Aspects of Human Resource Management

Aspects of Human Resource Management The main condense of Human Resource Management is personnel and how they potful be outperform utilized to accomplish the mission of the organization based on some(prenominal) aspects of the department. These aspects be Equal Opportunity and assentient Action, Human Resource readying, movement and Selection, Human Resources Development, Compensation and Benefits, Safety and Health, and Employee and Labor Relations. Each ara serves a dual purpose of helping the employer provide a better environment to their employees and project the success of the comp all.This paper leave behind reflect on distributively aspect of military man choice concern and discuss how they work unneurotic to perform the primary function. Al nearly all aspects of human resource care are affected by Equal Employment Opportunity and Affirmative Action laws. These laws govern the human resource process of recruiting, selecting and promoting the best and most qua lified person for the job. It protects employees or potential recruits from discrimination based on race, color, g ender, age, religion or national origin (as cited by Youssef, 2012. Sec 1. 5).One eccentric of discrimination in the workplace would be an employer asking applicants to list their play d experience/ethnicity on an employment application with the intent to use that information for hiring purposes. This reference of business practice is illegal and can have damaging consequences practically(prenominal) as a class action lawsuit or a negative image on the organization. Decisions concerning all aspects of human resource management should be based score the best interest of the company. The more respective(a) a company is the more powerful it can operate because it brings impudently ideas and different perspectives to the table.Another important aspect of human resource management is preparedness. Planning is the process of setting a goal or travail, and determini ng whole tonicity by step how an organization ordain achieve those goals. In rear for an organization to achieve its strategic objectives it requires a lot of broadcastning. This major task is one of many functions performed by the human resources department. human resource planning is responsible for managing all matters relating to employees. They must accurately predict the number of employees the rganization will need in place to achieve the organizations strategic goals. Having too many or too little employees can stymie the organizations ability to operate efficiently, effectively and competitively. Once it is determined how many employees are needed, human resource staff must select qualified applicants to fulfil desired positions based on an employees knowledge, skill and abilities. Also, they must plan how to best utilize the workforces skills and talents in order to moderate a competitive advantage over their counterparts.Furthermore in relating to human resource p lanning, part of achieving an organizations goal is it must have the good amount of people to do the job and a plan on how to retain them once the selection process has occurred. For example, in order for the army to achieve its strategic objectives, it must have the right number of soldiers to follow through certain jobs or tasks. Like any other organization, in order to be considered for a position in the military, you must take an skill test to determine what jobs in the military would best suit your abilities.Based off how you score will determine what jobs you qualify for. This score is kn give as the Armed Forces Qualification Test Score and is important because it determines whether you can union the military service of your choice. Each branch of service has set their own minimum AFQT score. Another part of strategic planning in the military is retaining soldiers and in order to retain qualified soldiers they offer incentives such as sign-on bonuses, reenlist bonuses, assignment preferences etcHuman Development is another aspect that is essential to the management, training, and improvement of employees. At different stages of their careers, employees need different kinds of training. Human Resources Managements division is to provide this training to employees to sharpen their skills and the organizations capability. When the organization invests in improving the knowledge and skills of their employees, the investment is returned in the form of productivity and effective employees. As time passes and technology changes the role of training and development programs will be transformed.As employees, we need to be flexible and partake in around-the-clock learning. Also, updating your skill set will be critical to your individual(prenominal) and professional success. In order to measure the strong point of training, there are several steps you can take to ensure it works. The first step would be to ask for feedback from the employees once traini ng has been conducted. If the training does not look up to the actual job or is lacking pertinent information the employees feedback can help improve the training.The next measure to take to test the effectiveness of training is to administer a pre-test and post-test and compare the results. The pre-test will tell you how much knowledge the employee started with, and how much they really learned from the training at the end will be revealed with the post-test. The last step is to observe an employee work to dupe if what they learned in training is actually being applied to the job. Everyone has their own reason for working and money is usually the most important element because it pays the bills.However, employee benefits are equally as important to keeping employees motivated to work. health care speak tos can become extremely expensive, especially for those families with medical issues and having amends to cover those costs can benefit more than pay. Additionally, with inflat ion and the cost of living rising, people cannot afford to live off fond bail alone. A pension plan can help supplement social security benefits after retirement. Other types of employee benefits provide security for families in the payoff of disability or death.Human Resource Management has a responsibility to ensure the health and safety of their employees. Every organization should have policies and procedures established for integration health and safety practices in the workplace and ensure resources are procurable to assist employees in the event of a mishap. This aspect correlates with training because human resource managers should ensure that employees are aware and familiar with all the hazards that be within their immediate work center and know how to report any issues if someone becomes injured or ill.