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Hrm And Eeo Essay

1584 words - 7 pages

Since the beginning of time, people have been the most valuable resource available. Regardless of the goal or task, some level of human resource is required. This simple fact has created a vital need for effective Human Resource Management (HRM). Human Resource Management is a function performed in organizations that facilitates the most effective use of people to achieve organizational and individual goals (Ivancevich, 2010). As society and organizations grow and become more complex, HRM functions continue to expand into many areas vital to organizational growth and success. The journey to understanding and applying human resource functions covers Equal Employment Opportunity (EEO) and ...view middle of the document...

As previously covered, EEO cuts across almost all functions of Human Resource Management; it is imperative to develop the right policies and programs that follow these laws.
Some other major functions of Human Resource Management are Planning, Recruitment, and Selection. The degree of HRM planning that goes into an organization will be determined by many factors. One of the major factors that affect all organizations is the changing demographics in the United States. With Equal Employment Opportunities in mind, organizations must plan to meet these future HRM goals. Another circumstance that requires a great deal of HRM planning is when an organization has goals for rapid expansion. HRM must plan to meet future personnel goals that are congruent with the organization’s expansion goals.
Once a goal is in place and a plan is established to meet those goals, HRM must begin to use recruitment. Recruitment is used to influence the number and types of applicants who apply for a job and whether an applicant accepts jobs when offered (Ivancevich, 2010). Recruiters use many tools to make this happen. Many organizations offer signing bonuses, or use their compensation and benefits and tools to interest applicants.
The last step in this process is selection. Once the recruitment efforts have brought in the types and number of applicants desired, the selection process will take place. Selection as a basic function is simply choosing the applicant that best meets the task required. However, this process can present challenges when multiple applicants meet the basic requirements. Selection is not always based on the quantity or quality of output but rather the optimal balance between the two. There may be certain characteristics that an organization is looking for. Depending on the job, the organization may be more concerned with intelligence, or they may be more concerned with social skills. Some jobs require a balance of both, while others may be directed to one over the other. In addition to these factors, the organization must also keep the regulations of Equal Employment Opportunity in mind as well to ensure they are not breaking any laws. In the end, the organization will select the applicant that best meets the identified characteristics it is looking for.
Another important function to human resource management is compensation. Compensation is the human resource management function that deals with every type of reward individuals receive in exchange for performing organizational tasks (Ivancevich, 2010, p. 294). Compensation serves as a system that is beneficial to both the employee and employer. It motivates employees to work hard for the employer. Compensation in the form of pay, benefits, and other rewards such as vacation days and bonuses, should create a well balanced package that motivates the employees. Compensation can be affected by many factors but one of the most prominent is the labor market. The labor market has many affects on...

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