Reflective Paper

Reflective Paper

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Reflective Paper

Introduction

The primary role of human resource management is to enhance the effectiveness and input of employees in the fulfillment of organizational aims and objectives. There are different concepts under HRM which are all very crucial including EEO and Affirmative Action, Human resources planning, recruitment and selection, Human resources development, compensation and benefits, safety and health, and employee and labor relations (Drake et al. 2009). The role that HRM plays can be optimized by giving more concern to some of the HRM aspects. This means that there are some aspects that are more crucial than others. Through the different class activities, I have learned extensively about HRM. This reflective paper will look at the different aspects of HRM learned in order to show the new learning that has taken place; will provide class activities in order to demonstrate understanding of the content; will provide future applications; and will reflect the potential impact of the learning on future career plans.

Areas in HRM and how they build the main goals

As it has been stated, the primary function of HRM is to increase the effectiveness and contribution of employees in the attainment of organizational goals and objectives (Kang, Morris & Snell, 2007). This is seen in EEO and Affirmative Action, Human resources planning recruitment, compensation and remunerations, Human resources development, employee and labor relations, and safety and health. These aspects of HRM integrate with one another to achieve the main function of HRM (Business Performance Pty Ltd., 2014).

In the integration of the different HRM models, there are some that are more important than others. When it comes to statement of roles, the main role of HR manager is the combination of the available human resources, skills and employment potential with the strategy and objectives of the organization (Hom et al., 2009). The HR manager provides recruitment and selection of employees for vacant positions in different departments within the organization. Recruitment and selection of employees is an area that draws more attention than other areas. It is very critical area because the human factor depends on the type of employees (Drake et al., 2009). Even areas like employee labor relations can be affected if the right employees are selected for the right job. This is an area that the HR managers prioritize. The manager analyzes a large number of resumes and conducts interviews with applicants; this can be done directly by the HR manager or managers of other departments. The HR manager’s duties depend on the size of the company as well as the policy of the guidance. In small companies, the manager also selects and trains employees, determines how to encourage their efforts and leads personal files (Business Performance Pty Ltd., 2014). The manager also does human resources management and the provision of conditions to improve the skills of the staff.  It is through the HR manager that employees are provided with the right skills. For instance, in changing work environments the manager will ensure that employees get training and continuous education so that they can acquire more skills. The HR manager gets information about employees through communication; he/she talks to them, listens to them and makes decisions. The HR manager has a duty to reward and punish employees. This is done in line with development and maintenance of corporate style, conducting activities to promote unity of workers, and increase employees’ motivation. The HR manager together with the administration is involved in making personnel decisions: who should be nominated to the advancement to a higher rank, who should be transferred to another position and who should be fired. Another area that needs to be prioritized is compensation and benefits to employees (Kang, Morris & Snell, 2007). It is due to the fact that every employee aims at getting something home at the end of the day. Employees are very sensitive to the monetary and non-monetary benefits that they get in an organization. It has been acknowledged that employees that are well compensated and get additional benefits like allowances are motivated (Simons, 2011). Employee motivation is very crucial as it brings in the psychological aspect of employment. When staff members get motivated, they tend to be more productive and thus, put more efforts towards the realization of organizational goals.

In the workplace, employees have to be assured that they are working in a safe environment. This is an issue in HRM that considers the immediate environment. Working in a safe environment is a source of motivation for the employees. This can be done by enacting the requirements of the law or going beyond that to offer a more favorable environment. The environment is also built when employees have good relationships (Business Performance Pty Ltd., 2014). The HR manager should work towards relationship building between the employees. Employees should not be separated from one another simply because they are working in different environments. Team building activities like sports and organizational tours can be used to achieve the employee relationship. This can, however, vary depending on the type of organization. For instance, for a virtual organization it would be difficult to use sports and circumstance when the employees are in different countries.

New learning

New learning in the course has been achieved through different activities. One of the most important class activities that has made me gain new knowledge is a response to others arguments in writing. For instance, there was a classmate’s post on human resource planning and strategic objectives in an organization (Simons, 2011). All these were relating to organization although I was not sure about it until I read the posting and made my response. Through the posting, I was able to understand why the company I currently work for has made so many and at times drastic changes over the years.  The changes started happening when the economic conditions in the country started showing negative growth (Hom et al., 2009). The firm is a non-profit organization that has been able to care for children at no cost; they have been able to achieve this by using the interest of donations that have provided for over 40 years of service.  The main changes that I have noted include lay-off, workforce reduction, voluntary separation programs, Attrition, and downsizing. I believe that it is these changes that have made the organization stand strong even when the economic conditions are not favorable.  I can now understand why it is important at times to make these changes, without them many companies would not be currently operating. This was a new learning that will have impacts in my future career.

Through the course, it was important for me to learn that recruitment and selection of employees is the most important aspect of HRM. It is due to the fact that it ensures that the HR section is fully equipped to develop a more strategic role. Evidence from the past shows that the selection of employees should be based on their competencies in a range of HR activities; such as human resource planning and performance management (Business Performance Pty Ltd., 2014). I have learned that skills related to the job are very crucial since they directly determine the performance of employees in the job which consecutively have bearings on the overall productivity of the organization. In cases where skills do not exist, plans should be drawn to develop the skills, for instance through external expertise.

Another important insight that I have acquired from the course is aspects of a good HR manager since they help in achieving the sets duties and responsibilities. I have learned that the HR manager should have special social and psychological knowledge to create a favorable climate in the team and help individual employees reveal their professionalism and abilities (Business Performance Pty Ltd., 2014). The manager must possess modern methods of evaluating personnel and regulation of its functions as well as knowledge of modern concepts of management. Basically, it is crucial for the HR manager to understand the fundamentals of sociology and psychology. The manager should go beyond ordinary communication and have business communication skills. Another aspect of a good manager is awareness in labor laws and any legal requirements about the employees in an organization (Kang, Morris & Snell, 2007)..............