basis should we make the distinction—seniority or merit or some other basis? ” (Invancevich, 2010) My current employer mainly considers the employee’s education and then experience. The higher the education the more you will be paid. However, benefits are fair across the board on levels of management. There is no legal requirement for you to give benefits, above the minimum statutory entitlements, but most employers do so because of the need to be competitive in the jobs market and also to encourage a high level of staff satisfaction. Benefits can include pensions, share options, medical insurance, holidays (above the statutory minimum), sick pay (above the statutory minimum), and childcare facilities. The main issues that you have to consider as an employer are the common practice in your market sector, and especially in those companies you might compete against for staff, and whether benefits are applied equally and fairly to all staff.

You will also need to consider the tax implications of various benefits packages. You might also wish to consider whether you want to offer a flexible benefits package, whereby employees can pick and mix from a range of options. ” (Cushway, 2009) Though benefits are not a legal requirement I am extremely thankful that we have them. This really helps with the stress of not having insurance for my family or not getting paid for being sick. There are obviously limits but they are very important to our employment package.

I am not sure how much our benefits package comes out in an hourly rate but I do know my employer pays a lot of money to insure we are well taken care of not just financially but also with and excellent benefits package. Safety and health of all employees must be a priority for an organization to survive. Ensuring the safety and health of an organizations employee is extremely important. I believe this provides an unspoken sense of comfort for the employee’s family and friends. This is especially true for dangerous jobs. Obviously, having a safety and health program in place is comforting to an employee as well. Safety and health hazards in the workplace can harm others as well as employees. In December 1984 the worst industrial accident in history occurred: Poisonous methyl isocyanate gas leaked from a storage tank at a Union Carbide (purchased by Dow Chemical in 2001) plant in Bhopal, India, killing 3,000 people (both employees and people living near the plant). Another 300,000 were injured. 1 The accident was the result of operating errors, design flaws, maintenance failures, and training deficiencies. (Invancevich, 2010) Lastly, employee and labor relations are crucial for an organization to remain compliant with the labor laws.

In closing, organizations must have an effective Human Resource Management (HRM) department in order for the organization to succeed. The HRM department must effectively communicate to all employees the organizations goals and mission. There are many key functions to Human Resource Management that ensure the organization is running properly and compliant with local, state and federal laws and regulations. All functions of the Human Resource Management system must work together and have consistency within each other to work effectively.

One key function is Equal Employment Opportunity (EEO) and Affirmative Action. Planning, recruitment and selection are other important functions to an organization’s HRM department. The development of employees is another exceptionally important function of an organization’s HRM department. Other important functions the HRM departments are in charge of are compensation and benefits. Safety and health of all employees must be a priority for an organization to survive. Lastly, employee and labor relations are crucial for an organization to remain compliant with the labor laws.

References:

Cushway, B.. (2009). Chapter 04. Employee benefits. Retrieved November 30, 2010, from Entrepreneurship. (Document ID: 2032621101). EEOC. In Overview. Retrieved November 29, 2010, from http://www. eeoc. gov/eeoc/index. cfm. Harris, W.. (2010, December). Withering on the Vine: Ten Ways to Insure Your Employees Become Stagnant. SuperVision, 71(12), 25-26. Retrieved November 30, 2010, from ABI/INFORM Global. (Document ID: 2196669241). Ivancevich, J. (2010). Human resource management (11th ed. ). Boston: McGraw-Hill.