Reflective Paper
The primary function of human resource management is to increase the effectiveness and contribution of employees in the attainment of organizational goals and objectives. Consider all the areas of HRM that have been discussed in class:
• EEO and Affirmative Action,
• Human resources planning, recruitment, and selection,
• Human resources development,
• Compensation and benefits,
• Safety and Health, and
• Employee and labor relations.
Submit a Reflective Paper in which you explain how these aspects work together to perform that primary function. Are any aspects more important than the others? Why or why not? How do you believe the HRM role can be optimized for shaping organizational and employee behavior?
The Reflective Paper must: (a) identify the main issues in the chosen area, (b) demonstrate new learning that has occurred, (c) include class activities or incidents that facilitated learning and understanding, (d) identify specific current and/or future applications and relevance to your workplace, and (e) reflect the potential impact to your future career plans or even in your personal life at home. The emphasis of the Reflective Paper should be on parts ‘d’ and ‘e,’ and on the application of new learning. Explore, in-depth, the benefits of the new learning and understanding that has taken place.

For the final paper, you will examine key concepts of leadership in your place of work, or in a social organization to which you may belong that has leadership concepts (Rotary club, athletic team, scout leader, etc). Include the following in your paper:
1. Apply one of the leadership theories from the course text to the organization. Explain how the theory works and include an example.
2. Explain the effect of power and influence that leaders have on followers in the organization. Are the followers receptive? Would you recommend another strategy? Explain your reasoning. If not, why not?
3. Evaluate the role and effectiveness of transformational and transactional leadership in the organization. Support your (claims, points?) with examples (from?).
4. Assess the traits and characteristics of an effective team leader within the organization.
5. Explain how the leadership supports vision, mission, and strategy in the organization.
6. If you were the leader in the organization, what would you change and why?

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These solutions may offer step-by-step problem-solving explanations or good writing examples that include modern styles of formatting and construction of bibliographies out of text citations and references. Students may use these solutions for personal skill-building and practice. Unethical use is strictly forbidden.

The human resource management role is to ensure organizational goals and objectives are attained effectively and efficiently through employees. The task of managing individual employees and teamwork is challenging and therefore, various factors influence the realization of organizational goals and objectives. According to Youssef (2015), an organization must clearly define its policies concerning equal employment opportunity and affirmative action and entrench the same as part of its culture. Secondly, the human resource management must have the right personnel in place to provide the right skills. In this context, human resource planning, recruiting, and selection of employees must be impeccable. The organizational success does not end with the hiring of employees but human resource development, good compensation and benefits packages. Also, guaranteeing employee safety and health measures is critical to effective human resource management. Finally, developing a favorable working environment through good- employer-employee interactions and labor relations define the organizational behavior and success path.
EEO and affirmative action, human resource planning, recruitment, selection, employee development, fair compensation, and good labor relations are vital to effective human resource management.
Human resource management primary role
As mentioned, the primary function of human resource management is to effectively manage the output and contribution of employees towards attaining organizational goals and objectives (Youssef, 2015). The incorporation of Equal Employment Opportunity (EEO) and Affirmative Action as policies and organizational culture ensures that HRM is guided by law and regulations. Both the EEO and Affirmative Action ensure the HRM is informed on issues of work diversity and equity (Kreitz, 2008). It is by embracing the principles of EEO and Affirmative Action that HRM manages to employ a diverse and productive workforce. In this context, the HRM benefits from diverse human qualities and skills. The implementation of EEO ensures that HRM does not discriminate potential employees based on sex, color, origin, gender, religion, age, and other factors like physical or mental ability (Kreitz, 2008). In addition, the Affirmative Action policy allows HRM to consider minorities, women, and the disabled in the workforce. HRM that respects and embraces policies of EEO and Affirmative Action benefit from a robust pool of skilled labor, improved work relations, and the inclusion of employees in decision-making.
The human resource planning, recruitment, and selection aspects are integral to ensuring that only the right personnel is mandated with achieving organizational goals. In this regard, the above-mentioned aspects are strategic that links staffing with organizational goals and objectives. Human resource planning, recruitment, and selection is a continuous process that looks at changing needs of the organizations and workforce policies and streamlines them for long-term organization effectiveness (Youssef, 2015). In this process, HRM must adhere to EEO and Affirmative Actions as stipulated by law and organizational policies. The planning aspect of the human resource involves making forecasts of labor demand, labor surplus, and shortage. in addition, the forecast helps to make tactical goals and strategies to ensure the organizational goals are affected by labor forces. Therefore, planning on the number of employees, skill, knowledge, and competencies needed, and whether further training or recruitment is need becomes critical to achieving organizational goals. On the other hand, recruitment and selection of employees process must be informed by organization staffing needs. The HRM must be ready to form a positive psychological contract with the workers in order to benefit from total commitment and productivity. Importantly, the recruitment and selection process must identify the requirements of the job, attract a pool of potential employees, select the qualified candidates, and place them in the right job. In this context, HRM must use certain criteria that meet the organization’s standards and labor regulations.
The Human resources development aspect of HRM recognizes the need to help employees improve on individual and organizational skills and abilities. In this regard, employees are subject to continuous training and career development (Youssef, 2015). OHRM is cognizant of industry trends and changes and therefore, the need for skills and career training...

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