Human Resources Functions

To research Human Resources Developments, one must first understand what the purpose is for Human Resources Development, (HRD). HR is most known method is associated to the world of business in connection with individuals working in any company and dealing with different staff issues pertaining to recruiting, managing, developing, and rewarding. HRD is also known as a multi-cultural development with soaring achievement because of top detailed-oriented and dedicated individuals within the Human Resources Management department. The HR department are uncompromising in disciplining when it pertains to resolving issues, by implementing the right protocol, after an employee has been asked to correct the issue and it not done. At this point it is mandatory that HR managers record in detail everything that was not done and give a precise explanation on the steps taken and what was done to correct the issues.

EEO and Affirmative Action

HR managers must be very careful in not discriminated against individuals because of race, gender preference, or religious practices. They are to give equal and fair opportunities to each candidate, choosing them specifically according to their skills and qualifications. If they discriminate in the hiring and firing process they will need to provide reasons as to why they chose their actions because they can be audited at any time. EEO and Affirmative Action is utilized in protecting the rights of all individuals in the process of hiring, promoting, competing, and given equal access to training and professional development opportunities. Affirmative Action Act is a tool to deal with discrimination issues and to guarantee that no individuals are overlooked or deprive during the hiring process. It was implemented to make sure fairness and justice would be for all.

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Affirmative action policies depend on employers to show initiative in recruiting of diverse selection of candidates for their job opening. Businesses where women and minorities are not represented correctly are expected to expand their search efforts to include women and minorities in the hiring process. Another way that Affirmative action works is in cases where a company may be predominantly white males could be told to advertise and hire women and minorities, (Zeidner, 2009).

Human Resources Planning and Recruitment

Human Resources Planning and Recruiting is the department that creates plans and visualize new jobs within the company and decide what qualifications are needed to continue to be competitive. The plans are to grow and to stay one step ahead of the competitors effectively.

• First HR analyze he jobs pertaining to the organizations goals.
• They determine if it is the right job for your future goals and what it entails, because more details may need to be specified about the job.
• They then follow up with evaluations with detailed job descriptions and an understanding of the growth a business needs. Which means they search within first to see if the candidate they are looking for is presently working for the organization. If not, they look externally.

HR is responsible for giving skills and aptitude tests for candidates that are being considered for the job. These tests are designed to find employees that are quick learners. The HR department are also responsible for handling interviews and making sound decisions as to which candidates will be hired, by determining if themselves, mangers and business owners must all agree or if one individual’s decision is enough to hire the candidates. The HR department also decides the ideal time to ask the candidate to submit to a background check. Which is only done if the employer is considering the candidate for hire.

Rising costs of Recruitment happens because the economy is in horrible conditions. Companies diligently start researching ways to lower the expenses of recruitment. They do this because it is important to stay competitive in the market. One of the methods utilized is by researching the amount being spent presently within the business. The easiest way would be to divide the cost of recruiting by how many employees being hired in a twelve-month period. Other businesses lower expenses in recruiting by utilizing short-term decreases with recruiting agencies, to decrease expenses within the business, (Zeidner, 2009). The downside is that in decreasing expenses in recruiting cost may also decrease the chances of finding qualified candidates. Candidates that do not qualify is money wasted.

Human Resources Development

Human Resources Development is utilized to incorporate training organizations and career developing in efforts to enhance individual groups, and managerial success. HRD creates the foundation in providing ongoing training. With this training employees will always be prepared to perform their jobs correctly. HR supports employees because they are the most important component to maintaining a successful business. HR policies and instructions play a major role in the competences to recognize qualified employees for long-term employment. In saying this, it is crucial that employers research attentively in their recruiting, selections and personnel policies. If recruiting is not done correctly it can change the employees, the entire beauty and character of the business, causing competitors to look past your establishment. Employers receive greater attention for qualified employees when it has a good name for having a great working environment, advancement, and employee’s longevity.

