Human Resource Management: Strategies For Organizational Enhancement

The Importance of Human Resource Management in Organizational Enhancement

Reflection on Human Resource Management in Australia

In case of organizational enhancement, human resource management is one of the important assets of the company. Human resource department thinks about every employee and they are responsible for hiring effective employees. Hiring is one important aspect of human resource management which builds a company structure and differentiates a company from others in aspect of production and market position. Identification of the potential of job seekers and providing them a good working condition is the major concern of human resource department. A company cannot build their productive team unless they hire potential people and I have learned this throughout my class. The basic need of these classes is to understand the potential need of the company and how human resource team moves through the selection process of an employee (Brewster, Mayrhofer and Morley 2016). There is problem situation that I have also faced in my lesson which is imposed on organizational behavior and issues mitigated by human resource team. There are many companies compassing on different colleges and students has the opportunity to join those companies.

Human resource department takes this initiative to search such potential students for the development of the company. The aspect of human resource can be explained with respect to some theories like Herzberg’s two-factor theory of motivation which help employees to motivate and maintain hygiene factors. In my learning session I discovered that recognition, success, growth, satisfaction and prosperity are the basic factors of this motivation theory. (Hur 2017). I learned this theory in my class and I thought this is one of those theories which will really help employees to motivate at their workplace. I have learned attribution theory in my class which understands the sense of objectivity and psychological balance needed in the workplace (Graham 2014). There are two kinds of causalities’ like personal and impersonal. To make a control over the employees this is one of the important theories used in workplace.

Reflection on Strategic Human Resource Management

Strategic human resource management is a practice of developing and retaining employees for the benefit of both individuals as employees and organization as a whole. Human resource department interacts with all the employees and then create strategies to meet the objectives (Jackson, Schuler and Jiang 2014). All those strategies reflected on the production of the company. In case of legal context, human resource management is quite complex and some particular laws followed by the employees regarding their shifts, wages and performance. Employment law and Labor law these are the two bodies of legislation followed by the organization. Employment law is followed by all the employees in workplace and labor law are applied to the unionized employees (Moss 2016). I have learned these two laws in my class. All these laws have some specific dimension and I have learned about the new perspectives of an organization. I have also learned that how these laws are providing equal rights to employees and how employees can motivate through these laws.

Hiring Effective Employees and Identification of Job Seekers

Human rights legislation provides protection against the basis of workplace adverse behavior, age, sex, national origin and other protected grounds. Health and Safety legislation also provides protection against diverse working conditions and unsafe environmental conditions (Gibson 2014). Employees need to stay fit for better production and healthy working condition can only provide these. I have learned these employee-related laws and also have come to know how these laws are applied certain situations and prevent those cases for the betterment of organizational flow. Legal framework in organization is important for the employees and that change the strategic human resource management align the objectives of the company. I have learned that human resource management also utilized employees’ talent and creates strong bench strength for the company. From the findings I understand that better opportunity can be drawn if legal framework is applied on effective way. In case of leadership and management, this theory is important to protect their employees in organization and that is entirely covered by the human resource department. I have also learnt that some of the department needs extensive legal regulation in management so that their departmental process will run in a smooth way. 
 

Reflection on Recruitment and Selection

The first and foremost thing I have learned in recruitment and selection topic is the hiring section of potential people. I am excited about this class as identifying potential people is the concern learning process for me. E-Recruitment system is a modern form of filling employees and I have learned all the aspect of this selection process. In this process, job opening and job application and even the interview procedure have been done through internet (Faliagka et al. 2014). I have learned the cost of job filing has reduced in this process. There are enough chances to fill the job vacancies in a quicker way. Employee satisfaction also increased in that E-Recruitment process. I have also learned selection technologies which have been used by the organization for selection procedures. Human resource management has to maintain data of whole organization regarding employees, management and people who are seeking job. 

