Strategic Compensation: A Human Resource Management Approach - Research Paper Example

? Human Resource Management Human Resource Management Introduction Direction of persons within an organization requires alot of concern and consideration so as to avoid complications that may be resultant from the decisions made within an organization. According to the research conducted by Cornelius (2001), human resource management must touch on all concerns of the employees, ranging form recruitment, management and direction of employees within the organization. The line managers must be responsible for ensuring that the human resources are well managed. The benefits scheme, recruitment of individuals, motivation, communication, morale boosting, safety of the employees, and recruitment must all revolve around human resource management. In the words of Cornelius (2001), individuals have to be well managed, as well as the culture and environment in which they work. Through HRM, the employees are given an opportunity to be effective and productive in their lines of duty. Accomplishment of the organizational goals is only possible through direction and rules imposed on the employees through HRM. Proper implementation of HRM roles sees the success of the organization, and providing a sense of direction to the employees. Organizations are expected to not only to thrive with HRM, but also accomplish a lot (Swanson & Holton, 2001). This piece shall aim at highlighting various aspects of HRM- recruitment, training, management, compensation, training, selection, affirmative action amongst others, and how they impact on the organizational success and performance. The essay shall also focus on the importance of having all these aspects coordinated and linked in an attempt to see to the success of the organizations. To a great extent, none of these aspects is more important than the other, since all contribute greatly to the ultimate organization’s success. Employee and labor relations Employee and labor relations is an aspect of HRM that cannot be ignored even in the minutest way. Employee and labor relations refer to an interchange of relations between the employees and employers. The broad concept of labor relations comprises of aspects such as collective bargaining, discipline among the employees, administration of the grievances of the employees, administration of the contracts and addressing both individual and group issues in the workplace. Swanson & Holton (2001) indicate that in employee and labor relations, the administration and staff are able to continuously develop the staff by training them and having proper avenues towards solving the employee issues. Compliance with the laws of the organization and that of the state is possible through adherence of the policy of employee and labor relations. These relations are useful, according to Swanson & Holton (2001), for proper investigation of cases and issues that relate to the employees, for instance harassment, discrimination amongst others that are carefully scrutinized and assessed. Discipline among the employees is of high standards since the employers are able to closely monitor discipline of the employees, as well as coach and guide them on the need to uphold proper standards and adhere to the code of conduct of the organization. Employee and labor relations department is also helpful in coordinating and conducting collective bargaining processes for the employees (Swanson & Holton, 2001). Implementation and interpretation of the employee contracts is well scrutinized by this department; thus, minimal grievances in the organization. Employees are also mobilized to act as a group, all in an endeavor to implement the organizational goals and objectives. In essence, the employee and labor relations department should always offer direction in all employee related issues, in the mission to execute goals and values of the concerned organization. Occupational Safety and Health (OSH) The right to safe and healthy working condition has to be exercised by all the employees, in an attempt to attain the organizational goals. Occupational Health and Safety (OSH) has an immense interconnection with organizational achievement. In the argument by Swanson & Holton (2001) indicate that the wellbeing and the security of the employees must be engaged in the place of work or any institution. OSH aims at make certain that a protected working environment is heightened in an organization. The managers, personnel, clients, co-workers and others who make contact with with the institute are covered by OSH. OSH functions under legal, economic and moral basics that shield the lives and health of the concerned parties. Lawfully, violation of the implementation of OSH rules may lead to punitive actions on the employer, while morally it is required of the employers to always ensure that the employees are safe and healthy. Compensation and other benefits in the case of injuries, whilst under duty are covered under OSH. This explains that the employees are given an opportunity to exercise their rights as well obtain information on the repercussions of the breach of the OSH policy. Swanson & Holton (2001) indicate that OSH maintains wellbeing of workers, mentally, socially and physically. This allows for quick adjustment to their job, and improvement of the workplace environment. Through OSH, it is evident that there is smooth operation in the workplace; thus, augmented productivity. The policies set by the management must be directed towards the personnel well being, in terms of safety and health. Compensation and benefits Modern organizations are simply not operational without appropriate compensation and benefits procedures. Martocchio (2001) indicates that the expenses of a person must be set through appropriate budgets, compensation policies, setting the standards to be attained and precision in competitive benefits. Effectual policies of compensation allows for management of the benefits and rewards of the employees, especially in the case of exceptional performance by some employees. Martocchio (2001) continues to emphasize that the role of compensation and benefits is to introduce some form of transparency in the workplace. The performance that is deserves recognition is rewarded as well as achievement by a particular employee. This distinguishes the status of the employees in relation to performance in the workplace; thus, a working culture is introduced in the organization. Through compensation and benefits need in the workplace, the external market is assessed so as to plan the expenses of the organization. Compensation strategies are clearly set out, bonus schemes, other policies like relocation and compensation whilst on assignments. The entire budget is in this case well monitored; as a