International Human Resource Management Essay

International Human Resource Management Essay
Introduction
According to the definition provided by the academia education web portal, human resource management has replaced personnel management over the
time period and it consist of various strategies, policies and processes. International Human Resource Management (IHRM) is a "Process of employing,
developing and rewarding people in international or global organizations".
Types of organizations
While concentrating on the IHRM in the vast developing economic nature, it is highly important to know the difference about the various types of
organizations. The global companies are the ones which present in many countries by investing, and in the same time they market their products
through the use of same coordinated image/brand in all...show more content...
Education and skill level
When dealing with IHRM we have to concentrate on the peoples' education and skill levels. The education systems are varying from one country to
another, as an example, high income country may spend greater proportion of investment on education but the children from the developing countries
may not acquire adequate education and skill levels due to the unstabilized economic conditions and due to volatile nature of the society, such as
diseases and war conditions.
Legal and political factors
There should be a stabilized legal system in the country and the business contractors may find difficulty in practicing the human resource management
due to the internal political factors. In almost every country the laws applicable to the employment discrimination and sexual harassment is same, but in
some instances the due to the religious and ethical differences employment discrimination may be an accepted practice (What is human resource web
portal).
Domestic versus international HRM
We can highlight few important differences among the IHRM and the domestic HRM. According to what is human resource web portal IHRM
addresses some extra activities than domestic HRM such as; international taxation, factors related to foreign currencies and exchange rates and
advanced orientation activities for the internationally recruited new employees. The domestic HR managers have to deal with the employees in one
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What is Human Resource Management? Essay
INTRODUCTION
Human Resource Management is "the process of managing people in a company as well as managing the existing inter–personal relationships" (J. Suli,
What Is Human Resource Management, 2013). Key to the success and growth of any business, the HR department is commonly known for taking care
of issues and creating strategies for effective employee recruitment and development in a business. However, nowadays, because of the intense
competitive market and ever–changing demands, in order for an organisation to create competitive advantage and add value to its corporation, different
workforce management mechanisms have to be implemented. These high investments on human resources function have been more eminent for the
past decade and...show more content...
When you treat people that way, you get better productivity" (Lashinsky, 2012). These reasons supported my decision to select Google as an example
of the different contributions human resources have on companies. In this research then, I will address these contributions relating them to the three
issues chosen from the module which are also backed up and linked to Google's core values: Motivation and Team Working, Engagement and
Commitment, and Learning Organisation.
ISSUES CRITICAL ANALYSIS AND CONTRIBUTION
The first issue I am going to discuss is Motivation and Team Working. As it was mentioned in the previous assignment report, the main articles that
were studied to analyse the importance of this issue in human resource management, provide a good understanding of the motivational and social
mechanisms that any company should incorporate in its management practices. They also link the importance of goal definitions and feedback in order
to promote motivation – "Goal setting and feedback seeking in relation to goals are the core of self–regulation" (Latham & Locke 1991) – supporting
that the organisation should align its aspirations with the employee's. I was also able to observe how not only

Human Resource Management Essay
Human Resource Management
Businesses use different motivational techniques to keep employees happy, it is important to keep employees happy so that they work effectively and
efficiently. The HR department will spend lots on different ideas to try and keep their employees working hard often including rewards forhard work or
constant attendance or even by in some cases punishing workers for not working to their potential.
I will look into different cultures, motivational theories and techniques, job satisfaction, the importance of management styles, is money the only
motivator and employee demotivation.
Examples of motivational techniques
In 1943 Abraham Maslow suggested that all people have a hierarchy of needs. He...show more content...
When they exist, motivator factors actively create job satisfaction. If they are effective, then they can motivate an individual to achieve above–average
performance and effort. Motivator factors include:
– Status– Opportunity for advancement– Gaining recognition– Responsibility– Challenging / stimulating work– Sense of personal achievement &
personal growth in a job
There is some similarity between Herzberg's and Maslow's models. They both suggest that needs have to be satisfied for the employee to be motivated.
However, Herzberg argues that only the higher levels of the
Maslow Hierarchy (e.g. self–actualisation, esteem needs) act as a motivator. The remaining needs can only cause dissatisfaction if not addressed.
Applying Hertzberg's model to de–motivated workers
What might the evidence of de–motivated employees be in a business?
– Low productivity– Poor production or service quality