I learned that there are different methods of selection and this learning session helped me for my future growth. Employees are from different background, class and genre, so different approach is needed for every individual; this is one of the adaptive learning that I knew during the class. Recruitment and selection strategy like choosing potential people is the main function of this strategy. There is another strategy like retaining employees is another important factor that evaluates the production of the company. In some cases, employees are not coping with the target rather, in that situation organization creating pressure over them. The performance level decreases and employees are providing their resignation (Taylor 2014). Retention policy hampers in that situation and level of the production simultaneously decreases. Another theory like organization chart maintenance is important for the organization. A managerial mind is needed for that operation and human resource department are doing this responsibility effectively.  I have learned this strategic theory and this will help in near future. The process starts from sourcing applicants, as the creating sourcing is needed for the development of the organization. The next stage is considered as tracking applicants through Applicant Tracking System (ATS). This system produces resumes of potential candidates and through the process, people are involving with the company (Meier 2017). The next chain process is the preliminary phone interview that employees have to deliver before coming to the face to face interview. The next stage is face to face interview and there communication level of the person has been evaluated along with the organizational behavior of the person. After completion of that process, the person moves in the organization. This is the entire process that I learned throughout my lesson plan.   

Employee-Related Laws and Their Importance in Human Resource Management

Reflection on Managing diversity and work-life balance

Workplace diversity is important for organizational performance and better production level can be acclaimed by this process. People are from different genres accumulate in the organization and their background, culture, specialization help in case of bringing different community people in organization. Leaders have to manage those diverse conditions and so organizational balance has remained (Harvey and Allard 2015). There are several issues that have come in this process like promotion, extra facilities, leaves, community disturbance, production difference and support from seniors, working environments, better communications, equal monitory programs and job opportunities.  These are needed to be maintained in that scenario so that promotional activities and wages problems can be sorted in an ethical way and employees are not confronted each other for this reason. In my class, I have learned about Diversity management theory by Thomas. (Thomas and Peterson 2017). Diversity management theory also contributes to organizational goal and provides solution fo problem and complex situations. Diversity is important for mitigating any complex situation and logical approach to the management is needed in that case to solve the problem. 

Employees concern about their work-life balance. This is a kind of freedom and space they want to form their working sectors. I have learned that for better work productivity is dependent on the psychology of employees. The thinking and work involvement depends on the mental situation and the emotional attachment of employees. I learned Four Burners Theory in my class and the theory depends on four factors like family, friends, health and work (Makarov 2014). At first, the family becomes the first priority as people have to stay their entire life with them and their responsibility is the ultimate factor for which job is needed. At the second phase, friends are also important because quality time can only spend with them. At the third stage, health is important, because without good health condition they unable to involve in their work. At the last stage, work becomes priority and I understand that work is important but it should be balanced with all the factors. Work-life balance is important aspect of organization and leaders and management put a stable view over that for their production enhancement.   

References

Brewster, C., Mayrhofer, W. and Morley, M. eds., 2016. New challenges for European resource management. Springer.

Faliagka, E., Iliadis, L., Karydis, I., Rigou, M., Sioutas, S., Tsakalidis, A. and Tzimas, G., 2014. On-line consistent ranking on e-recruitment: seeking the truth behind a well-formed CV. Artificial Intelligence Review, 42(3), pp.515-528.

Gibson, M., 2014. Health and safety legislation. Occupational Medicine, 64(6), pp.441-441.

Graham, S., 2014. Attribution theory: Applications to achievement, mental health, and interpersonal conflict. Psychology Press.

Harvey, C.P. and Allard, M., 2015. Understanding and managing diversity: Readings, cases, and exercises. Pearson.

Hur, Y., 2017. Testing Herzberg’s Two-Factor Theory of Motivation in the Public Sector: Is it Applicable to Public Managers?. Public Organization Review, pp.1-15.

Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic human resource management. Academy of Management Annals, 8(1), pp.1-56.

Makarov, A.N., 2014. Theory of radiative heat exchange in furnaces, fire boxes, combustion chambers is replenished by four new laws. Science Discovery, 2, pp.34-42.

Meier, M., 2017. Job posting, resume creation/management and applicant tracking system and method. U.S. Patent 20170270485A1.

Moss, S.A., 2016. Labor and Employment Law at the 2014-2015 Supreme Court: The Court Devotes Ten Percent of Its Docket to Statutory Interpretation in Employment Cases, But Rejects the Argument That What Employment Law Really Needs Is More Administrative Law. ABA Journal of Labor & Employment Law, 31(2), p.171.

Taylor, S., 2014. Recruitment and selection. Strategic Human Resource Management: An International Perspective, 10(6), pp.139-14.

Thomas, D.C. and Peterson, M.F., 2017. Cross-cultural management: Essential concepts. Sage Publications.