Human Resource

Human resource management within an organization encompasses a wide array of people related issues. From hiring to firing and everything in between the human resource manager is involved with the many aspects of the employee's tenure. From compensation and benefits to labor relations their area of responsibility is huge. Maintaining their level of competency is vital to ensure that they meet all the legal requirements involved in the day to day job of employee relations.

There are a number of challenges which human resource managers encounter while performing their varied duties. The ever changing landscape of the business organization is a challenge with a workforce that is more diverse than ever. Competing for and retaining top notch employees means that they must be in tune with their wants and needs. With an economy that is increasingly global and technologically advanced they must be ready to meet the challenge and train their workforce to do the same.

Human resource managers must be well versed in the myriad of laws concerning equal employment opportunity. Although not a specific employment law, the Equal Rights Act of 1964 was passed to protect against discrimination based on race, color, religion, sex, or national origin and was a stepping stone to achieving a more diverse workforce ("Recess reading: An," ). Since that time there have been a number of other laws which have addressed discrimination issues ranging from pregnancy to disabilities. Equal employment opportunity is a vital element of human resource management training because the diversity of a corporation can be beneficial to all involved.

Having the ability to accurately design a job description is a vital step towards hiring an employee who can competently fill that position. Once the desired knowledge, skills, and abilities are identified the recruitment process can begin. Whether recruiting internally or externally the goal is to find a pool of candidates who can be considered for the opening. Using a selection process which consists of a resume submission, interview, and background check as part of the process will assist in finding the most qualified candidate for the job (Snell & Bohlander, 2013, pp. 246 - 262).

Training programs are for the indoctrination of new employees and the ongoing education of existing employees. Determining what training is needed and then developing courseware to meet this need is another function of the human resource manager. Some of the various training programs will include ethics, workplace diversity, orientation, and even basic skills. This training can consist of classroom training or on-the-job skills training (Snell & Bohlander, 2013, pp. 305 - 316). Providing ongoing, relevant training will help the company to maintain a productive workforce that is in tune with the needs and expectations of the company. A periodic evaluation of the training program will insure that the information is timely and meets current company needs. Ensuring that all employees are receiving ongoing quality training is vital for the success of every organization.

Compensation and performance appraisals are both a vital function and go hand in hand with maintaining a vital workforce. Ensuring that an organization's compensation package is competitive with others in the industry is the only way to attract and retain top notch employees (Aileron, 2011). Compensation is not merely the paycheck at the end of the work week but it consists of a total package of pay and benefits which employee's value. Each compensation package must be designed to attract the level of employee the organization needs to succeed and must undergo periodic evaluations to ensure its ongoing competitiveness. Performance appraisals, which should be conducted by a supervisor familiar with the employees daily work habits, should be conducted on a set schedule to help determine necessary adjustments in employee compensation as well as advancement. There are several appraisal methods including trait methods, results methods, and behavioral methods which can be used to effectively evaluate an employee's performance (Snell & Bohlander, 2013, pp. 364 - 370). Each method provides the company with a different perspective of the employee's performance.

Benefits cover a wide range of offerings from health insurance to health club memberships. They will vary depending on the company but there are certain government required benefits which are always the same. Social Security benefits must be provided through mandatory deductions from employee wages in tandem with contributions required from employers. These benefits provide retirement, disability, survivor, and medical benefits for those who meet certain requirements (Snell & Bohlander, 2013, pp. 479 - 482). Unemployment and workers' compensation are two additional benefits which employers are required to provide through payment of payroll taxes. Discretionary benefits make up the remainder of the offerings from employers. Health insurance, paid time off, and pension plans or retirement savings plans are the major benefits that many employees seek out when looking at compensation plans offered by prospective employers.

Many employees are also looking for benefits that help them to balance their personal life with their work life. With more employees either raising children or providing care for aging parents it is important to find an employer who understands these issues and provides resources to manage them (Snell & Bohlander, 2013, pp. 503 - 504). Educational assistance programs provide a way for employers to gain the knowledgeable workforce they require without having to lose valuable employees. Offering reimbursement for tuition opens up the opportunity for their employees to complete their degrees and become a more valuable part of the company.

Safety and health on the job is a vital component of an organization's responsibilities. With the implementation of the Occupational Safety and Health Act (OSHA) in 1970 the government provided a roadmap for companies to follow to "assure the safety and health of America's workers" (Snell & Bohlander, 2013, p. 516). With the implementation of this law the government provided the oversight for safety within each organization. OSHA conducts workplace inspections and issues citations for any infractions which it finds. If the company does not remedy these unsafe conditions they can be fined up to $75,000 for each employee that is exposed to the danger (Snell & Bohlander, 2013, p. 519). Along with their oversight functions they also provide training to help employers create effective workplace safety programs.

Creating a safe workplace includes not only the physical aspects of safety but a mental awareness of proper safety procedures. No safety program will be effective if