The human resource management (HRM) is a broad term used to describe a department that covers a large portion of a company. In this research paper, I will discuss the seven paths or the blueprint for human resources (HR) and review the different strategic plans that create each specific industry or company. According to Dias (2012) there are seven subdivisions of human resource management which are; staffing, development of policies, compensation & benefits department, retention, training & development, laws affecting employment, and worker protection. We will also review the different ways a strategic plan is develop to be specifically tailored to that company’s mission and values. According to Human Resource Counsel, there are four steps
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Ensuring employees are trained effectively to do the job, can produce more quantity & quality products from these employees. Employees who are adequately trained, are more motivated and successful in the departments they are in. Taking the time to provide sufficient training can increase the retention rate within the company. HRM can provide training on the following topics; policy, legal, sexual harassment, and ethical training. Creating activities that build camaraderie and motivate employees is greatly beneficial in the success of the department and goals of the company. HRM must be well informed of the laws affecting the employment. Ensuring employees understand & follow all regulations and policies for state & federal laws. The HR department must continue to adapt to the changing world, and address potential legal issues. The worker protection intertwines with training and following laws, HR must ensure employees are trained to recognize and address potential employee hazards. The HRM must ensure the company is meeting the standards and regulations to protect not only the employees but also the executives and companies owner from lawsuit or bankruptcies. The HRM must constantly review, employee conditions and hazards to ultimately protect the …show more content…
Knowing what works and what doesn’t work, within every department can be beneficial to the company. Assessing, the demand & supply of the product or services and even the increase need in employees will take the company to the next level. Also, growing the companies through technology, can reduce the cost and also increase prodcuctivity. Once the needs for growth are identified, figuring out what the company needs to do to reach these goal or predictions are a necessary step. The gap needs, are essential in reviewing what steps will the company have to take to obtain these goals. Goals, keep a company focused, therefore making each path of human resource a essential part to the entire company. The last step, is to develop the strategies needed for the organizations. This phrase details each HR department’s strategies for obtaining the companies needs for growth. This process contains; recruiting, training & development, reconstructing, and collaboration. All of which are necessary for the growth of a department and a company. To conclude, we review the essential blueprint for each part of human resources and the process to develop the plans for growth. To simply state there is a method to the madness. Though mass hiring, training, and technology upgrades seem chaotic or unorganized are actually part of the larger plan.
Ensuring employees are trained effectively to do the job, can produce more quantity & quality products from these employees. Employees who are adequately trained, are more motivated and successful in the departments they are in. Taking the time to provide sufficient training can increase the retention rate within the company. HRM can provide training on the following topics; policy, legal, sexual harassment, and ethical training. Creating activities that build camaraderie and motivate employees is greatly beneficial in the success of the department and goals of the company. HRM must be well informed of the laws affecting the employment. Ensuring employees understand & follow all regulations and policies for state & federal laws. The HR department must continue to adapt to the changing world, and address potential legal issues. The worker protection intertwines with training and following laws, HR must ensure employees are trained to recognize and address potential employee hazards. The HRM must ensure the company is meeting the standards and regulations to protect not only the employees but also the executives and companies owner from lawsuit or bankruptcies. The HRM must constantly review, employee conditions and hazards to ultimately protect the …show more content…
Knowing what works and what doesn’t work, within every department can be beneficial to the company. Assessing, the demand & supply of the product or services and even the increase need in employees will take the company to the next level. Also, growing the companies through technology, can reduce the cost and also increase prodcuctivity. Once the needs for growth are identified, figuring out what the company needs to do to reach these goal or predictions are a necessary step. The gap needs, are essential in reviewing what steps will the company have to take to obtain these goals. Goals, keep a company focused, therefore making each path of human resource a essential part to the entire company. The last step, is to develop the strategies needed for the organizations. This phrase details each HR department’s strategies for obtaining the companies needs for growth. This process contains; recruiting, training & development, reconstructing, and collaboration. All of which are necessary for the growth of a department and a company. To conclude, we review the essential blueprint for each part of human resources and the process to develop the plans for growth. To simply state there is a method to the madness. Though mass hiring, training, and technology upgrades seem chaotic or unorganized are actually part of the larger plan.