– Strikes / industrial disputes / breakdowns in employee communication and relationships
– Complaints about pay and working conditions
According to Herzberg, management should focus on rearranging work so that motivator factors can take effect. He suggested three ways in which this
could be done:
– Job enlargement– Job

Essay about Human Resource Management
I.INTRODUCTION
People are the key to business success. However nowadays of business this is often neglected and people are seen to be a necessary expense. A
successful business does not just rely on a person's power instead it involves continuous effective teamwork and communication. Storey (1995) defines
that human resource management is an individual approach to employment management which seeks to achieve competitive advantage through the
strategic deployment of a highly committed and capable workforce, using an integrated array of cultural, structural and personnel techniques.
II.THE ROLE OF HUMAN RESOURCE MANAGEMENT
Human resource management involves several of practices such as recruitment/resourcing, administration, selection,...show more content...
It is necessary for human resource management to have a proper human resource planning. "Human resource planning involves planning that assure a
firm's needs for employees", says Madura. She also includes that human resource planning consists of three tasks which are forecasting staffing needs,
job analysis (Madura, 2007). Recruiting and selecting the right employee is not enough. There is a necessity to provide continuous training and
development to the employees to be more productive and efficient. With great training, it enables the employees to be more innovative, creative,
motivated and thus increase their working performance. Training can be through various types such as on the job training, off the job training, job
rotation and scholarships.
Human capital management plays an important role in the recruitment process. It is essential for hiring, managing, training high performing
employees. Human capital management is important for hiring the right talent, orienting him/her to the organization, making a new employee feel
comfortable, training employees in order to constantly upgrade their skills, retaining employees and making employees self sufficient and prepare them
for adverse conditions.
III.APPRECIATE THE EMPLOYEES
A manager must recognize the employees with knowledge and skills and encourage them to use their abilities. Organization and managers should
recognize their successful business which this success depends on human capital and

The industry I have chosen to study this semester is Human Resources. The position I hope to have in this field in the future is in Human Resources
management. Human resources is the division of a company that focuses on activities relating to employees. Human Resources staff search for new
recruits, use their knowledge and work to find the best person for the job. Human Resources management are a vital link to the overall structure of a
company.
Human Resources management dates back as early as the 1920's where it was a defined field but was instead called Personnel administration. In the
United States, personnel administration was concerned with the technical aspects of hiring, evaluating, training and compensating employees. It was
predominately the "staff" function of most organizations. (Vinay). Human resources management has changed names numerous times and Industrial
welfare was the first form in 1833 where the factories act was created and stated that there should be male factory inspectors. Legislation was passed
in 1878 that regulated the amount of hours' women and children could work a week which was 60 hours. This resulted in trade unions being formed
along with welfare worker's association and was later changed to Chartered Institute of Personnel and Development.
Human resources management was developed as a response to the increase in competitiveness in American businesses and organizations in the 1970's
due to the increase of technological changes. The

