IBMS

Managing Human Resources Today

Table of Contents

Introduction
Organizational Development
Staffing and Recruitment
Development of Workplace Policies
Dealing with Laws Affecting Employment
Retention
Discrimination/Harassment
Ethics
Company Monitoring
Conclusion
Works Cited

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Introduction

In today’s society, the nature of the world in which we live is competitive. Whether it is for the best education or the top honor in the world of sports, there is competition wherever you turn. The same is true for the world of business. Organizations in the same field are in constant competition with one another in order to deliver their product or service to the greatest number of consumers and prove themselves to be the superior company. With most of the products and services being similar among competing companies, it can be a tough task for one company to differentiate themselves and become more successful than their peers. One of the most prominent ways that companies differentiate themselves is by the use of strategic human resources management. HRM plays an essential role in developing a company's strategy as well as handling the employee­centered activities of an organization. Progressive HR
Departments are strategic in nature. In order for an organization to be strategic in their approach to Human Resources, the
HR department must be closely aligned with the goals and objectives of its organization.
Traditionally, companies used HR as a clerical entry level position that focused on items such as staffing and payroll among other things. Strategic Human Resource Management involves aligning initiatives involving how people are managed with organizational missions and objectives. SHRM today involves the development of a consistent and aligned collection of practices, programs and policies to facilitate the achievement of strategic objectives. It requires the abandonment of the mindset and practices of “personnel management”, focusing instead on strategic rather than operational issues. Strategic HR Departments utilize a process known as organizational development as well as effective staffing programs. (Bratton)

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Organizational Development

“Organization Development is a practice to help organizations build the capacity to change and achieve greater effectiveness. It is the act and process of furthering and advancing the growth of an organization.” (OD Network) Edgar Schien, who is a former professor in the business school at MIT, defines O.D. in a very particular and detailed way. Schien first breaks apart the two words: organization and development. An organization is the planned coordination of activities of a number of people for the achievement of common goals through the division of labor and it functions through a hierarchy of authority. Development is the act, process and result of a state of being developed, which in turn means to advance, to promote the growth of, to evolve the possibility of, to improve or to enhance something. When looking at his definitions of the two words separated it becomes easier to understand the term organization development, or, simply put, the development of an organization. (Schein) There are various reasons why OD is an important tool for organizational success.
Companies who are interested in embracing OD concepts are those who believe that they would be able to gain a competitive edge and regard themselves as capable of maintaining pace with technological advances, keeping their organization in step with constant changes in the business environment. OD differs from traditional performance management. Traditional performance management focuses on identifying problems in an organization and then trying to alter the behavior that creates the problem. On the other hand, OD initiatives focus on identifying the behavioral interactions and patterns that cause and sustain the problems. In addition, rather than simply changing isolated behaviors, OD efforts are aimed at creating a behaviorally healthy organization that will naturally anticipate and prevent or quickly solve problems. (Chao) Organizational development programs are considered long­term efforts of at least one to three years in most cases. In addition, it stresses collaborative management, whereby managers and employees at different levels of the hierarchy cooperate to solve problems. 4

Staffing and Recruitment

One aspect of Strategic Human Resources Management is staffing. In every organization, personnel planning, as an activity, is an essential and very vital part of that organization. Human Resource Planning is an important ingredient for the success of the organization in the long run. There are certain methods that are to be followed by every organization, which ensures that it has the right number and kind of people, in the right place at right time, so that the organization can achieve its planned objective. For every organization it is important to have the right person in the right job. Recruitment and Selection plays a vital role in this situation. Shortage of skills and an increase in employment rates apply pressure to the way in which employers go about recruiting and selecting staff. It is recommended for all companies to carry out a strategic analysis of Recruitment and Selection procedures. “Recruitment and selection is the process of identifying the need for a job, defining the requirements of the position and the job holder, advertising the position and choosing the most appropriate person for the job. (Business Dictionary)” Undertaking this process is one of the main objectives of management. The success of any business depends to a large extent on the quality of its staff. Recruiting employees with the correct skills can add value to a business and recruiting workers at a wage or salary that the business can afford, will reduce costs. Staffing is a crucial part of HRM. In order for a company to be successful they must have the right employees working for them. Implementing a successful staffing strategy can greatly assist a company with recruiting the right employees both internally and externally.

