Management Principles Portfolio Project

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HUMAN RESOURCE MANAGEMENT                                                                                       1

HUMAN RESOURCE

MANAGEMENT

Portfolio Project

Angela r. harris

BUS/215

April 10, 2016

Dr. k. chamberland

HUMAN RESOURCE MANAGEMENT                                                                                       2

     Today’s  organization  faces  a  range  of  people  management  challenges.  I  will  critically  examine the  challenges  and  choices  HR  managers  now  face  in  regards  to  managing,  recruitment  and  other  sections  in  HR.  The  main  idea  of  the  essay  is  to  focus  on  different  problems  and  its solution  which  HR  managers  face  with  regards  to  all  aspects  of  HR.  By  analyzing  all  aspects  of we  come  to  conclusion  that  different  kinds  of  problems  associated  with  these  process  and  they are  somehow  different  in  every  firm  and  if  the  recruitment  and  selection  process  is  more intensive  so  we  will  have  efficiency  and  productivity  and  more  satisfied  employees.

     It is a fact that the Human Resource management practice is becoming more and more challenging as the days are long. They have to give attention to issues like retention, employee attraction, cultural differences, managing workforce diversity, and technological and informational changes. By definition, HR management is the process of coordinating an organization's human resources or employees to meet organizational goals. Human Resource management directly deals with people, “it involves the production utilization of people in achieving the organization's objectives and the satisfaction of individual employee’s needs (Youssef, C. (2012). The main objective of this paper is to highlight the challenges and aspects concerning Human Resource management.

      Now since we have an understanding of what the term means, let's look at how this developed into a profession. Human Resource management dates back to the Industrial Revolution when much emphasis was placed on various businesses ability to hire, train, and retain personnel. Additionally, 19th and early 20th century changes in government regulations and labor laws contributed to the origins. Advancements were made in the mid-20th century, to include the forming of The Society for Human Resource Management in 1948.

     As we fast forward to now we realize that effective Human Resource management will depend

on a company’s personnel's skills, top management support for training, selection, motivation, and

performance evaluation. Since accomplishments through people is the responsibility of every manager as well as an essential part, in most companies a specified division is usually created to ensure HR efficiency.

     Technologies have changed the direction of Human Resource management. Development have

improved the way we currently communicate, learn, and our overall capabilities. With this comes the need for constant growth and company development. In the times of the world wide web and

computers this can only strengthen. Businesses cannot sustain without computer and operating systems today. New technologies mean and increased level of professionalism and productivity. Something that is a usual goal of Human Resource personnel. As we learned in our course, job hiring and recruitment have become more advanced to align with the modern changes. Out has gone word of mouth, newspapers or print advertisements. Networking and social media tactics is the newest method. Also, having the ability to reach a mass amount of people even on a global scale has made training and development on employees so much easier. Information access is literally at the fingertips of anyone in virtual classrooms around the world at a moment’s notice. Time and money will be forever saved. Furthermore, improvements in managerial efficiency also

HUMAN RESOURCE MANAGEMENT                                                                                       3

through technological advancements. As we learned the evaluations of employee performance can be addressed and feedback can be granted within the company. Together making finding company weaknesses easier and fixable (Nielson and Grant-Vallone, (2002)

     Company objectives are largely achieved when leadership and Human Resource personnel encourage habits that contribute to building confidence in the team as stated in “Creating a Culture

of Trust.” Ralph Emerson said, “mistrust is expensive.” he was not only talking about monetary loss (Zahed, (2011) Businesses may deal with cultural and financial distress if trust is not paramount and a fundamental value in the workplace. The biggest Human Resource challenge by far would by trying to manage different levels of experience and generations in today’s work place. Matching their knowledge and competencies with the appropriate level of career development is an ongoing process. When done correctly employee trust and confidence is gained. Lastly, leaders who expected to accomplish business results must be sure to gain the trust of employees at every level of the organization. With the right communication in place and relationships with employees, leaders can create a strong culture of trust in the company.

     Since the beginning of time, people have been the most valuable resource available. Regardless of the goal or task, some level of human resource is required. This simple fact has created a vital need for effective Human Resource Management (HRM). Human Resource Management is a function performed in organizations that facilitates the most effective use of people to achieve organizational and individual goals (Ivancevich, 2010). As society and organizations grow and become more complex, HRM functions continue to expand into many areas vital to organizational growth and success. The journey to understanding and applying human resource functions covers Equal Employment Opportunity (EEO) and Affirmative Action, Human Resource Planning, Recruitment, Selection, Human Resource Development, Compensation and Benefits, Safety and Health, and Employee Labor and Relations. By exploring each area, we can understand how these functions can be applied to personal career goals and set the stage for a successful future.