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October 28, 2012

Human Resources Essay

Human Resources
For any organization to work and progress in the economically competitive times of today, it is important that the organization must provide serious attention and time towards the development of its human resource department. The methodologies and the operations that the human resource department of the organization applies are basically a reflective of the course of the direction that the company has adopted at the present or intends to formulate in the future.
It is fundamentally the human resource department that is responsible for the development of policies that are of strategic importance as far as workforce management is concerned for the acquisition of competitive advantage through limited but skilled workers. Thus in a nutshell the context and framework developed by human resource employees in the organization actually paves way for its future development and progress.
Legal System and Ethics Regarding HR
In order to curb overwhelming organizational assertion and authority the legal systems of many countries has promulgated laws and regulations in order to prevent companies from taking steps that are considered as a violation of ethical norms and business values.
Many of these laws have been made to provide all employees working in an organization a fair treatment. Additionally countries such as China and the US are also taking serious steps for the developing policies through which employment of disabled and mentally challenged people can also be made possible.
It is also worth mentioning here that the legal system also prohibits the human resource department of organizations from exercising menacing activities such as nepotism or cronyism through which the standards set for employment of people on the basis of merit is disturbed.
Ethical issues have always been a complex affair to handle by the HR of an organization. It is usually noticed that organizations that do not have a solid cultural foundation often fall as victims of ethical violations and it is precisely where the HR department intervenes, but on the contrary an underlying theme highlights that in many cases of ethical violation, it is the HR that fosters ethical ignorance regardless of the fact even if an organization has its specific code of ethics. (Smedley, 2008)
Environment and Social changes
 In many cases these contraventions take place to satisfy the economic interests of a handful of stakeholders who play a pivotal role in the policy making process of the organization. Economic stability and conformity to ethical norms and values are positive correlated to each other, because both of these components exhibit a symbiotic relationship with each other. In case of ethical infringements the organization has to pay a hefty price in the form of eroding consumer credibility, plummeting productivity and declining profits.
With the passage of time organizational environment have experienced considerable change even on social grounds. The emergence of competitive economic environment has aggravated HR personnel to play a more strategic role in the success of an organization.
 They need to be develop a more adaptable, resilient and agile approach to succeed in the currently existent and the cutthroat competition looming ahead. A similar approach is mandatory in terms of social development. HR managers need to be well-versed in communicating with people from diverse social and ethnic backgrounds and make decisions with the concerned department regarding the hiring the employee best suited for the job.
Technology and Human Resource
The advent of contemporary information and technology systems which on one hand have revolutionized business conducting mechanism has on the other hand has innovated the human resource management simultaneously.
With the introduction of the Executive Information System EIS in companies, unified collections of computer system and essential data related to business daily performance can be accessed by the HR department in order to track inventory, sales records and receivables performed by the organization and design a resultant strategy by considering and assessing the statistical records that have been obtained. (UNESCAP, 2001)


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