Finall Paper

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trbetvnobl91286

Business Finance

Description

he primary function of human resource management is to increase the effectiveness and contribution of employees in the attainment of organizational goals and objectives. Consider all the areas of HRM that have been discussed in class:

  • EEO and Affirmative Action,
  • Human resources planning, recruitment, and selection,
  • Human resources development,
  • Compensation and benefits,
  • Safety and Health, and
  • Employee and labor relations.

Submit a Reflective Paper in which you explain how these aspects work together to perform that primary function. Are any aspects more important than the others? Why or why not? How do you believe the HRM role can be optimized for shaping organizational and employee behavior?

The Reflective Paper must: (a) identify the main issues in the chosen area, (b) demonstrate new learning that has occurred, (c) include class activities or incidents that facilitated learning and understanding, (d) identify specific current and/or future applications and relevance to your workplace, and (e) reflect the potential impact to your future career plans or even in your personal life at home. The emphasis of the Reflective Paper should be on parts ‘d’ and ‘e,’ and on the application of new learning. Explore, in depth, the benefits of the new learning and understanding that has taken place.

Writing the Reflective Paper
The Reflective Paper:

  • Must be seven to eight double-spaced pages in length, excluding the cover page and reference page, and formatted according to APA style as outlined in the Ashford Writing Center. (Links to an external site.)Links to an external site.
  • Must include a title page with the following:
    • Title of paper
    • Student’s name
    • Course number and name
    • Instructor’s name
    • Date submitted
  • Must begin with an introductory paragraph that has a succinct thesis statement.
  • Must address the topic of the paper with critical thought.
  • Must end with a conclusion that reaffirms your thesis.
  • Must use at least five scholarly sources, in addition to the text.
  • Must document all sources in APA style, as outlined in the Ashford Writing Center.
  • Must include, on the final page, a Reference List that is completed according to APA style as outlined in your approved style guide and has at least five references in addition to the text.

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Explanation & Answer

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Introduction
Successful Human Resources Management (HRM) plays a dynamic role in the success of an any
organization. It will increase the overall effectiveness and the contribution of employees to help
achieve the organizational goals and objectives. In this paper I will reflect on the roles HRM in
the areas of Equal Employment Opportunity (EEO) and Affirmative Action, human resources
planning, recruitment, and selection process. Also discuss human resources development,
compensation and benefits, safety and Health, employee and labor relations of relationship to
organization success. “Every organization has its own strategic plan; it includes the
organization’s long- and short-term goals, and it also includes the procedures for deciding how to
allocate organizational resources to achieve these goals. Strategic HRM is the link between
strategic planning and HRM. It incorporates HRM strategies and policies to achieve
organizational goals while meeting employees’ and stakeholders’ needs. (Youssef-Morgan 2015)
Understanding and applying HRM process employees can actively apply and appreciate the job
of Human Resource (HR) manger and set an achievable and attainable career goals and personal
success
Thesis Statement
Functions of HRM such as; EEO and affirmative action, human resource planning, recruitment,
selection, human resource development, compensation and benefits, safety and health, and
employee labor and relations increases the effectiveness and contribution of employees in the
attainment of organizational goals and objectives.
EEO and Affirmative Action

Racism and discrimination is still a problem in America, people affected by racism and
discrimination can become stressed and cause health issues to arise psychological or
physiological. Federal laws and regulations have been established and implemented by congress,
the President and workplace organization to prevent racism and discrimination. HRM must
understand current and developing polices and laws set forth by EEO. The EEO function is to
prohibit prejudice and discrimination against any of its current and potential employees. Along
with the guidance from EEO, human resource managers must put in strong efforts into providing
assurance that all employees no matter what gender, race and ages receive a fair chance during
the hiring process. The same holds true when employees are eligible for promotions and
considerations for any all training or professional development opportunities. Still to this day
many employees are still being mistreated and being overlooked because their skin and gender.
In 1961 affirmative action was established by President Kennedy to help eliminate
discrimination; affirmative action was created because many companies were not applying to
civil right laws. Affirmative action has to points “The present work focuses on two specific
applications of affirmative action, active recruitment of minority applicants and use of minority
status as a tiebreaker between similarly qualified candidates.” (Aberson, 2016). As a veteran I
claim ten-point veteran’s preference when I apply for federal jobs. Veterans Preference is similar
to affirmative action, is ensures disable veterans have a chance at getting federal jobs. “Although
more veterans are surviving their injuries, according to the Bureau of Labor Statistics,
unemployment rates are typically higher for veterans with disabilities than for the general
population and other nonmilitary personnel with disabilities.” (Smith 2015). Veteran preference
was put in affect to ensure that veterans with disabilities that occurred during war or conflict
would not be discriminated for that disability. In the military gender equality and sexuality is a

big topic. The EEOC and the Department of Labor (DOL) have recently increased their general
scrutiny and heightened their enforcement of various established labor laws. Specific areas
receiving more attention include discrimination based on sexual orientation and gender identity.”
(Youssef-Morgan 2015) In my military days there was not too much talk of gender and sexuality
discussions; the policy was “don’t ask don’t tell” meaning that if a person was gay they didn’t
tell anyone, and if someone was suspected to be gay you did not ask them. Time change and
more people are more outspoken about their sexuality, this causes some debate, but should not be
anything that stop the mission or decrease an organizations effectiveness. In any job market or
organization HRM must ensure laws are followed as closely as possible while hiring and
maintain and protecting the most qualified personnel and avoid possible lawsuits for their
organization.
Human Resources Planning, Recruitment, and Selection
The significance of human resource planning identifies and the strategic manpower quotas for an
organization. In order for an organization to run smoothly HRM must occupy available positions
made by organizational growth, retirements and separations. Each manning position must have
analyzed for skill requirements and met organizational goals; miss utilization of these positions
can result in overall cost of production and decrease profit margins. The primary function and
the most important part of human resource management is planning because it ensures that an
organization is capable to ...


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