Human Resource Management Essay Example | Topics and Well Written Essays - 1250 words - 1

Human Resource Management - undertake ExampleAnalysis of the journey to understand the importance of the HRM is long, but worthwhile as it presents some precise interesting facts about organizations. This paper covers my reflections of the functions of the HRM part in any organizational set up. The roles of the HRM surgical incision ar the most vital in an organization, ranging from planning, staffing, and leading, organizing, and controlling the organizations take shape force (Mathis & Jackson, 2010). The process of HRM includes testing, training, planning, compensating, and pass judgment employees. The employees safety and health, and gibeity are also major concerns of the department. Given the facts above, one would be quick to drumhead the bad image painted on the department. Why do some people consider the department as a psychotherapist clinic of a company or as a mere recruiting righteousness? I think the performance of those HRM departments under criticism did not me et the employees expectations and thus the lamentation. HRM departments are conjectural to carry their duties indiscriminately. Equal Employment Opportunity (EEO) and Affirmative actions should be the core of the departments honourable principles. These two guiding principles are the stepping-stones to enhancing positive diversity in an organization. The identification of differences enhances development of an environment that promotes respect. The HRM department should nurtures these differences and use them for the benefits of both the organization and the individual. The government, through reports requirement, has enforced the two policies in both federal and popular organizations (Mathis & Jackson, 2010). Federal organizations are required to submit their reports to the Equal Employment Opportunity Commission (EEOC) and the Office of forcefulness Management (OPM). Nevertheless, these requirements are fragmented and irregularities with the records often emerge. It is imperat ive that HRM professionals observe the EEO and Affirmative actions policies, from their lifestyles to places of work. A diverse work force will provide creative and innovative workers to drive an organization towards achievement of its strategic goals. In the planning, recruitment and selection, enforcement of EEO and affirmative actions should remain on focus. Potential employees have the right to equal opportunities of employment without disadvantage of race, color or religion (Ivancevich, 2006). The recruitment of the employees should be clear of discrimination, and the vacancies assigned to qualified applicants with occasional savoir-faire to the diversity ratio. The issue that arises during the planning is the decision to determine candidacy of employees based on qualification or equality. In some situations, the best-qualified candidates are qualified, but represent only a margin of the population. The conflict of equal employment opportunity and affirmative, and the desired employee characteristics arises here. The case scenario is evident, as it has occurred in one of my classes. Majority of the students who passed on the trail subjects were male. Now, presenting awards to only male students would portray the idea of male chauvinism.