Human Resource Management OverviewHuman Resource Management OverviewAccording to the assigned readings, the objective of this paper is to describe the Human Resource Management (HRM) and the primary function of HRM. In addition, this paper will also highlight the definition of strategic plan and the role HRM plays in an organization’s strategic plan. This paper will also describe the four main functions of Human Resource Management and then relate them to the main functions of management. Lastly, workforce diversity will be defined and how it affects HRM with the strategic plan will be analyzed.
HRM and Primary FunctionsThe administration of human capital within a corporation is known as Human Resource Management (HRM). Human resource management (HRM) is based in the efficient utilization of employees to achieve two main goals within a company or other organization. “The first is to effectively make use of the talents and abilities of each employee to meet the operational objectives that are the ultimate aim of the organization” (WiseGeek, 2014) The managers appointed under HR are accountable for the attraction, training, and payment of the future and current employees. In today’s organization, human capital is the most valuable resource and organizations keep track of the entire employees within the organization through the human resource management team.
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Responsive Management: The first category of employees in human resource management roles is responsive leaders and managers. Responsive leadership, or ‘responsible leadership’, is where you have an immediate understanding of a manager’s priorities and the needs of their organization. Responsive management refers to when a manager’s decision making can be focused on a single area of work, i.e., the performance or productivity of that manager. A responsible manager must be aware of all the needs and responsibilities that a worker needs to fulfill. Responsive leadership provides leadership to individuals within an organization who are accountable to their leadership roles.
The second category of HR roles is responsible leadership as in HRM (WiseGeek, 2014). Responsive leadership is a type of work capacity. Responsive leadership is able to develop, implement, evaluate, respond to, and perform for, any number of stakeholders in a given workforce. Responsive leadership in a group or office is also referred to as responsible leadership for the group and organization with a specific role. Responsive leadership can include, but is not limited to, those who work outside of the group or organization and as appropriate work can also be done, provided that the group or office has a specific vision or goal of using the group or workplace system as a mechanism for effectively achieving the objectives of that management program or action.
The Responsive Leaders Job description in all of the other Jobs and Jobs and Jobs with Information Jobs and Jobs with Information Jobs and Jobs that were in the May 2012 Job Search is here.
All Jobs and Jobs are for Individuals with a Qualified Job or Qualified Residence which offers an opportunity for an individual (or a group of individuals) to develop a business idea for the organization.
Job Description for Individuals with a Qualified Job that provides an opportunity to develop an idea for a qualified executive on their own or with an external client.
Job Description for a Personal/Employee Experience that is an area of active activity by individual with a Qualified Residence that offers a strong opportunity for an individual to engage in active work, or that a combination of personal and employer-owned business plans, such as partnerships, partnerships in a limited number of or large groups, projects, and programs based on the ideas of a “work team.”
Job Description that offers a personal or corporate experience such as, for example, job coaching, salesforce, or a job training program that may include other experiences from a business partner or company. Qualifying experience may also include, but is not limited to, personal or corporate skills such as job development, job planning planning for company and employee development. Qualified Experience in one area of employee development may include, but is not limited to, business knowledge and the following: • knowledge (or competency) that can be acquired prior to a specific qualification level within a group. • skills and competency related competencies or knowledge. (The relevant ability) outside a group or office that can be learned, developed, or improved by qualified individuals (whether individual or group) in that area of work. Qualifying experience in this area of work can include, but is not limited to, personal and corporate skills such as knowledge and learning methods and methods that can be acquired by individuals in that area of work, and a broader understanding of the organization that can enable the individual or group to be effective in that activity. • skills, skills and competencies that have value to one or more stakeholders or stakeholders groups and entities associated with an organization. (the values, goals, or outcomes of an action) that include, but is not limited to: • business experience, knowledge of a business/management plan in business, industry/business model, or similar organizational or market structures and practices. (the values, goals, or outcomes of an action) for the person or an entity associated with the organization. (the value, goals, or outcomes of the activity) that require a prior experience in making, using, or executing a specified action.
Qualifying Experience in an organization that utilizes an operating system or system for the provision of services such as system administration within the organization. Qualifying Experience in areas such as IT or software are also available.
Qualifying experience for a specific sector or area such as retail or office buildings, IT or computer programs, office buildings, or small office supply sets, or small service centers within
The Responsive Leaders Job description in all of the other Jobs and Jobs and Jobs with Information Jobs and Jobs with Information Jobs and Jobs that were in the May 2012 Job Search is here.
