Human Resource Management in Organizations

Human Resources plays a vital role in organizations by performing essential tasks in administration, organization, and strategy. These responsibilities can have various impacts on the organization, encompassing payroll, facilities management, hiring procedures, and employee discipline. HR must strike a balance between demonstrating empathy towards employees and enforcing rules, guidelines, and policies.

While working at a local hospital, my friend witnessed an employee accessing another employee’s medical record, leading to a dilemma for HR in deciding the appropriate disciplinary action. Eventually, the employee who accessed the record was terminated due to power abuse and violation of the privacy act.

It is crucial for HR Management to increase their strategic contribution as it demonstrates their willingness to assist all employees, thereby providing a newfound assurance. Such a shift transforms HR from a source of pressure into a team player, ultimately bolstering company morale.

PHR- Professional in Human Resources is focused on program implementation, possessing a tactical/logistical orientation. They are accountable to another HR professional within the organization. Usually, they have a professional work experience of two to four years in all HR disciplines, but their experience may not be as extensive as a more senior-level professional.

Strategic HR Management and Planning

Due to technology, the hospital workplace has undergone significant changes. In the past, manual tasks like writing orders and accessing medical records were necessary. However, with the introduction of computers, these tasks can now be easily managed. This advancement allows healthcare professionals to carry their computer from one room to another, improving patient care. The HR department plays a crucial role in supporting these changes by ensuring all required resources are accessible. Their objective is to make the process convenient for both healthcare professionals and patients while minimizing disruptions or inconveniences.

When an acquisition takes place, it commonly creates apprehension among employees from both the acquiring company and the company being acquired. This usually results in job cuts, role consolidation, promotions or demotions, and various organizational adjustments.

The Human Resources Department is responsible for ensuring that all employees are treated fairly, including equal distribution of promotions, demotions, etc., based on individual qualifications. HR can also alleviate employee tension by conducting meetings and keeping everyone informed about any changes that may occur. Although there may be situations, particularly during mergers and acquisitions, where HR cannot disclose information, it is still their duty to uphold strict confidentiality.

Employers perceive a surplus of applicants but a shortage of capable and motivated workers. They can recognize candidates who match the necessary job criteria and are willing to learn new skills. In cases of layoffs, it is wise to retain employees who make substantial contributions to the job and willingly accept additional responsibilities without being overwhelmed. Retaining those who display dedication and can work independently with minimal supervision is essential for the organization’s success during difficult periods.

The HR Competency Survey is used to assess the essential competencies of HR professionals in a company. This survey includes self-assessments by the professionals as well as assessments from their key clients. It evaluates different areas such as business knowledge, personal credibility, HR functional capabilities, change management, and culture management. The main objective of this survey is to establish if there are universally applicable competencies for human resource management and if it is feasible to define an HR professional.

Equal Employment Opportunity

When considering a candidate, I would consider their background, qualifications, and how they compare to other applicants. To do this, I would evaluate their work experience and references from previous employers. It is important to emphasize that the decision would not be based solely on the applicant’s African American ethnicity.

As a strong advocate of affirmative action, I uphold the belief that no one should encounter unfair disadvantages or be given special treatment due to their race, color, religion, gender, or national origin. In my perspective, each person should be assessed solely on their abilities and qualifications. The presence of a diverse workforce not only ensures adherence to equal employment opportunity regulations but also enables affirmative action to actively pursue suitable candidates.

Sexual harassment encompasses a range of actions, such as making sexual advances or expressing a desire for sexual activity. At my previous job, a male coworker would frequently touch me and other female colleagues inappropriately. Additionally, he would comment on our appearance and express his desires towards us. These forms of physical contact fall under the category of sexual harassment. Despite encountering this issue regularly, none of us chose to report it to anyone.

A reasonable accommodation refers to a modification or adjustment made to a course, program, service, job, activity, or facility. This modification enables qualified students with disabilities to have an equal opportunity. This equal opportunity allows them to achieve the same level of performance and enjoy the same benefits and privileges as non-disabled individuals in similar situations.

Workers, Jobs, and Job Analysis

Having diversity within an organization fosters growth. The inclusion of individuals from various backgrounds enhances the generation of ideas and promotes healthy competition when appropriately facilitated. In my previous work experience, we frequently formed teams consisting of individuals with diverse backgrounds to collectively brainstorm ways to optimize company effectiveness. Interacting with colleagues in this manner provides a sense of appreciation for the unique contributions each individual brings to the table.

