Human Resource Summary Paper- FINAL1Human Resources
HUMAN RESOURCE SUMMARY PAPER-FINAL2AbstractFor any organization, the workforce is the greatest resource is that of Human Capital. Consequently, an organization’s long-term success depends largely on how workers are developed within the organization, trained, and compensated for their service within the business. Employees who are treated fairly managed properly and afforded growth opportunities are more likely to help the company attain its strategic objectives. Conversely, workers who are treated poorly tend to underperform or leave in search of better opportunities elsewhere. In the past, HR mostly focused on recruitment, hiring, and termination. Today, however, the HR function has undergone significant reframing and covers a broader spectrum. For the most part, the primary functions include recruitment, training, and development, managing salaries as well as performance management. This paper examines several of the main concepts within the realm of Human Resource Management with a focus on planning, recruitment, and selection of personal and professional development, as well as compensation. The second part of the paper describes specific current and/or future applications and relevance of these concepts to the workplace, as well as their potential impact on my future career plans.
HUMAN RESOURCE SUMMARY PAPER-FINAL3Human Resources Planning, Recruitment, SelectionWorkforce planning is the process that continuously plans for the future workforce needsof an organization. This is accomplished by establishing the prerequisites demanded present and future business activities within an organization. Workforce planning is invariably foreshadowed by strategic planning because it sets the eventual objectives of the corporation. While doing internal investigation, strategic and operational plans are likewise examined. Trends, requirements, availability and numerous courses of action are likewise generated during the planning phase. Upon study of our textbook and further analysis, I learned that some companies utilize workforce planning software to assist in the planning process. (Mondy2016) They establish this program via a simulation of complex numerical models that forecast the short term and long-term requirements of a workforce and build potential succession planning to meet the needs of the workforce. Succession planning refers to the process of maintaining a pipeline of talent for which individuals are being trained and equipped within the organization for future keyroles. The importance of succession planning comes in to play when due to unseen and unfavorable circumstances a key position is vacant. Having a pipeline of human capital ready, willing, and able to step up to the challenge to fill those vacancies is critical and a must for all managers especially those in Human Resources. If an organization is faced with a scenario where it cannot meet the future workforce requirements by using internal sources, then the