Human Resource Management

Human Resource Management - Human resource Management 1...

Info iconThis preview shows pages 1–4. Sign up to view the full content.

View Full Document Right Arrow Icon
Human resource Management 1 Rigoberto Vergara BUS303: Human Resources Management (BFM1109A) Human Resource Management Jeffrey Miller March 28, 2011
Background image of page 1

Info iconThis preview has intentionally blurred sections. Sign up to view the full version.

View Full DocumentRight Arrow Icon
Human resource Management 2 Human Resource Management Introduction Organizations come to existence to meet a need either perceived or real. In order to meet the identified need, the organization has to set out a plan. Critical to the achievement of an organization’s goal is the resources that it shall employ. Regardless of the industry an organization is operating in, there are some conventional factors that are believed to influence the success of business; their presence or absence is significance to the smooth running of a business (Purcell & Wright, 2007). Among these resources is land, which refers to the natural resources that are found in the ecosystem that are essential for the sustenance of life, for example air and water. The second factor that is of equal importance is the capital, this refers to all the financial materials that a business needs to carry out its goals (Richard, 2006). Third factor is entrepreneurship, which is the process through which ideas are identified and converted to viable business opportunities. Lastly, is the labor resource referring to the people aspect of the organization; which is most important, in that they individually or as a team contribute to the success or failure of the organization (Purcell & Wright, 2007). Human resource management therefore, is the process through which people are employed, their capacities developed, their skills sharpened through training to fit the needs of the organization, and rewards for their services given. It is also the process through desirable characteristics are attracted, retained and maintained in an organization. EEO and Affirmative action According to Richard (2006), affirmative actions are the policies adapted by the organization to reduce discrimination in the workplace. The drive for affirmative action is the need to encourage equitability in opportunities. EEO and affirmative action both aims at the reduction of chances of discrimination based on sex and other physical competencies and benefits by advocating for the enhancement of economic well being of all by offering them jobs Human resource planning
Background image of page 2
Human resource Management 3 An organization cannot achieve its goals and objectives if the work force is not properly identified and responsibilities assigned accordingly. The ability of an organization to grow is tied to the commitment of its staff to the organizational goals and objectives (Ivancevich, 2006 ) . Identification of the workforce involves the systematic study of the employees to reveal the extent to which they can be functionally beneficial to the organization in terms of their experience, knowledge and skill, as well as the some of the attributes that are lacking in the employees making them inefficient. Critical to increasing the usefulness of the employees to the organization is the
Background image of page 3

Info iconThis preview has intentionally blurred sections. Sign up to view the full version.

View Full DocumentRight Arrow Icon
Image of page 4
This is the end of the preview. Sign up to access the rest of the document.

This note was uploaded on 05/04/2011 for the course BUS 303 taught by Professor Teacher during the Spring '11 term at Ashford University.

Page1 / 9

Human Resource Management - Human resource Management 1...

This preview shows document pages 1 - 4. Sign up to view the full document.

View Full Document Right Arrow Icon
Ask a homework question - tutors are online