Trends in the Workplace

Trends in the Workplace

Human Resource Management Foundations

HRM500

Dr. Jo-Rene Queensberry

01/17/2015

Introduction

The Human Resource Department have the responsibility for the functions of HRM, which is creating policies, practices, and systems that will motivate the employee’s behavior, attitudes, and performance in the workplace (Raymond, Hollenbeck, Gerhart, & Wright, 2014). The Human Resource Management strategy should be aligned with the organization’s business strategy in order to perform job analysis, job designs, planning, career development, performance evaluations, determining compensation, and employee relations within the organization (Raymond, Hollenbeck, Gerhart, & Wright, 2014). An effective HRM will allow the organization to be successful due to the employees will be more productive and customers will be valued due to their demands will be met by new product innovations in the market.

Key Functional Areas of Human Resources Management

The key functional areas of HRM are job analysis and design, recruiting and hiring, training and development, performance evaluation, total rewards, employee relations, creating policies and procedures, and supporting the business strategy (Raymond, Hollenbeck, Gerhart, & Wright, 2014). The job analysis and design contributes to the overall performance of the organization by the HRM analyzing the workplace to ensure the employees have the necessary equipment to perform the job, skills needed to perform the job, and workplace setting where the job is being performed. The job design is used to implement the expectations to the employee of their role, how the job will be performed, and job responsibilities in order to complete the job (Introduction to the Human Resources Discipline of Staffing Management, 2014).

The HRM should perform a job analysis and design in order to create a job description that is effective for recruiting employees that have the skills, knowledge, and qualifications in order to perform the job being posted as well as having a detailed list of the job responsibilities that the organization is expecting the applicant to perform. A specific example of the job analysis and design would be if the HR department is seeking to recruit a Customer Service Representative or a Cashier they would need to perform a job analysis/design in order to create the job posting and job description in order to start the recruiting/selecting process.

Recruiting and hiring contributes to the overall performance of an organization due to the HRM would need to determine after performing a job analysis and design what type of employees they