result, fairness in distribution of the funds. Salary review, according to Martocchio (2001), is also possible through the compensation and benefits department. Human Resources Development (HRD) Human resources development (HRD) deals with expansion and development of human resources in an organization (Cornelius, 2001). HRD is also concerned with improvement of the performance by the workforce through allowing them access education. The organization is also left to inculcate a culture of change for the better amongst the employees. Through HRD, training, organization and development of careers is implemented; thus, organizational efficacy. In short, HRD is more concerned with performance of the job and learning in the workplace (Cornelius, 2001). Change is also instigated and managed through HRD, an aspect that sees the organization and the individuals coming towards a common goal of the organization’s success. HRD also improves performance through motivating the employers to manipulate their workforce towards success. This interprets to an increase in the output and exploitation of talent and capital in the workforce. HRD is also linked with supervising, direction of employees, imparting skills and training in aspects such as client relations (Cornelius, 2001). EEO and Affirmative Action EEO and Affirmative Action is yet another aspect of HRM that checks for discrimination in the workplace. In the words of Babkina (2004), EEO endeavors to make certain that all the employees of all afflictions, race, gender, color, religion and beliefs are not discriminated along any lines. Persons must have a fair opportunity to access employment, promotion, training and development of their careers. Affirmative Action, on the other hand, comes in to address the challenges of discrimination in the workplace. Through affirmative action, the playing field of all persons is leveled, whether minority or majority groups (Babkina, 2004). However, this does not mean that any person has the right to be hired without appropriate skills. Persons ought not to take advantage of this fact, but allow for the court of law to deliver its ruling on specific cases. Implementation of this action must also revolve around the voluntary programs by the organization that mobilizes against discrimination. In the case of hiring, all EEO procedures must be considered to avoid future complications. In generality, EEO and Affirmative Action can simply be described as tools that champion for fairness and justice in the workplace. Human resources planning, recruitment and selection Human Resource Planning (HRP) is a methodical approach that ensures that the workforce is performing its roles at the specified times. The organization is also able to assess what needs to be done at specified times through HRP. In regards to Swanson & Holton (2001), strategicness, is the definitive goal of HRP. Information on planning is made accessible, and the size of labor force that is required to meet the demands of the association. Planning, in the context of HRP, minimizes the degree in which the organization will have disproportions in terms of human resource. HRP allows for meeting the organization’s objectives through employing employees that are equivalent to the demands of the organization. Recruitment calls for making the correct decisions in the place of work. Proper recruitment processes sees to the execution of the organization’s demands and goals. The persons who are right and eligible for the job are picked through recruitment (Swanson & Holton, 2001). In general, recruitment is a procedure of coming up with a group of individuals who are fit for the announced or required posts. This procedure begins with discovering the need for recruits for jobs in the place of work, looking for the applicants and evaluating the applications for the same (Swanson & Holton, 2001). Appropriate candidates are advised to submit an application through proviso of the required information for the jobs. Suitable recruitment procedure will involuntarily conserve the organization’s image. Selection is the choosing of the best candidate from the many. The best is expected to meet all the conditions required of the job. The selection process is administered by the need to contest the needs of the association as well as the objectives, and what the selected candidate can present. Human resources planning, selection and recruitment is fundamental for the triumph of the organization. The HR managers must always be responsive of the nature of the dealing and the rising trends in the market so as they can have the finest candidates for the job and eventually attaining the organization’s objectives. The fate of the business is only clear with an understanding of the need of eligible candidates for the job. If recruitment and selection stagnates, the organization is also on its way to failure. Coordination of the HRM functions Human Resource Management is only functional if all these aspects are linked (Cornelius, 2001). If the employees are not satisfied, then they cannot attain the organizational goals. On the other hand, if the HR officers do not conduct effectual selection and recruitment processes, the organization will operate haphazardly. I am not of the opinion that some functions are more important than others, since all the functions contribute in one way or another to the organization’s success. The HRM role can be optimized to attaining organization and employee behavior in a way that all aspects of the organization are regulated. If the employees are happy with their stay in the organization, they will be more dedicated to the success of the organization. A good example is where the organization does not allow for discrimination of persons. This will interpret to willingness of the individuals to work in the workplace; thus, organizational success. Conclusion Conclusively, human resource management is the key towards achieving organization’s success (Cornelius, 2001). All organizations must dedicate a considerable amount of money and energy towards ensuring that the workforce needs are highlighted. Persons must be directed with a lot of caution, if any policy has to be implemented and effected in the organization. All processes ranging form recruitment, compensation, training to management must always be upheld with utmost reverence without hesitation. References Babkina, A. (2004). Affirmative Action: An Annotated Bibliography. New York: Nova Publishers. Cornelius, N. (2001). Human Resource Management: A Managerial Perspective. London: Cengage Learning EMEA. Martocchio, J. (2001). Strategic Compensation: A Human Resource Management Approach. London: Prentice Hall. Swanson, R. & Holton, E. (2001). Foundations of Human Resource Development. New York: Berrett-Koehler Publishers. Read More