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BUS 211 Reflective Paper




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BUS 211 Reflective Paper
Reflective Paper
Reflective Paper
Over the last five weeks, this learner has learnt a lot about human
resource management. According to (Youssef, 2012) human resource
management is the managing of human skills and talents to make sure
they are used effectively and in alignment with an organization’s goals
(Youssef, 2012). In addition, human resource management activities
exist throughout an organization whether or not there is a human
resource department. They are also involved in handling legal issues
such as hiring, training, compensating, promoting, demoting, and even
firing people (Youssef, 2012).
This learner sister works in a company where they have a Human
Resource management and a line management which they bring
capable human assets into the company so they can perform duties and
responsibilities that will keep her company functioning and be
competitive against others the market. In addition, to their job they
contribute to defining and shaping ethic culture within the company and
the behaviors of executives, managers, and employees (Youssef, 2012).
However, they do provide good support and advice pertaining to vague
and obscure ethical areas where it is hard for employees and other
managers of different departments to determine whether an issue can
safely be deemed right or wrong (Youssef, 2012).
This learner learnt that the most important roles of human resource
department are planning. Human resources planning are the process in
which top management determines an organization's overall purposes
and objectives, and how the organization will achieve these over time.
This is an ongoing process, as companies are always growing and
responding to internal and external forces (ehow, 2012). There are four
main steps to human resources strategic planning: mission
determination, environmental assessment, objective setting, and
strategy setting (Youssef, 2012). All objectives should be recorded in

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writing, be measurable to track success and be specific in their time
lines. They should also provide a challenge but not be obviously
unattainable from the start. HR planning process facilitates the
achievement of an organization’s strategic objectives by evaluating the
human resources inside of an organization and by understanding their
situation in the market. The process also evaluate human resources that
is willing to stay within a company for a period and ensuring that they are
willing to do that in order to help company achieve its goals and purpose
is very important (Youssef, 2012). Estimating and forecasting workforce
needs during the whole period will also help HR planning to facilitate the
achievement of goals for the company. Example would be working in a
clinic setting. My aunt works in a clinic and the clinic go through different
transition for example hiring and training and is affected by this process
all the time.
Human resource manager plan, direct, and coordinate the administrative
functions of an organization. They oversee the recruiting, interviewing,
and hiring of new staff; consult with top executives on strategic planning;
and serve as a link between an organization’s management and its
employees. I agree with the author statement “every manager is a HR
manager” because without an HR manager there is no way a company
can run smoothly. Their responsibilities includes conducting job
analyses, planning personnel needs, and recruitment, selecting the right
people for the job, orienting and training, determining and managing
wages and salaries, providing benefits and incentives, appraising
performance, resolving disputes, communicating with all employee at all
levels (ehow, 2012). As you see from the duties that was mention above,
you can see that the role of a HR Manager covers every possible aspect
of HRM in a company. They are the person that makes sure everything
runs the way it is supposed to an integral bridge between management
and employees that no company can successfully do without (ehow,
As for working for a company, this learner feels as if they should reward
their way of showing employees that their work is appreciated and it
could increase your employees’ motivation. In addition, it could increase
retention rates by boosting employee satisfaction as well (Youssef,
2012). According to (Abowd, J. M., Milkovich, G. T., & Hannon, J. M.,
1990) the relation between human resource decisions and
organizational performance is a central issue in the study of managerial
decision-making. The organizational performance outcomes mostly

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Had to paraphrase some of the content but overall, really useful material.

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