Human Resource executive are often confronted with many obstacles in the process of doing their job. Some of the major issues HR experts are encountering is retaining and rewarding of the best employees, the training of business managers, and the formation of corporate philosophies that make the business appealing to preeminent employees (SHRM, 2012). One source that assist corporation in the assessment of Human Resource issues is the Society for Human Resource Management (SHRM). The mission of this organization is to offer sustained professional development opportunities, promote national networking, and to in general improvement the concerns of a business that they identify in the state of evolution.
For the purpose of this essay, this author will examine the existing and forthcoming challenges that Human Resources management will encounter. This author believes that Human Resource manager will be faced with the challenge of Same-Sex Spouse Benefits guidance as prescribed by the Internal Revenue Service. This to say that Human Resource manager is willing to use the Internal Revenue Service guidance to answers unresolved questions, concerning employer responsibilities to offer benefits to an employee’s same-sex spouse. Moreover, this author also believes that Human resource manager will face challenge with diversity in hiring.
As stated by Wan-Jing & Huang (2005) the swift changing environment along with globalization, and the competition to deliver modern goods and services, at the same time coping with fluctuating stakeholder demands has become the norm for organizations environment. Therefore, for an organization to remain effectively, they will need to continually improve their operation by reducing overheads, improv...
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...e management (6th ed.). Upper Saddle River, NJ: Prentice Hall. ISBN: 9780132556378
Holmes, T. A. (2005). How to connect diversity to performance. Performance Improvement, 44(5), 13-17. Retrieved from http://search.proquest.com/docview/237232455?accountid=32521
The Society for Human Resource Management (SHRM) Retrieved from http://www.shrm.org
Richard, O. C., & Nancy, B. J. (2001). Understanding the impact of human resource diversity practices on firm performance. Journal of Managerial Issues, 13(2), 177-195. Retrieved from http://search.proquest.com/docview/194165626?accountid=32521
Wan-Jing, A., & Huang, T. C. (2005). Relationship between strategic human resource management and firm performance: A contingency perspective. International Journal of Manpower, 26(5), 434-449,473-474. Retrieved from http://search.proquest.com/docview/231909368?accountid=32521
Noe, Raymond A., et al. Human Resource Management: Gaining a Competitive Advantage. 7th ed. New York: McGraw-Hill/Irwin, 2010. Print.
Gardenswartz, Lee Ph. D., Rowe, Anita. Human resource focus, July 1998. V. 75 N7. PS1 (3) Why diversity matters.
Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes to “establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent with but also support the achievement of business goals.” (Massey, 1994, p. 27)
Noe, Raymond A., John R. Hollenbeck, Barry Gerhart, and Patrick M. Wright. Human Resource Management: Gaining a Competitive Advantage. 7th ed. Boston: McGraw-Hill Irwin, 2010. Print.
Lengnick-Hall M.L.; Lengnick-Hall, C.A.; Andrade, L.S.; Drake, B. 2009. “Strategic human resource management: The evolution of the field.” Human Resource Management Review, 19, pp. 64-85.
In an effort to gain a working understanding of the Human Resources field, I chose to interview the Director of Human Resources for an organization in Miami, Florida. What I learned goes far beyond any classroom or textbook instruction. It is clear; the field of Human Resources will never be static, as society, technology, and legal environments change, so will the field of Human Resources.
It seems that HRM is so crucial to the organization, for what it does has nearly covered all aspects of the business – from strategic planning to the training and development, but unfortunately, its importance has not been accepted by everyone. As proposed by Morton, C, Newall, A. & Sparkes, J. (2001) there are three different views of HR function within the...
According to our textbook Human Resource Management (HRM) is the policies, practices, and systems that influence employees’ behavior, attitudes, and performance. “The human resources management process involves planning for, attracting, developing, and retaining employees as the HRM planning provides the rights kinds of people, in the right quantity, with the right skills, at the right time (Lussier, 2012, p. 240).” According to our textbook the typical responsibilities of the Human Resources department fall into three categories, and they are administrative services and transaction, which handle hiring employees. The second involves business partner services that focus on attracting, evolving, retaining employees by having a clear understanding
The Merriam-Webster Dictionary (n.d.) defines diversity as “the condition of having or being composed of differing elements; especially, the inclusion of different types of people (as people of different races or cultures) in a group or organization”. In general, diversity is often only related with differences in race and gender. In actuality, numerous elements can determine diversification in the workplace. Elements such as skills, abilities, experience, values, age, and education could be part of a diverse footprint in an organization. Other important attributes related to diversity include disabilities, religion, sexual orientation, and marital status (Guillame et al., 2013). The adoption of diversity in the workplace has the potential to increase organizational effectiveness in many ways. Organizations that practice diversity tend to increase their capacity to innovate and make better decisions.
Increasing diversity in an organization can drastically change the way customers view and trust the company as a whole. It can be the difference that causes a customer to choose one company over another. For example, City Side Financial Services recognized this fact in the article we read, “Managing Diversity at Cityside Financial Services”, and set forth to boost their diversity. Some of the steps that Cityside took in order to realize the benefits that diversity can bring to their organization were to hire based on local demographics and break into two different teams to handle different types of accounts. Cityside was located in an increasingly African-A...
Human resource is the most valuable and unique asset of an organization. The successful management of an organization’s human resource is an exciting, dynamic and challenging task , especially at a time when the world has become a global village and economies are in a state of flux. The lack of talented resource and the growing expectation of the modern day employee has further increased the difficulty of the human resource function.
Human resource management is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. Human Resource management is evolving rapidly. Human resource management is both an academic theory and a business practice that addresses the theoretical and practical techniques of managing a workforce. (1)
Human Resource Management (HRM) is fundamentally another name for personnel management. It is the process of making sure the employees are as creative as they can be. HRM is a way of grouping the range of activities associated with managing people that are variously categorised under employee relations, industrial/labour relations, personnel management and organisational behaviour. Many academic departments where research and teaching in all these areas take place have adopted the title department of human resources management. HRM is a coordinated approach to managing people that seeks to integrate the various personnel activates so that they are compatible with each other. Therefore the key areas of employee resourcing, employee development, employee reward and employee involvement are considered to be interrelated. Policy-making and procedures in one of these areas will have an impact on other areas, therefore human resources management is an approach that takes a holistic view and considers how various areas can be integrated.
The main purpose of Human Resource Management is to increase the effectiveness and contribution of employee’s attainment of organizational goals and objective (Youssef, C.). Many areas of HRM have been discussed in this course. Those areas are EEO and Affirmative action, Human resource planning, recruitment, and selection, Human resource development, compensation and benefits, safety and health, and employee and labor relations. All these categories have an impact on how an organization is managed. Although there are many things that impact a business, the most important thing about managing a business is selecting the right people to help the company succeed.
Initially, there are four key issues or potential problems that Doris Washington is likely to face as the new human resources director due to the lax human resource and employment policies that XYZ Company has allowed their management to practice. Fair and equitable recruitment practices should be enforced when recruiting new employees, and managers who create their own interview questions may result in questions that are inappropriate or illegal. Although managers need to be involved in formulating questions that assess the knowledg...