The nature of jobs has undergone significant changes in terms of structure, process, and content. Nowadays, work is characterized by greater complexity, increased collaboration with colleagues, reliance on social skills, and advanced technology usage. Additionally, there is a growing demand for quicker task completion while jobs are no longer confined to one location as they have become more mobile. Both the HR department and employees need to stay abreast of competitive pressures and technological advancements in order to avoid being easily replaceable in the current environment.

In order to perform a job analysis, the process involves systematically gathering all required information by reviewing each department. This includes comprehending various job aspects and identifying the specific skills and requirements necessary for efficient performance. After collecting all data, it will be documented and shared with managers so they can offer employees accurate guidance for their job.

Ensuring a diverse workforce is essential for the prosperity of any organization as it fosters efficient collaboration and teamwork among staff members. The implementation of diversity programs aids employees in gaining a deeper understanding of one another, thus improving their capacity to work effectively in teams. The advantages of diversity encompass recognizing the elements that contribute to its triumph, attaining measurable outcomes through workplace changes, and assessing significant matters and approaches for successful execution.

Human Resource Planning and Retention

HR planning and forecasting involves understanding the organization’s strategic plan, conducting external scans, assessing the external workforce, forecasting workforce demand and supply, and developing programs and policies based on this information to implement the appropriate steps.

I am seeking employment with a company that provides excellent internal advancement chances and maintains a low rate of employee turnover. Having a strong benefits package and 401k plan is crucial to me, so I will thoroughly investigate any potential employer to ensure it aligns with my needs. Despite being currently jobless, my aim is to secure a position that fulfills all my requirements.

To enhance company morale, I would arrange a meeting with my current employees to solicit their opinions and feelings about the organization. By taking this feedback into account, along with our established policies and procedures, we can strive to find a harmonious resolution. It is essential to boost employee morale while also complying with the current company regulations.

Recruiting and Labor Markets

A labor market refers to an external supply pool that attracts employees. When hiring a pharmaceutical manufacturer sales position, one must take into account factors such as the labor force, population, economic indicators, employment rates, wages, and the individual applicant. All these aspects need to be considered in order to identify the appropriate labor market for the job.

The bank has the ability to assess the labor markets, including outsourcing through advertisements, scrolling through resumes and online applications, checking references, and considering the desired compensation of applicants. Additionally, the bank can stream resumes and conduct telephone interviews with potential candidates.

Having interns in their organization benefits employers as it allows them to gain valuable insights into the character and work ethic of these individuals. With this knowledge, employers can make informed decisions about whether they are suitable for full-time positions within the company. Furthermore, internships provide potential candidates with an opportunity to assess their interest in working for your company.

When searching for a customer service or administrative assistant position, there are numerous websites available that offer a variety of job options. These websites can help me find the ideal job description and location. Once I have identified the specific category, I would proceed to apply for all relevant jobs.

Deciding on Human Resources

Soft skills encompass various interpersonal abilities, including social graces, communication, leadership, decision-making, problem-solving, and more. These skills are crucial when combined with technical expertise to present a well-rounded profile to potential employers. As an educator at the college level, it is vital to exhibit politeness, integrity, and understanding. Furthermore, possessing strong eye contact and proficient written and oral communication skills is of utmost importance.

The hiring process typically involves three interviews. The first interview is a screening assessment to ascertain if the candidate meets the required qualifications for the role. Subsequently, a thorough interview assesses the applicant’s knowledge and skills pertinent to the job. Finally, there is a final hiring interview conducted to make an offer and integrate the candidate into the company.

Each applicant will be individually assessed during the review process to determine their eligibility based on their unique circumstances. It is crucial to perform a thorough background check on all candidates being considered for the position. If an applicant has a criminal record, several factors such as the time since the offense, efforts towards rehabilitation, educational background, professional experience, and recommendations from community leaders and past employers will be considered. All gathered information will be meticulously documented to maintain consistency throughout the evaluation process.

Behavioral interviews evaluate an individual’s behavior in particular job-related circumstances, as they believe that previous performance can forecast future achievement.

Training Human Resources

When training a group of new salespeople, it is vital to instruct them on the correct sales technique for approaching customers and ensuring they have a thorough understanding of the product to effectively handle any inquiries. Additionally, it is crucial to offer extensive training on all aspects of the operation, including policies, procedures, and guidance on assisting customers with maintaining their merchandise. Moreover, particular attention should be given to cultivating customer service skills to guarantee positive experiences for customers, ultimately leading to repeat visits and positive word-of-mouth.