HRM PROJECT
Table of Contents
Executive Summary
LO 1 Understand the difference between personnel management and human resources management
1.1 Distinguish between Personnel management and human resource management...........................................................................................................
1.2 Assess the function of the human resource management in contributing to organizational purposes
1.3 Evaluate the role and responsibilities of line managers in human resource management................................................................................................
1.4 Analyse the impact of the legal and regulatory framework on human resource management......................................................................................
LO 2 Understand how to recruit employees
2.1 Analyse the reasons for human resource planning...show more content...
Industrial relations: arose to the growing power of trade unions involvement in disputes, collective bargaining, negotiation and industrial law and
regulation. The practitioner as a bureaucrat (control of labour) due to the increase growth and change of workplace activity such as: job allocation
and performance monitoring; time keeping and control of absenteeism; sick leave and holidays; pay and benefits; training and promotion; rules and
regulations; procedures and forms. Part of Tarmac dream vision is to achieve the exceptional to deliver value to all its stakeholders and a key element
of that plan is to engage their employees to use their energy and skills to improve the business.
The professional tradition: arose as a need for a specialized body of knowledge in the areas of law, economics, administration and social sciences and
the professionalism of the work involved. Within Tarmac HR Management the level of skills of specialist employees have become a central role to
Tarmac growth and as a result recruiting internal and external roles have become part of the process that enable the organization to meet its employee's
objectives.
According to Fisher et al Human Resource

Human Resources Management Essay
Chapter 1
"Human Resource Management in Organizations"
1. Discuss several areas in which HR can affect organizational culture positively or negatively.
2. Give some examples of ethical issues that you have experienced in jobs, and explain how HR did or did not help resolve them.
3. Why is it important for HR management to transform from being primarily administrative and operational to becoming a more strategic contributor?
4. Assume you are an HR director with a staff of seven people. A departmental objective is for all staff members to become professionally certified
within a year. Using Internet resources of HR associations such as www.shrm.org and www.WorldatWork.org, develop a table that identifies four to six
certifications...show more content...
3. How can an organization maintain its image while dealing with a talent surplus? If layoffs are necessary, what would you recommend managers do
to ensure that survivors remain committed and productive?
4. As the HR manager for a multinational corporation, you want to identify HR competencies that are critical for global companies. Visit the website
for the World Federation of People Management Association (www.wfpma.com) to research the topic and to identify differences in the body of
knowledge in different parts of the world.
1. Working in a hospital environment it is easy to see how technology can change in the workplace. Going from writing out orders or pulling medical
records by hand to now being able to put everything in a computer and have that computer travel with you from room to room and patient to patient.
This makes it a lot easier to improve patient care. HR is very supportive in helping making these changes. They ensure that everything you need is in
place to make the process that much more smoothly so that the patients will not be disturbed or inconvenienced.
2. When an acquisition takes place, there is usually a lot of concern on behalf of all the company's employees. Not only the company that is being
acquired also by the company that is doing the acquisition. Usually there will be jobs lost, consolidation of positions, promotions, demotions, etc. It is
the responsibility of the Human Resources Department to ensure

Importance of Human Resource Management Essay
Human resource is the most valuable asset of an organisation as it is the source of operational performance and competitive advantage in an
organisation. An asset, by definition, is a useful or valuable thing or person. An organisation comprises of three types of assets, namely; financial assets,
physical assets (infrastructure and equipment), intangible assets. Intangible assets include intellectual capital (patents, copyrights and trademarks),
social capital and human capital. The creative thinking potential of an organisation's current employees (Bolton, 1996), is the organisation's most
valuable asset, as people are the driving force within companies seeking to differentiate themselves in these competitive markets.
Business in the...show more content...
Human capital is the most abundant, adaptive and accessible resource, making it cost–effective and efficient for organisations to survive and prosper in
the process of globalisation, international competition and technology (Sondhi and Nirmal, 2013). Therefore, the most distinguishing asset necessary to
an organisation for bringing new and improved offerings to the marketplace and increasing productivity, is human capital.
Innovation demands a robust human capital that is fully engaged, thoroughly developed and skillfully deployed (Serino, 2013). The human resource
function plays a critical role in an effective human capital as an organisational strategic asset. By aligning the human resource function with business
strategies, the ability to execute strategy well is a source of competitive advantage and people are the lynchpin of strategy execution (Becker, 2001).
Strategic human resource management consists of the coordination of various human resource management practices, such as HR planning, recruitment,
selection, training and development, compensation and performance management. To streamline and organise these practices to leverage on a strong
human capital, emphasis on well–thought human capital development plan is crucial. To quote Serino (2013):
Comprehensive human capital development integrates three essential elements:
Talent Optimization
Learning Agility
Innovation Capabilities
Talent optimisation is achieved

