Human Resource (HR) management by definition is “the design of formal systems in an organization to manage human talent for accomplishing organizational goals,” (Mathis, Jackson, & Valentine, 2013). The definition above uses the words “formal systems” these words indicate that more than one system is working together to make up the realm of human resources. Throughout this paper it is my intent to discuss how the different areas of HR, which includes strategic HR management, equal employment opportunity, compensation, talent management, employee relations, risk management and staffing are integrated with each other. Not every company is equipped with a human resources management department but all companies have human resource needs. Strategic
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Companies must work hard to attract, incentivize, and keep employees working towards the company’s organizational strategy; these actions all fall under the area of talent management (Talent Management, n.d.). To accomplish these tasks companies must reward and recognize the hard work of employees; this is the function of the total rewards and compensation area. An example of these areas working together can be in the process of recruiting and hiring executives. Often time executives are recruited and retained by companies with the promise of high salaries, stock options and hefty …show more content…
As I stated earlier human resource management is responsible for managing human talent and in other words it is responsible for managing humans. Humans that come from all walks of life thanks to equal employment opportunities and staffing procedures; human who are responsible for successfully managing and executing a company’s business and HR strategies due to talent management procedures. Humans who create and benefit from a company’s total rewards and compensation plans. Life experience shows us that people don’t always get along. There are times where employees will disagree or even fight with one another. There are times where management and employees don’t see eye-to-eye on labor related, or disciplinary issues. There are times where employees’ work life balance is out of alignment and they need a helping hand to get it back on track. This is where the employee and labor relations functions come into play. Employee Relations is how a company manages the relationship between management and the employees. The employee and labor relations function is the glue that keeps the company
Companies must work hard to attract, incentivize, and keep employees working towards the company’s organizational strategy; these actions all fall under the area of talent management (Talent Management, n.d.). To accomplish these tasks companies must reward and recognize the hard work of employees; this is the function of the total rewards and compensation area. An example of these areas working together can be in the process of recruiting and hiring executives. Often time executives are recruited and retained by companies with the promise of high salaries, stock options and hefty …show more content…
As I stated earlier human resource management is responsible for managing human talent and in other words it is responsible for managing humans. Humans that come from all walks of life thanks to equal employment opportunities and staffing procedures; human who are responsible for successfully managing and executing a company’s business and HR strategies due to talent management procedures. Humans who create and benefit from a company’s total rewards and compensation plans. Life experience shows us that people don’t always get along. There are times where employees will disagree or even fight with one another. There are times where management and employees don’t see eye-to-eye on labor related, or disciplinary issues. There are times where employees’ work life balance is out of alignment and they need a helping hand to get it back on track. This is where the employee and labor relations functions come into play. Employee Relations is how a company manages the relationship between management and the employees. The employee and labor relations function is the glue that keeps the company