Keeping up with technological advancements and changes in organizational practices requires adaptable training. By evaluating the training process, it ensures that strategic training stays current and aligned with implemented changes.

The initial orientation session will involve introducing new employees, conducting a facility tour to help them become acquainted with their surroundings, providing information on the organizational structure and leadership formation, as well as explaining policies and procedures.

The second session will consist of a thorough review of policies and procedures, personnel matters, and essential organizational information. Additionally, I will provide new employees with a checklist to acknowledge that they have received all required information and their attendance has been documented.

One major advantage of e-learning is its convenience. It enables employees to work at their own pace and review information as necessary. Nonetheless, the drawback is that self-discipline is essential as not all individuals can be relied upon to finish assignments punctually.

Talent Management

Talent management involves the attraction, development, and retention of highly skilled workers to meet business objectives. Employers prioritize this as it helps them acquire and retain the most qualified individuals.

Talent management efforts utilize software applications to establish an affordable and top-notch environment for training, development, and measurement. This environment aims to empower users with visibility and control over their career planning, while offering management real-time business intelligence. One organization that employs this approach is Bersin and Associates.

Many organizations are shifting towards producing their own products to sell, which can lead to increased revenue and lower outsourcing costs. However, this decision also comes with risks including the potential loss of alternative sources, limited design flexibility, and reduced access to technological innovations.

I propose developing a customized program to meet the specific requirements of the company. This program would include providing management with training in strategic thinking, coaching skills, and leadership development. Additionally, I suggest having supervisors obtain a utility management certificate.

Performance Management and Appraisal

Once performance management is implemented, it is necessary to establish a set of criteria and standards that employees are expected to meet. Consistency and proper execution of this process can help prevent future performance issues.

A performance appraisal may contain errors during its preparation, especially if there are a large number of employees involved, which can lead to confusion. It is possible to make a clerical error for a clerical employee. To prevent errors, it is beneficial to review the appraisal in advance. Additionally, it is important to provide the appraisal in both written and verbal forms to the employee so that any mistakes or issues can be identified and resolved.

It is important to carefully consider and take seriously the performance appraisal process. Establish work standards that can be assessed in an unbiased manner. Inform the employee about how their appraisal can impact salary increases and bonuses. Additionally, endeavor to provide reassurance to the employee by acknowledging and recognizing their successful performance.

Total Rewards and Compensation

During my time at work, a compensation strategy was implemented to enhance sales by making the bonuses more competitive. The top performers were rewarded based on their sales performance at the end of the year. Additionally, an evaluation was conducted to determine the extent and amount of pay increase for raises. This system incentivized employees to work harder and strive to exceed the established goals.

An effective pay system would offer a means of recognizing and compensating employees for their hard work and contributions to the organization. To establish this program, I would begin by outlining the job responsibilities, assessing the roles, determining their value, and communicating the entire process to the staff. Subsequently, I would utilize performance evaluations as a basis for determining compensation within the framework of this system.

Below is a table indicating the salaries of Administrative assistants by state:

Incentive Plans and Executive Compensation

The popularity of pay for performance plans stems from the motivation it provides employees to work harder for the company. By offering the assurance that their increased effort will result in higher earnings, employees are incentivized to go beyond what is considered satisfactory. In order to maximize the effectiveness of such a system, allowing for flexible work schedules can be beneficial. This is because if employees are compensated based on their performance, there isn’t a need for them to adhere strictly to a traditional 9-5 workday.

One motivation that comes to mind is receiving compensation as a top seller. While this encouraged all employees to do their best at selling, it was also disheartening to realize that not everyone would be rewarded for their efforts. In order to receive a significant payment, one would have to outperform all others in the department. Over time, this became a drawback.

The purpose of executive compensation is typically to remain competitive with other companies in the same industry. Typically, a committee comprised of the organization’s board of directors determines executive salaries. However, there is concern that executives may prioritize financial gain for themselves over the improvement of the organization.

Establish a task force to define the sales goals that will lead to corporate profitability and develop sales targets for both individual salespeople and sales teams. Additionally, create incentives to reward those who achieve a specified amount of sales within one quarter after training. Implement a separate compensation plan to enhance sales during normal cycles. Ensure that salespeople are paid in the same manner as other employees in order to foster a cohesive team atmosphere.

Managing Employee Benefits

Employers with attractive benefit packages are in high demand among job seekers. The design of the benefits is a crucial aspect of strategic planning. Companies that offer a wide range of options and flexibility in terms of benefits enable employees to customize their benefits according to their individual needs.