Evolution Of Human Resource Management Essay
Evolution of Human Resource Management
Administrative Functions The objective of the Human Resource Department is to design management systems to ensure human talent is maximized to
effectively and efficiently achieve organizational goals. HR has seven functions that are intertwined. These functions are global, environmental, cultural
geographic, political, social, legal, economic, and technological. Human resource management has the potential to drastically impact the success and
effectiveness of an organization. Human Resources has heavily focused on recordkeeping and paperwork. It has often been considered a clerical and
low–level administrative department. In most organizations, Human Resources is looked upon as the employee mediator in the organization. They
tend to be the voice of the employee, building company morale and putting out fires involving crisis management. The problems they deal with are both
employee work–related and not work–related. HR strives to ensure fair treatment for all employees. They work with varying departments throughout
the organization in order to create and implement necessary programs and policies. HR works with equal employment opportunity and other laws, to
ensure compliance. They work to fill current job openings by processing applications, interviewing, and training. They answer questions regarding
benefits and wages and address safety issues. The expansion of technology and outsourcing have drastically transformed the

Human Resource Management Essays
Critically evaluate the contributions Human Resource Management can make to the achievement of an organization's strategic aims and objectives.
Illustrate you answer with examples.
In today tumultuous times, the challenges that companies face to remain competitive have changed rapidly. With constant new breakthrough in
technology, companies fought hard with its competitors to establish and maintain their competitive advantage. However, access to capital &
technology has become less critical in today's economy as compared to acquiring and keeping skilled workers. In a knowledge–based economy, it is
important for companies to be more strategic in the way it operates. Human Resource Management today has to be strategic to meet the...show more
content...
Here, HRM will have to focus strategically and to integrate their planning into company planning. There is a need for HR to do their planning as to
prepare the company for the constant change in the business environment. For example, advances in technology are determining how certain work
processes need to be done and companies are now operating on a more technological expertise that they would require IT savvy personnel to handle
the demand of the technology. One example is in Government bodies in Singapore operating on an e–procurement system called Gebiz. Gone were the
days where staffs have to fill up at least 4 different types of forms when purchasing items with few vendors. They now simply submit the purchase
requisition through the system and the vendor will validate their purchase by inputting the amount and the dollar value into the system and submitting
the e–invoices back to the buyer.
When the company is aware and is adjusting to the constant change in the demand of the industry, it helps to increase the competitive advantages of
the company. For example, for deliveries and freight companies, customers are no longer only sending their items locally; deliveries are being made
across the region and

Questions On Human Resource Management Essay
Assignment 1
Paper 710:
Managing People
Submitted By: KOMAL
Answer 1.
Human resource Management is very important in every organization. It satisfies the needs of man power and creates an atmosphere where all
employees can work together to achieve the goals of an organization. HRM role is to plan how to recruit right people and give experienced and well
trained workforce to organization.It makes plans for training and development of hunman resource in an organization.The main functions of Human
Resource Management in an organization are given below:
1.Recruitment
2.Training and Development
3.Professional Development
4.Benefits and Compensation
5.Ensuring Legal Compliance
Role and importance of human resources
Human Resources (HR) is concerned with the issues of managing people in the organisation. The Human Resources department is responsible for
many people related issues in an organisation. Human Resources Management occur daily in workplaces.HR acts as a systematizing , policing,
traumatizing body of an organization.. They also see HR staff as supporting managers, not regular employees. A decent HR office is requesting to a
representative arranged work environment in which workers are empowered and locked in. HR acts as a backbone of an organization. The
importance of HR is easily overlooked in the busy day–to–day in the workplace, but without contributions in each of these areas, the organization
would be less successful.
Human resources management in

