This paper is intended to be a reflection of my learning experiences so far and there is no question that this course has left a deep impact on my critical understanding of human capital as a strategic asset to an organization. We had clear expectations from the class and it was all well laid out in the syllabus. As future managers, we learnt how to align HR with business strategies, understand impact of external and internal environments, design HR systems to promote positive behaviors among employees, establish staffing and compensation systems to attract, retain and motivate best employees, understand employee relations, manage change during difficult times and leverage these strategic HR skills that add critical value to corporate decision-making.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. Human resource management plays an integral role in assisting any organization attains its set objectives. The workforce is the most valuable asset in any organization.
Hence, organizations are constituted by employees and not the processes and technology employed. The goals of any organization can only achieved by entrusting it to a committed workforce. HRM functions in hiring people, ensures growth of employees’ capabilities so as to fully utilize them and compensate them commensurately for their contributions in making organization’s goals realization possible. In other words, HR exists to ensure employee productivity by addressing any hindrance occurring on employees’ performance. Reflectively, this paper will discuss the functions of HRM, major concerns in those functions and their relevance to the sum total goal of an organization while focusing on the impacts of the aforementioned functions to employees. .
For a successful business, I have learned that a company must have a great Human Resources Management (HRM). As a future leader, I learned how to support Human Resources (HR) with business plans. I have recognized the impact of external and internal environments within the company; design HR systems to promote positive behaviors among employees, establish staffing and compensation systems to attract, retain and encourage the best employees, understand employee relations, manage change during difficult times and influence these strategic HR skills that add important value to business decision-making. Human Resource Management functions within an organization at two levels (Stredwick, 2005). At the first level, HRM activities are concerned with recruiting, motivating and developing competent employees. Selection process are designed to supply the organization with employees with knowledge, abilities, and skills pertinent to their role within the organization in ways that create a sustainable commitment to organizational goals and to ensure a high-performance organization. The second level, HRM activities then motivate the workforce by providing employees with satisfactory pay(equity), benefits and working conditions(employee health and safety). Part of this motivational process involves compensation, deciding how and when to compensate your employees, including decisions about the relationship between the nature of their jobs and level of their compensation. A theory of motivation points out that employees need feedback. Therefore, we need to be able to determine when employees are doing a good job. HRM professionals also develop individuals to ensure that they possess the knowledge and the necessary skills to be effective employees. Human Resources planning and recruitment/selection is an integral part of HRM. The economic implication of the HR hired is a factor that goes hand in hand with the achievement of objectives of the organization. This means that the quality of labour / human resource hired will equal the quality and quantity of an organization’s productivity. Therefore as an employer or HR agent you must be able to attract potential employees. The quality of HR required may mean staff training on the existing employees, retrenchment of those under qualified or stricter selection processes in efforts to match the job and the skills in employee.
Recruiting/selection are critical processes for organizations. Hiring is a costly process for employers. Some employers require employment tests for selecting and hiring Employees. 35% of human resource professionals report a shortage of job candidates with degrees related field. Armstrong (2009) states that recruitment and selection process come in four stages: defining requirements, attracting candidates, selecting candidates and placing them on the job. HR planning has an important role in facilitating the entire recruitment and selection process particularly in facilitating the pre-recruitment review and providing expert advice and guidance.The facilitating of the pre-recruitment review involves providing advice on whether any internal staff should be considered for filling the new staffing need and if so, what process should be used in considering them; or providing advice on whether the new staffing need should involve giving opportunity to both internal and external applicants while expert advice and guidances focuses on providing expert advice and guidance in the early stages of the recruitment particularly with defining the position, drafting the advertisement, identifying and advising on suitable channels for advertisement, arranging for the announcement to be placed through the agreed channels, and advising on the composition of the selection committee and allied matters. Functioning as an Expert Adviser to the Selection Committee, The HR planner functions as an expert adviser to the selection committee throughout the entire selection process particularly, by briefing the committee members on interview techniques and providing expert advice on the modalities, screening, shortlisting, and making final decision. It is a legal requirement that must be followed and failure to follow these exposes company to risk of litigation.
Job specification/description. There are several steps involved in order to have a successful recruitment process, they may include; a job analysis for the department or organization (depending on the size of the organization), review or create the job description, choose a recruiting plan, such as conducting your own candidate search or hiring a firm to seek potential candidates for you to interview, and discuss with other staff who are pertinent to the position needing to be filled, what they feel may make a candidate qualified to work along with them in the department.The first step in the process of hiring a highly qualified new employee is to begin with a job analysis of the position you are looking to fill. When doing a job analysis you want to collect data by observing the department you are hiring for, talk to department managers and current employees about the departments needs, you may provide questionnaires to get more direct feedback on what co-workers may be looking for in a new hire and create a well thought out job description. Also, during orientation and training newly hired employee often completes an orientation program that Inform employees about company policies, job type and describe benefits/programs attached to the job.
