The Functions of Human Resources in the Organization - Case Study Example

Human Resource Management Name Institution Lecturer Course Date Introduction The functions of HR in the organization are critical to the success of the organization. HR department is required to maintain ethical standards, as well as, adhere to legal requirements. Recruitment function of the HR involves a lot of care as it determines the employees to be recruited into the organization. Ethical and Legal Requirement According to Heneman (2012), ethics is essential because it create the appropriate atmosphere for HR operations such as recruitment, planning and selection to be implemented. Planning aids in decision making especially where fairness occupies a central role. Ethical and legal requirements ensure fairness of balance of power, employment labor contract, employee privacy, and implementation of labor law. Legal issues existing in organizations include age and disability discrimination. Lack of equal pay, privacy violation, and compensation are also legal issues affecting the organizational relations in the industry (Heneman, 2012). Also, organizations, through unfair recruitment policies, deny individuals their legal rights to equal employment opportunities. Heneman (2012) asserts that, the responsibility of HR managers is to ensure that every action undertaken in the organization conforms to ethical standards. HR managers have a role of preserving ethical standards and correcting mistakes in the organization. An organization carrying out recruitment process and plans require large amounts of resources. Recruitment plan consists of a series of activities that need attention to perform. Creation of the HR policy defines the recruitment process thus pressuring the organization to put much effort in the recruitment other than production process (Heneman, 2012). First, every candidate should be treated as other applicants with no disparate treatment and discrimination. Ethical issues arise from interviewers infringing on individuals’ right (Heneman, 2012). Insisting on questions related to elements aimed at leading to discrimination is a part of ethical issue in recruitment. Such include sex, race, nationality, criminal records, and marital status. In creating a successful recruitment policy, various factors are essential. Such include labor market conditions, image of the company, economic situation, and government regulation. Heneman (2012), in his studies, clearly states that the creation of a recruitment policy should conform to the public regulations and policies. It should also ensure equal employment opportunities for all individuals in the society. The first step of the recruitment process involves procedural identification and classification of potential employees. Heneman (2012) argues that this step consists of all aspects that fine-tune the recruitment plans with the organization objectives. The second step is the determination of strategy for choosing candidates. Third step is concerned with the evaluation of source of recruitment, implementation of strategies and finally evaluation through feedback and control. Outsourcing recruitment agencies to perform the whole recruitment process is one of the new trends in the human resource department. Private agencies exist to perform the process of short listing individuals and provide the organization with qualified persons when required. Other new trends include internet and campus recruitment, employee referrals and raiding. Conclusion The HR personalities are a key to determining the productivity of employees through the recruitment process. Adhering to both ethical and legal requirements ensures that they obtain the right people for the right jobs. Introduction Employee turnover is determined by various factors. The HR has a responsibility of reducing the number of employee turnover through such means as motivation. HR managers have the largest role in ensuring that the employee satisfaction is met in order to enhance productivity. According to Heneman (2012), turnover may either be voluntary or involuntary. Employees should be examined, through selected tools, in order to determine their retention capabilities in the organization. Heneman (2012) argued that HR functions involve monitoring and measuring an individual’s level of satisfaction through surveys. Job satisfaction can be enhanced by creating a good working environment for the employees including fair pay and better working conditions. According to Heneman (2012), both types of turnover can be avoided by paying much attention to the recruitment, selection, and induction processes. Involuntary turnover usually occurs when organization discharges or terminates employees either through firing, downsizing or even layoff. Voluntary turnover occurs when an individual by choice leaves the organization. Lack of employee satisfaction is one of the reasons why employees find it worthy to quit their jobs. Job satisfaction carries most of employees’ critical issues such as working conditions, benefits, pay and supervision, development and career advancement. Without this, employees find nothing particular in an organization environment. In addition, employees cannot be productive without job satisfaction. Voluntary turnover results to detrimental effects on the organization. On the other hand, voluntary turnover can be beneficial in case a marginally performing employee resigns. Heneman (2012), in his book stated cost of turnover to be associated with recruitment, selection, and training spending by the organization to have other employees (Heneman, 2012). Also, competitive information on the firm may be revealed by employees who resign. First, the organization maintains a high level of job satisfaction. By satisfying employees, the turnover will be limited. Other influences may include an individual’s commitment to the organization and life satisfaction. Also, the HR should ensure they select the employees carefully and train them according to the company’s standards. A progressive discipline gives notices to employees on their required conduct and consequences of misconduct (Heneman, 2012). It also provides equal treatment for all employees and the right to appeal decisions. Performance discipline identifies the problems and causes, develops required action, develops a consequence for not adhering, documents the issue, and then termination follows if the problem is unsolved. Organizations can manage to downsize by weighing the advantages and disadvantages of their actions. Also, organizations should determine the staff level of satisfaction and quality of work. This enables the organization to determine those individuals who should be retained and ones who should be dismissed. The main reason for separation policies is to ensure that there is fair treatment for all employees. Laws governing separation issues include labor contract, civil negligence, public policy among others (Heneman, 2012). Conclusion Through the process of recruitment, the HR determines the rate of employee turnover. This determines essential factors such as the organization image, which is a key to a company success. Reference Heneman, H., Judge, T., and Mueller, J. K. 2012. Staffing organizations (7th). Middleton, WI, US: McGraw-Hill Iwin. ISBN: 978-0-07-811268-3. Read More