Essay on Human Resource Management
Human resource management (HRM) is the strategic and coherent approach to the management of an organization's most valued assets – the people
working there who individually and collectively contribute to the achievement of the objectives of the business.[1] The terms "human resource
management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in
managing people in organizations.[1] Human Resource management is evolving rapidly. Human resource management is both an academic theory and a
business practice that addresses the theoretical and practical techniques of managing a workforce.
Its features include:
Personnel administration
Personnel management...show more content...
As such, HRM techniques, when properly practiced, are expressive of the goals and operating practices of the enterprise overall. HRM is also seen by
many to have a key role in risk reduction within organisations.[5]
Synonyms such as personnel management are often used in a more restricted sense to describe activities that are necessary in the recruiting of a
workforce, providing its members with payroll and benefits, and administrating their work–life needs. So if we move to actual definitions, Torrington
and Hall (1987) define personnel management as being:
"a series of activities which: first enable working people and their employing organisations to agree about the objectives and nature of their working
relationship and, secondly, ensures that the agreement is fulfilled" (p. 49).
While Miller (1987) suggests that HRM relates to:
".......those decisions and actions which concern the management of employees at all levels in the business and which are related to the implementation
of strategies directed towards creating and sustaining competitive advantage" (p. 352).
The goal of human resource management is to help an organization to meet strategic goals by attracting, and maintaining employees and also to

manage them effectively. The key word here perhaps is "fit", i.e. a HRM approach seeks to ensure a fit between the management of an organization's
employees, and the

Human Resource Management involves a wide array of functions that encompasses the time from when an employee enters an organization to the time
the employee leaves the organization. The specific activities that are involved in HRM include job design and analysis, recruitment, orientation and
placement, development and training of the personnel, employee remuneration, and performance appraisal (Aswathappa, 2007: 5). This paper shall
focus on three main activities which are recruitment, training, and personnel development. When it comes to recruitment, it is incumbent upon the
Human Resource Manager to bring into the workforce, employees that are both wiling and competent to accomplish specific tasks. The work of
recruitment goes hand in...show more content...
In addition, the employment process requires effective communication in terms of the messages to post via advertisements. This is because potential
candidates will be attracted by the content of the messages displayed through the adverts. In light of the current technological advancements such as
the Internet and social networks, human resource managers would want to utilize such channels to reach many potential candidates across the globe
(Lugonja, 2011: 2). This calls for flexibility and willingness to invest in technology where adequate efforts have not been made. However, a
multidimensional approach would work better since not all people can access the Internet. In a nutshell, the process of selection and recruitment
involves looking for and motivating prospective employees to apply for available job posts. Being a negative process, selection entails scrutinizing the
qualifications of candidates that have applied in order to choose only the best applicants for various jobs (Sharma, Khurana, & Khurana, 2009: 17).
When the process of recruitment is complete, the next tasks involve developing the personnel through exposure and training. The process of training
and personnel development has the objective of enabling the employees to develop necessary skills for optimal performance of their respective roles.
Therefore, the human resource development manager has to come up with effective schedules for training and developing the newly recruited

Human Resource Management ( Hrm ) Essay
HUMAN RESOURCE MANAGEMENT
Assessment No. 1
Submitted By– Anmol Arora (702429) Submitted to– Abraham van Neikerk
Ted Woodberg
Question No. 1 (a)
Human Resource Management (HRM) as the area of directorial focus dealing with a firm's employees with main focus of recruitment and providing
direction for the people who work in the organization. Every organization have their own HR department. (2015 Human Resource Management, 2015)
(© 2015 Human Resource Management. All rights reserved., 2015)
Personnel Management was prominent and only mechanism for managing people in the early 50s and 60s. It can be defined as an administrative
function of an organisation that exists to provide the personnel, needed for firm's activities and to manage the general employee and employer
relationship. (N Nayab, 2015)
Functions of HRM – (Mayhew & media, 2015)
Recruitment – HR department does the recruitments in an organisation. They choose the right person, with right skills for the right work in their
organisation.
Safety – Workplace safety is the important factor in an organisation and the HRM department maintains it and give the trainee employees general
instructions in their workplace as it is the part of the department's job.
Employee Relations – To maintain the relationship between employee and employer, HR plays a very important role. Resolving workplace conflicts,
job satisfaction and employee engagement are some