Motivation is an employee’s intrinsic enthusiasm about and drive to accomplish activities related to work. Motivation is that internal drive that causes an individual to decide to take action. It is a function of HR/ employer to figure out how to inspire employee motivation at work. To create a work environment in which an employee is motivated about work involves both intrinsically satisfying and extrinsically encouraging factors. Employee motivation is very important in HRM because it determines the successes of an organization. It is important to Hr because it leads to the stability of workforce that is very important from the point of view of reputation and goodwill of the company. Also, it brings employees closer to organization.
Compensation and benefits. Many employees belief that for the work they do, there should be an equal compensation and/or benefit (McDaniel & Gitman, 2007, p. 282). When an employee has compensation equivalent to their work input, there is always the motivation to work even harder and improvement on the performance of one’s job. In our organization today, majority of the compensation and benefit complains arise from the lack of a good compensation and benefits system that is reasonable and applicable to all. Many employees therefore fell left out the compensation of overtime hours. Additionally, with the increased costs of living, majority still feel that an increment is necessary to cater for the deficits arising from the same. In the future, as a human resource in the future it is my wish to have an up to date compensation (wages and salaries)and benefits system which compensates employees according to work done (McDaniel & Gitman, 2007, p. 282). Demoralized workers are as a result of poor compensation which results to migration from one company to the other in search of satisfaction.This means loss of employees to competitors and this jeopardizes the market position of the organization in terms of its service or product (Sims, 2007, p.390). As a human resource manager in the future, an effective benefits and compensation system I would recommend is one that identifies the labor relations laws as well as one which classifies workers in different work groups that are explained in detail and in simple language understandable to all. This way, I believe an organization is bound to retain its employees and avoid losing them to competitors. Retained employees have great expertise hence greater contribution to organization’s goals and objectives (McDaniel & Gitman, 2007, p. 282).
Safety and Health. Another integral part of HR is about employee health and safety is On health and safety of employees in the organization, HRM ensures conformance both as a legal requirement as well as a care for humanity. Organizations depend on smooth running of operations as directed by employees. As such, the health and safety of employees need to be guarded. Health refers to the state of being in a human/ worker in an organization Dowling et al, 2008). The state of well-being includes mental, emotional and physical wholeness of an individual. Safety may be defined as to the safeguarding of physical well-being of a worker. Safety minimizes/eliminates risk of accidents due to fire or diseases as well as machinery. At large, Security encompasses protection of equipment and facilities from damage and unauthorized access. The HRM office coordinates safety programs and enhances awareness of the organization’s health and safety policies. In ensuring safety awareness, the HRM office should train the members of organization on handling safety equipment, maintenance of working conditions that are safe as well as developing appropriate safety reporting mechanisms (Riccucci, 2006). Health and safety of employees safeguards their lives thereby giving them opportunities to advance in their careers. In the course of learning I have known that both the employee and the organization they are working in are responsible in ensuring that safety is not violated with workers, they should read and reread workplace safety rules and procedures to ensure they are at their fingertips and that working always be governed by them. Life insurance or accident insurance must also be recommended to all employees such that they are prepared for any future accidents from within the same workstation (Radhawa, 2007, p. 323). Organizations on the other hand must keep the employee updated on any advances in safety measures as well as ensure that no work is done without the presence of a supervisor or the right and required instruments. From this paper, the discussion have focused on providing an explanation on how different aspects of HRM work together to elevate employee’s contributions and effectiveness in organizational goals and objectives attainment. The HRM aspects under investigation include development of human resource, compensations and benefits, and health and safety of the employees as well as their recruitment, selection and planning. HR planning outlines what the organization needs in terms of employee requirements to fit in the available vacancy.The goals and objective achieved here are used in selection and recruitment. When under full time employment, HR development is necessary in to continually increase the employees’ knowledge. This way, the company is subject to high level employees or experts implying that high productivity and increased performance. This comes with the demand to have equity theory in place with employees receiving compensation equal to the work they do. Since there may be instances where employees have issues disturbing them, joining labor unions with labor relations can serve best in presenting the employees complaints and demands. Finally, is the safety and health of employees. Even though and organization may have the finest experts in the world, the health and security of its employees if not well taken of will bring this to the drain.My opinion is that the HR planning, recruitment and selection is stronger of all the above HR aspects. This is because; it is through the goals and objectives of the HR planning that the needs of the organization are aligned to establish which needs to be filled up. This way only the best fit is selected and compensation, development, safety and health measures taken so as to prevent employee poaching due to their expatriate.