As employers aim to reduce benefit packages, the cost of healthcare is increasing. This effort to make benefits more cost-effective for employers renders them less attractive to employees. If the insurance coverage provides little value, it is illogical for employees to maintain it, resulting in additional cost savings for employers as they do not need to contribute towards insurance for each employee who cancels their coverage.

Consumer Driven Health Plans involve health benefits plans that encourage covered individuals to take an active role in choosing healthcare providers, managing their health expenses, and enhancing their own well-being in areas under their control.

I would prioritize creating a package that caters to the needs of both the organization and its employees. This involves considering all available options for benefits and generating a comprehensive selection of packages to offer. It is important to assess the cost of these benefits for both the organization and the individual employee, ensuring that the chosen package aligns well with the company.

Risk Management and Worker Protection

Efforts should be made to avoid small claims, by implementing a safety program aimed at instructing employees on workplace safety. Providing first aid training to workers and ensuring the presence of first aid kits throughout the facility is crucial. Another aim should be to minimize instances of workers compensation fraud.

Start by requesting credentials from the OSHA representative. HR can demand an open conference and ensure that the compliance officer accompanies the representative during inspections. Maintain meticulous and precise documentation of all workplace matters. Employee manuals and policies and procedures should be securely stored in a designated location.

A wellness program is intended to promote well-being among employees, irrespective of their work setting. Such a program can enhance employee morale, enhance health and fitness, and amplify productivity in the workplace. To initiate the process, it is important to identify the factors that contribute to an increase in healthcare expenses. It is imperative to create a practical workplace wellness program. Sustaining effective communication about wellness is crucial. Integrating wellness initiatives with other benefits is vital. Additionally, management should lead by example and incorporate the wellness program into their daily routine.

When creating a disaster plan, it is important to provide training and drills for all employees. This ensures that everyone is knowledgeable about emergency procedures. It is also essential to integrate emergency preparedness into the organization’s culture. When drafting a disaster plan, anticipate potential issues and establish backup plans.

Employees’ Rights and Responsibilities

The connection between due process and just cause in employer disciplinary actions will be explored. The statement “Although it may be acceptable to limit employees’ freedom of speech in the workplace, this raises concerns regarding individual rights” will be discussed. Examples will be given to illustrate how technology is causing issues regarding employer/employee rights and policies. Finally, possible actions needed to address these issues will be suggested.

As the HR manager, you are responsible for creating guidelines for supervisors to utilize when disciplining employees. Utilize Internet resources like www.blr.com and www.workforce.com to gather information on sample policies and other necessary details. Afterward, create a guide for supervisors that covers the implementation of both positive and progressive discipline.

The employer must adhere to due process, which ensures fairness in disciplinary actions and dismissals. Just cause safeguards against unjust termination and other forms of workplace discipline. Both due process and just cause are connected to employer disciplinary actions, as they provide the employee with a sense of fair treatment when faced with accusations or disciplinary measures.

Under the US Constitution, there are provisions for freedom of speech. However, when working for a company, this freedom is limited. As an employee, you may face disciplinary actions for speaking out in a way that is considered insubordinate.

The issue of privacy in email is a concern for both employers and employees. While employees may desire that their email activities remain undisclosed within the company, employers have the ability to monitor the content and usage of email communication. Furthermore, the use of social networks during working hours can also pose a challenge, as it may go against company policies despite having internet access.

Start with a verbal warning and inform the employee that it will be documented in their file. If the issue continues, issue a written warning that must be signed by the employee to indicate its seriousness and inclusion in their record. If the problem persists after the written warning, termination will be the next course of action. Clearly explain to the employee the reasons behind this decision.

Union/Management Relations

Unions, as formal associations of workers, impose limitations on managers’ control and actions in employee-related matters. Managers typically oppose these restrictions as they impede their usual level of control. It is important to note that unions prioritize the interests of employees rather than the organization.

In order to determine the necessity of a union, I would initiate a discussion by questioning the need for it. I would gather opinions of fellow employees to assess their views on a union. Additionally, I would engage in dialogue with management, and if I perceive inadequate responsiveness towards employee needs, I would consequently consider joining the union.

Supervisors can inform employees about common misconceptions regarding unions. They should clarify that employees do not have control over the union, unions cannot guarantee job security or higher wages, and unions do not necessarily ensure worker dignity. In the private sector, productivity is expected to rise while the number of workers decreases among unionized workers. However, the situation is different in the public sector, where there is no obligation to increase productivity. Due to challenges in enforcing regulations, workers may be more inclined to switch to the public sector despite higher union representation.