Reflection Of Human Resource Management
There have been so many things that I have learned in this class about how Human Resource Management (HRM) works. Since the start of class, I have
come to realize just how much human resource management functions are carried out throughout each organization and even how important that this
group of people are to an employer and even more important to the employees. When thinking about how the HRM affects a company we have to think
about what they are all involved in, such as the hiring and firing of personnel, the amount of training that is required to ensure employees are fully
ready for work and even down to the basics as compensating, promoting, demoting induvial within an organization. When people think about Human
Resources,...show more content...
Affirmative Action is known as when an employer discriminated against an individual from something that has happened in the past. As our text
books states "to have Affirmative Action don't mean a person is given special privileges just because they are unqualified. But, they are offered the
job if they have met all of the hiring objectives" (Youssef, 2012). The reason for this is to make sure that each person has the same opportunity as
male, female, or any other individual with circumstances are allowed the same opportunities are everyone else.
Human Resources Planning (HRP)
When thinking about what HRP means to a company is that Human Resource planning needs to be able to be flexible enough to meet short–term
challenges while also being able to adapt to changing conditions in any business environment over the longer term. As Brown (2014 stated "the
policies that result in the exchange of an asset, operation within the corporation, improvement, and preservation of the human resources of an
enterprise". Strategic planning for a company's success is what this comes down to. The HR planning process begins by strategically finding the right
employees through the hiring process, where HR is able to find better employees which are better for the industry. This also creates another effect by
bringing in better employees to a company as it forces workers to be more competitive in many ways which

There are many functions of Human Resource Management, one of the most integral parts revolves around the process of acquiring human capital and
the methods used to retain, motivate, and compensate employees. There are many factors involved in the overall process, to include the following: a
job analysis, recruitment and selection, hiring the best candidate, evaluating and compensating them appropriately. Each part of the process affects the
other, from ensuring that you have an accurate job description to determining the appropriate level of compensation. The beginning of the process of
hiring a new employee starts with an analysis of the job description for the position that is open. It is critical that the hiring manager...show more
content...
Although the PAQ is a relatively well known tool in the Human Resource industry, it is not without its problems. It requires an advanced level of
reading (college graduate level) in order to complete it, as well as training in how to complete the questionnaire. The type of analysis that is done is
dependent on the level and complexity of the position and may simply consist of a detailed review instead of using the O*NET or PAQ. Once the
job analysis process has been completed, the next step is to create a job ad, develop a recruitment plan and then determine the selection methods. The
first part of this process is the creation of a job ad that will advertise the position and provide basic information. It should include all of the KSA and
task statements that were in the job description and also contain background information of your company. This is pertinent information and provides
any potential applicants with a good idea of the scope, duties and responsibilities of the position. By including background information on the company,
the applicant can determine if that is a place they would want to work. Additional information that may be included in the job ad is: 1) contact
information, 2) instructions on how to apply, 3) any tests required (drug, physical exam), and possibly 4) citizenship requirements.
Once the job ad has been completed, the next step is to determine the target population and to develop a

