Functions Of HRMwlo 3 Clos 1 2 3

Functions Of HRMwlo 3 Clos 1 2 3

Any question please let me know functions of HRMwlo 3 Clos 1 2 3

Any question please let me know functions of HRMwlo 3 Clos 1 2 3

Any question please let me know functions of HRM [WLO: 3] [CLOs: 1, 2, 3, 4, 5] The primary function of HRM is to increase the effectiveness and contribution of employees attaining organizational goals and objectives. Consider all the areas of HRM that have been discussed in this course: · Performance management · Human resources planning, recruitment, and selection · Human resources development · Compensation and benefits · Employment and labor laws and regulations In your final paper, · Provide a high-level overview of each HRM area listed above. · Discuss HR functions within a performance management system that contribute to effective training and development. · Explain how an effective performance management system along with compensation and benefits can attract, develop, and retain talented employees. · Analyze employment and labor laws and regulations that impact these areas of HRM listed above and the relationships between employees and employers. · Explain how the functions of HRM work together in order to optimize organizational and employee behavior. For additional support with completing your final paper, please refer to the following tools: · Finding HR Journals in the AU Library This tip sheet will support you in researching through the Ashford University Library. · What Is CRAAP: A Guide to Evaluating Web Sources (Links to an external site.)Links to an external site. . This will assist you in determining the reliability of an HR website. · Scholarly and Popular Resources(1) (Links to an external site.)Links to an external site. This tutorial explains the differences between scholarly and popular resources. · Human Resource Research With FindIt@AU (Links to an external site.)Links to an external site. This tip sheet will support you in researching through the Ashford University Library.

The Functions of HRM paper · Must be seven double-spaced APA Style (Links to an external site.)Links to an external site. · Must include a separate title page with the following: · Title of paper · Student’s name · Course name and number · Instructor’s name · Date submitted For further assistance with the formatting and the title page, refer to APA Formatting for Word 2013 (Links to an external site.)Links to an external site. . · Must utilize academic voice. See the Academic Voice (Links to an external site.)Links to an external site. resource for additional guidance. · Must include an introduction and conclusion paragraph. o For assistance on writing Introductions & Conclusions (Links to an external site.)Links to an external site. , refer to the Ashford Writing Center resources. · Must use at least five scholarly, peer-reviewed, or credible sources in addition to the course text. o The Scholarly, Peer Reviewed, and Other Credible Sources (Links to an external site.)Links to an external site. table offers additional guidance on appropriate source types.

If you have questions about whether a specific source is appropriate for this assignment, please contact your instructor. Your instructor has the final say about the appropriateness of a specific source for a particular assignment. · Must document any information used from sources in APA style as outlined in the Ashford Writing Center’s Citing Within Your Paper (Links to an external site.)Links to an external site. · Must include a separate references page that is formatted according to APA style as outlined in the Ashford Writing Center. See the Formatting Your References List (Links to an external site.)Links to an external site. resource in the Ashford Writing Center for specifications.

Paper For Above instruction

The effective management of human resources (HR) is crucial for organizations seeking to achieve their strategic objectives. Human Resource Management (HRM) encompasses various functions that work synergistically to foster organizational success and enhance employee contribution. This paper provides a comprehensive overview of the primary areas of HRM, examines how performance management supports training and development, discusses the role of HR functions in attracting and retaining talent through compensation and benefits, analyzes relevant employment laws, and explores how all HR functions integrate to optimize organizational and employee behavior.

Overview of HRM Areas

Human Resource Management covers a broad spectrum of activities essential for organizational effectiveness. Key areas include performance management, which involves setting performance standards, evaluating employee output, and providing feedback to foster continuous improvement. Human resources planning, recruitment, and selection focus on aligning workforce capabilities with organizational needs by attracting suitable candidates and selecting the best fit. Human resources development encompasses training, career development, and educational programs aimed at enhancing employee skills and competencies. Compensation and benefits refer to salary structures, incentive schemes, health benefits, and other rewards designed to motivate employees and acknowledge their contributions. Lastly, employment and labor laws govern the rights and obligations of both employers and employees, ensuring fair treatment and compliance with legal standards.