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Development of Workplace Policies

In order to ensure fairness and continue with the organisational aspect the organisations have policies. HRM of the organisation job is to progress the verbosity neighboring these policies. In the expansion of policies, HRM, administration, and executives are complicated in the process (Andy Schmitz, December 29, 2012). A number of instances of workplace policies might be the succeeding: ● Discipline development policy
● Leave time policy
● Dress code
● Ethics policy
● Internet usage policy, etc.
● Secrecy and company property

Dealing with Laws Affecting Employment The legal surroundings of HRM is at all times moving, as a result HRM must constantly be attentive of ups and downs going on and then and there communicate those modifications to the whole management of the organisation. Reasonably than confer a subdivision focused on
HRM laws, the organisation should address the below mentioned laws in each relevant chapter with due care and in proper way, such as:

● Discrimination laws
● Health­care requirements
● Compensation requirements such as the minimum wage
● Worker safety laws
● Labor laws etc.

Retention

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Employees who can’t succeed a discrimination, harassment or other suit against the companies, they can discover it considerably laid­back to win retaliation claims, creating retaliation the most common and costly case companies lose (Tim Gould, May 25, 2012).
Retention includes observance and encouraging employees to stay with the organisation. Compensation is the most important aspect in employee retention, but there are additional aspects too.

Discrimination/Harassment

If employees, predominantly managers, make prejudiced comments or use social media to harass employees in a protected class, the company can be liable. There are emerging various new types of harassment claims similar to place of work bullying are setting off, so the organization should be well recommended to bring up­to­date their policy and make it more contemporary. Then republish it to tell again people.

Ethics

Ethics is another important aspect in addition to the legal issues. Ethics and a common sense of evenhandedness are correspondingly compulsory in human resources. Ethics is a conception that scrutinizes the moral rights and injustices of definite circumstances. With a view to considering the fact that many HR managers discuss salary and union contracts and accomplish conflict. Moreover, HR managers are necessary to maintain the task of safeguarding passivity with ethics principles within the organisation. Furthermore, HR managers are obligatory to effort with extremely confidential data, for example salary information, as a result intelligence of ethics before handling this information is essential.

Company Monitoring The more an employer controls the legal issues, the higher the chance the company will be liable. But companies as well can’t even handed put in the ground their corporate heads in the sand and invented corresponding they don’t be acquainted with about what’s something like, especially if it increases to the level of harassment or whistle­blowing. The monitoring policies should be enhanced (Heather Bussing, March 25, 2013).

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Conclusion

Planning an organization's human resources strategy often involves linking the practical aspects of employee management with the more lofty goals of coordinating services across the business's various functions. According to author John Bratton, "Strategic human resource management is the process of linking the human resource function with the strategic objectives of the organization in order to improve performance." Understanding these important aspects of
HRM can enable a business to tailor its employee and resource plans to meet its most pressing needs. It is vital to an organization’s success to fully understand and value the importance of
HRM. When an organization values the importance of HRM and implements its key tenets then it proves to be advantageous to them.

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Works Cited

Bratton, J. (2012). Human Resource Management: Theory and Practice. Palgrave Macmillan.
Chao, C. (n.d.). Understanding OD.
Civil Service College
. Retrieved April 11, 2015, from https://www.cscollege.gov.sg/Knowledge/Pages/Understanding­OD­and­Its­Role­A­Think­Piece­on­Organisation­Development Explain Organizational Development process?. (n.d.). ikiAnswers
W
. Retrieved April 25, 2015, http://wiki.answers.com/Q/Explain_Organizational_Development_process?#slide=1 Schein, E. H. (2003). On Dialogue, Culture, and Organizational Learning.
Reflections: The SoL Journal
, 4), 27­38.
4(
What is recruitment and selection? definition and meaning. (n.d.).
BusinessDictionary.com
.
Retrieved April 25, 2015, from http://www.businessdictionary.com/definition/recruitment­and­selection.html Andy Schmitz, December 29, 2012. Beginning Management of Human Resources (v. 1.0)

Tim Gould, May 25, 2012. The legal issues HR needs to watch the rest of 2012,

Online available: http://www.hrmorning.com/top­10­the­legal­issues­hr­needs­to­watch­the­rest­of­2012/ Heather Bussing, March 25, 2013. Social Media’s Real Legal Issues, online available:

http://www.hrexaminer.com/social­medias­real­legal­issues/

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