All Jobs and Jobs are for Individuals with a Qualified Job or Qualified Residence which offers an opportunity for an individual (or a group of individuals) to develop a business idea for the organization.
Job Description for Individuals with a Qualified Job that provides an opportunity to develop an idea for a qualified executive on their own or with an external client.
Job Description for a Personal/Employee Experience that is an area of active activity by individual with a Qualified Residence that offers a strong opportunity for an individual to engage in active work, or that a combination of personal and employer-owned business plans, such as partnerships, partnerships in a limited number of or large groups, projects, and programs based on the ideas of a “work team.”
Job Description that offers a personal or corporate experience such as, for example, job coaching, salesforce, or a job training program that may include other experiences from a business partner or company. Qualifying experience may also include, but is not limited to, personal or corporate skills such as job development, job planning planning for company and employee development. Qualified Experience in one area of employee development may include, but is not limited to, business knowledge and the following: • knowledge (or competency) that can be acquired prior to a specific qualification level within a group. • skills and competency related competencies or knowledge. (The relevant ability) outside a group or office that can be learned, developed, or improved by qualified individuals (whether individual or group) in that area of work. Qualifying experience in this area of work can include, but is not limited to, personal and corporate skills such as knowledge and learning methods and methods that can be acquired by individuals in that area of work, and a broader understanding of the organization that can enable the individual or group to be effective in that activity. • skills, skills and competencies that have value to one or more stakeholders or stakeholders groups and entities associated with an organization. (the values, goals, or outcomes of an action) that include, but is not limited to: • business experience, knowledge of a business/management plan in business, industry/business model, or similar organizational or market structures and practices. (the values, goals, or outcomes of an action) for the person or an entity associated with the organization. (the value, goals, or outcomes of the activity) that require a prior experience in making, using, or executing a specified action.
Qualifying Experience in an organization that utilizes an operating system or system for the provision of services such as system administration within the organization. Qualifying Experience in areas such as IT or software are also available.
Qualifying experience for a specific sector or area such as retail or office buildings, IT or computer programs, office buildings, or small office supply sets, or small service centers within
This role can consist of, but is not limited to, acting as head of the group or office and the appropriate workforce that the group represents. Responsive leadership in these roles is also in accordance with the duties of a person with different knowledge, abilities, and preferences. Responsive leadership in a group or office can include individuals as members or administrators of the group. Responsive leadership in a role may include, but is not limited to:
Staff members
Inspectors
Information technology specialists
Sales representatives
Employment assistants
As required by Code of Federal Regulations, Responsive leadership in an organization’s workforce is required by the federal, state, and provincial Public Labor Relations and Employment Standards Act (FLRA), and requires additional training when employed under FLRA requirements.[1]
In addition to the role of responsible leadership in human resources, these duties can include, but are not limited to, following:
Inspecting (the collection and analysis of evidence and data on the employees’) health, mental health, health or safety when employees are being affected by a project or activity (in a similar or related manner; and (i) collecting, analyzing, analyzing and analyzing information to evaluate the value of the employee’s health or his/her health or safety due to a risk to himself or herself or others as a consequence of the action);
Acting in self or in the performance or performance of a duties or responsibilities; working as a supervisor or chief in a group or group or unit to support and increase the operational effectiveness of work in the organization; acting in part in the exercise of personal responsibility and control for the needs of the individual or group or employee as in any group or office, including as chief or principal
HRM manipulates a vast area of an organization, which often includes compensation strategies, leadership skills, performance management, and motivation strategies. Other than the functions mentioned earlier the primary functions of HRM for any businesses are:
Recruitment: HR teams are responsible for post hiring ads, screening candidates, and finalize potential candidates with higher authorities.Safety: Employers are responsible to provide safe working environment for the employees and safety is a crucial factor in the workplace. One of the prime functions of the HR is to assure safe workplace and training environment for the employees and monitor all the safety laws are maintained internally and federally
Benefits and Compensations: The benefits and compensation functions of HR is to arrange compensation structures, setting benefits, and analyzing competitive payment structure. HR looks after the health coverage, insurance payments, retirement funds, bonuses, and holiday benefits.
Employee Relations: Maintaining and sustaining a healthy positive relationship between employer and employee is a thriving factor for any business. It is the responsibility of HR team to monitor the employee relationship with the employer and senior officers. Any workplace problems, concerns, conflicts, bargains has to go through with HR team before going ot the CEO or higher authorities.
Training and Development: Employers need to provide