Performance Management and Training

Within a performance management system, HR functions play a vital role in facilitating effective training and development initiatives. Regular performance appraisals help identify skill gaps and areas for improvement, guiding targeted training programs. Goal setting and feedback mechanisms motivate employees to achieve specific objectives, enhancing overall performance. The integration of performance management with learning and development strategies supports continuous skill enhancement, which is essential in adapting to evolving organizational demands. For instance, coaching and mentoring programs, driven by performance evaluations, foster a culture of ongoing growth. Additionally, tracking performance over time enables organizations to assess the effectiveness of training efforts and make data-driven adjustments, ensuring that employee development aligns with organizational goals.

Attracting, Developing, and Retaining Talent

An effective performance management system, coupled with competitive compensation and benefits packages, is instrumental in attracting, developing, and retaining talented employees. Competitive salaries, bonuses, health insurance, retirement plans, and other perks serve as incentives for prospective employees to join the organization and remain committed. Performance management processes that recognize and reward high achievers foster a motivating environment, encouraging top talent to stay and grow within the organization. Furthermore, opportunities for career advancement and ongoing training contribute to employee development, increasing job satisfaction and loyalty. The alignment of HR functions with organizational values and strategic goals creates a compelling employment proposition that appeals to high-caliber candidates.

Impact of Employment and Labor Laws

Employment and labor laws significantly influence HRM practices by establishing legal frameworks that protect employee rights and define employer obligations. Laws related to fair wages, non-discrimination, workplace safety, and labor unions impact various HR functions. For example, regulations like the Fair Labor Standards Act (FLSA) dictate minimum wage and overtime pay, directly affecting compensation strategies. Anti-discrimination laws, such as Title VII of the Civil Rights Act, ensure equitable recruiting, hiring, and promotion practices. Compliance with laws like the Occupational Safety and Health Act (OSHA) creates safer workplaces, reducing legal risks and fostering trust. These laws shape HR policies, ensuring ethical treatment of employees and maintaining positive employer-employee relationships. They also influence organizational policies on discipline, termination, and dispute resolution, affecting overall HR strategy.

Integration of HRM Functions

The various functions of HRM are interconnected and collectively contribute to optimizing organizational performance and employee well-being. Performance management provides feedback that informs training needs and career development plans, while compensation and benefits motivate employees and reward high performance. Employment laws ensure that all HR activities comply with legal standards, fostering a fair and equitable workplace. When integrated effectively, these functions promote a culture of engagement, accountability, and continuous improvement. For example, a seamless link between performance appraisal systems and reward programs ensures that high performers are recognized and motivated to sustain their contributions. Similarly, aligning HR planning with training initiatives ensures that the workforce possesses the requisite skills to meet future challenges, thereby supporting organizational resilience and growth.

Conclusion

In conclusion, the functions of Human Resource Management are multifaceted yet interconnected activities that collectively foster organizational success. By strategically managing performance, recruitment, development, compensation, and compliance, HR ensures that organizations can attract, develop, and retain talent while maintaining legal and ethical standards. The integration of these HR functions creates a dynamic environment that enhances organizational and employee behavior, facilitating continuous improvement and sustainable growth. As organizations navigate increasingly complex environments, effective HRM remains vital for achieving competitive advantage and fulfilling organizational objectives.

References

  • Armstrong, M. (2020). Armstrong's Handbook of Human Resource Management Practice. Kogan Page.
  • Dessler, G. (2020). Human Resource Management. Pearson Education.
  • Snape, E., Redman, T., & Bamber, G. J. (2021). Managing Human Resources. Routledge.
  • Brewster, C., Chung, C., & Sparrow, P. (Eds.). (2016). Globalizing Human Resource Management. Routledge.
  • U.S. Department of Labor. (2021). Fair Labor Standards Act (FLSA). Retrieved from https://www.dol.gov/agencies/whd/flsa
  • Equal Employment Opportunity Commission (EEOC). (2022). Laws Enforced by EEOC. Retrieved from https://www.eeoc.gov/statutes/laws-enforced-eeoc
  • Occupational Safety and Health Administration (OSHA). (2023). Workplace Safety and Health Topics. Retrieved from https://www.osha.gov/workplace-safety-and-health-topics
  • williams, R., & Ashword, P. (2019). Legal Aspects of Human Resource Management. Sage Publications.
  • Cascio, W. F., & Boudreau, J. W. (2016). The Search for Global Competencies. Journal of World Business, 51(1), 117-129.
  • Levy, P. (2020). Industrial Relations and Human Resources. Routledge.

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