Human Resources Management Essay
Human Resource Management (HRM) is the calculated and reasoned method of managing for an organization's most valued assets. They are
responsible for the people working and ensuring the achievement of the role for the organization's goals and objectives. What is Human Resource
Management (HRM)? HRM is always a leadership, financial, and management issue. Employee costs usually consume 70 to 80 percent of the budget
of most organizations. By managing human resources effectively and efficiently, you will know that your workers are satisfied and motivated, willing
to perform their duties to the best of their abilities.
Effective human resource management should help employees find meaningful work and try to provide them with career...show more content...
It takes strategic moves to properly employee a successful business. Proper planning of staff levels requires an evaluation of both present and future
needs of the organization. These can be compared to the present and future resources and predicted resources. Balancing these is key to successful
management. A satellite vision plan for 1,3, and 10 years in advanced can be assessed of the employees at hand and their circumstances and individual
situations whether it be retirement, part time employees, skill levels, potential, character, etc. In the assessment plan amendments can be adjusted for
normal turnover rates, promotion or demotions. Predicting what will be needed for the future and comparing with the current supplies and demands
creates a more organized plan for the Human Resource Manager to calculate the productivity for the whole. In recruiting new employees, factors of
the required job need to be determined for the most competent person to be selected. Both mental and physical characteristics should be assessed
before choosing any given applicant. In recruiting an employee the HRM must consider wage or salary, existing reputations and experience. The
sources for recruitment vary some HRM prefer internal promotions, some also rely on agencies for the unemployed. Advertising on local media has
vastly become one of the easiest forms of recruitment. Once applicants have been recruited the forms of applying can include letters of applications,

Human Resources Management Essays
People are biggest asset for every organization and, therefore, to draw, motivate, and preserve the most skilled employees and assign them to jobs for
which they are exceptionally well suited is a responsible job for human resource. Therefore, human resources management is done in all type of
organizations. Profound management of people is equally indispensable in success of organizations as the sound management of production, finance,
and other operations. The human resource management field postulates the infinite diversity of people and their dynamics (McKenzie & Traynor,
2002). To get into this career field, one must have the required education degree by completing many different courses, and have the experience along
with skills and...show more content...
These degrees require candidates to have more training and knowledge of the human resource aspects; therefore, organization see candidates with a
higher degree as more qualify and beneficial prospects to their company. A Bachelor's degree or above, will give aspirant better job opportunities and
qualify them for more broad ranges of positions, from hospital human resource management to training managers. For advanced positions in a large
corporation's HR department, or for the position that involved in developing human resources policy, aspirant would best acquire a Master's degree or
PhD. To obtain the desired education degree for the human resource career field, human resource management students must learn and complete
various subjects during the education program as they would need to employ various skills in their practical life. Candidates studying the Human
Resource Management discipline gain an insight into courses like Employee Compensation Management, Perspectives of Management Labor welfare,
and Organizational Behavior (R. Palaciso, personal interview, 18 July 2010). The Employee Compensation Management course provides an analysis of
the techniques and principles used to develop and instigate direct and indirect compensation programs and reward systems that are cost–effective. This
course teaches students, as human resource, to attain and draw a highly

A reflection of Human Resource Management
A Reflection of Human Resource Management HR department is responsible for many of the attributions of an organization. HRM is a strategic part in
the organizational achievement of the company. HR department major daily tasks are planning and alignment, staffing, preparing compensation offers
and to shape, outline and define the culture of the organization. HRM process which purpose is to attract, retain, and motive is made up of eight main
practices which include HR planning, job analysis and design, recruitment, selection, performance appraisal, training and development, compensation,
and benefits. HR also has to make sure they follow all laws and regulations that prohibits against...show more content...
A company must administer Equal Employment Opportunities (EEO) to those who apply, which means in no way should an employer base a
candidates skill on their ethnic background, religion, sex, national origin, disability, or age. During the recruitment process, affirmative action
policies make it a requirement that employers show initiative in hiring a diverse pool of applicants to fill positions available. We have a diverse
pool of applicants that come and apply with my company. Most of the applicants will get hired regardless of their race, nationality or age, the best
factor that prohibits one from getting hired on is language barrier. Selecting the right employee to fill a position is one of the most challenging
decision making processes a company has to make. The ultimate goal of employee selection is to hire the candidate who is most compatible not only
with the organization but for the position that they are trying to fill. In order for the candidate to be successful in a particular position, their talents and
personal goals must be taken into consideration and objectives need to be utilized in order to retain qualified individuals. The most common forms of
selection methods are resumes and applications but testing, interviews, reference checks, honesty tests, medical exam and drug

International Human Resource Management Essay

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