Compensation and Benefits

Compensation and Benefits, (C&B is an extension of Human Resources. Their focus is on employee compensation and benefits, and policy-making. While compensation and benefits are tangible there are some intangible rewards like, recognition, work-life, and development. The different between compensation and benefits is their relation concerning money. Compensation means to pay or transfer money according to the individuals ability to perform the job, they are paid by the employer. Benefits do not in money but instead are represented in figures. HR managers are expected to control and implement a system that protects the monetary values of the organizations. To carry out this task successfully one must be knowledgeable of about the changes in competing in the markets for employees pay and benefits.

Safety and Health

Occupational accidents could all be prevented by implementing quantum methods of precaution that really should already be in place. Most organizations have commodious universal systems of organizational safety and health measure (OSH) supervision, and this is displayed routinely, and it has decreased the number of casualties. These measures are taken due to the increased numbers of accidents universally. The scope of protection against organizational accidents is determined according to your country, cost-effective precinct and the size of the business. The largest numbers of organizational casualties happen in agriculture, mining, construction, and smaller organizations. They tend to have more safety issues than larger organizations.

The cost-effect of these accidents and deaths are colossal and involves individual’s organizations, the countries, and the entire universe. No organizations are totally exempt from organization’s causalities and accidents. In addition to the available everyday precautions and methods to protect workers, OSH is being implemented in the workplace and has expand tremendously on National and International levels. OSH management systems aided companies in making changes and implemented the structural maintenance of a culture of health and safety as the top priority. This system evaluates “baseline evaluations, auditing, self-inspections, and self-correction, incident investigation, medical surveillance, and management review activities.”

The focus is changing with the national policy structure that countries design and implement to prevent organizational causalities and deaths. Many of the methods could not keep up with the changing demands of the world of work, and their under-developed ideas, their businesses were unsuccessful. In implementing training for future generations of workers as many go into retirement, continual updated mechanisms and strategies are the key to keeping workers safety and healthy at the center of national and organizational priorities.

Chemical safety is also an important factor that OSH is focused on and is included in the comprehension evaluations system. In utilizing this system, it has help prevent environment health problems and the exposure to dangerous chemicals in the workplace.

Labor Relations

Labor relations is interpreted as a continuous relationship between employer and union members or other designate groups of employees. The communication between leadership of a business and the union speaking for the mass of employees who work there are a presentation of labor relations. The employees and Labor Relations operations of the Human Resources Department is commonly associated with issues like investigations, counseling, and disciplinary actions, but that is far from the main responsibilities. Human Resources important elements functions as a center between staff and leadership, interconnecting differences that appear impossible for both parties, utilizing several styles for intermediations including problem-solving, meditation, training, and counseling.

Labor Relations attempt to balance activism to leadership and individual employees to protect the relevant rights and simplify a peaceful environment. The steps in the labor relations process are: Recognition, Negotiation, and Administration. These steps determine the bargaining unit, collective bargaining, grievance and procedures, collection of authorization cards, elections, and recognition. The labor relations staff researches, develops, interprets, and administers the union contracts pertaining to wage benefits, employee working conditions, health care, pensions union, and leadership practices, and other continual provisions. This simply means HR must have extensive knowledge of labor laws and the approaches.

Human Resources Developments each have their own unique part and responsibilities. Human Resources work hard reinforces the policies and laws. Affirmative Action Act ensures that all are treat equal and that the policies and laws are followed. The Affirmative Action Act further represents those that cannot speak for themselves. The Human Developing Department work hard to implement new technology and appropriate training for continual employee growth within the business. Compensation and Benefits are in place so that employee receive fair pay that they earned as individuals according to their performances. Safety and health is a huge component by ensuring a safety and healthy working environment. Lastly, Labor and relations department is in place to aid in maintaining healthy communication between employers, union members because they are the voice for all employee. They all work together for balance in a team effort. Having just one absent would mean an unsuccessful business.

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