“The concept of “human resources management” implies that “employees” are resources of the company” (Noe, Hollenbeck, Gerhart, & Wright, 2007, p. 2. ). The human resources department traditionally has been seen by organizations as a necessary expense, rather than a value to the company (Noe, Hollenbeck, Gerhart, & Wright, 2007, p. 1).
Human resources management involves many crucial jobs, some of which include handling people in a professional manner, good intuition and adaptability, creativity in job design and placement, recruitment skills, employee training and educational development, conflict management, introducing and implementing new company policies, performing employee reviews, maintaining employee compliance with company and legal policies, handling complaints, and boosting employee morale.
The human resource department is often the middle man between the employees and management, often observing problems, listening to complaints from both sides and then developing creative resolutions to everyday problems. Human resources personnel customarily have many responsibilities within their organizations. Now because of changing trends in globalization, technology, diversity, e-business, and ethics; the roles of HR management are also changing. Ethics in Human Resources Managements
In any business organization, ethical issues are going to arise, and part of a human resources manager’s job is to remain consistently unbiased and uphold all ethical and legal policies held by the company. An important ethical role for HR management is providing employees with “help lines” for staff members to call to report issues such as internal conflicts with coworkers or superiors, sexual harassment, discrimination, and violations of company polices; anonymously, without fear of ostracism from coworkers or superiors.
The HR department has a duty to investigate these claims and determine if and when action should be taken. Another important ethical role in HR personnel’s ethical roles is to uphold the employee’s basic Constitutional rights in the workplace. Basically, there are three prime standards that must be satisfied for human resources personnel practices to be considered ethical; practices must result in greatest number of good for the most people, they must show respect for basic human rights, and be fair and equitable (Noe, Hollenbeck, Gerhart, & Wright, 2007, p. 8). Globalization in Human Resources Management In present times, many companies are finding that it is necessary to compete in overseas markets, outsource American jobs for cheaper labor, and vie with foreign competition here in the United States (Cappelli & Crocker-Hefter, 1996). Multiple factors determine the consideration and careful planning that go into all decisions for global expansion. Human resources personnel play an important role in making smooth transactions for all parties involved.
Essentially, the human resources management team would be in charge of determining the appropriate and most efficient training programs for the particular culture that the company would be entering. A great deal of research is required by HR personnel about the particular culture that the company is becoming involved with, the types of business practices the country is accustomed with, and the best way to present the company in a positive light.
Another important part of developing the company’s human resources team would be trying to recruit multicultural members, especially members of the culture that the company is trying to work with. This could not only help out in globalization tasks but also with diversity issues. Diversity in Human Resources Management Human resources personnel have various issues to deal with concerning diversity in the workplace. One of the foremost issues is age demographics. The older, more experienced workforce is more highly-trained, experienced, and generally earn more money; but also genuinely enjoy their work.
Most big companies do not want to keep paying benefits and high salaries for these older workers who cannot perform as heavy tasks as younger workers; so they bring in new hires, willing to accept lower pay. The downside to this is that this younger workforce usually does not have the experience, work ethic, or care about the company the way the older generation did (Zuckerman, 2010). Another diversity issue that HR must deal with is exponentially growing workforce in terms of ethnicity, race, gender, and sexual orientation.
Human resources management must develop imaginative ways to deal with issues and problems that may arise between these different cultures working together. Also, the HR management must find creative ways to analyze each worker’s most useful skills and place him or her in the most suitable job possible. Technology and E-Business in Human Resources Management Technology is becoming a central part of all business and from the human resources point of view; it can assist in lowering the costs in their department.
The increased use of E-Business tools by human resources has developed tools for employees making access to company policies, procedures, and benefits more effective (Laureate Education, Inc. , 2007). Any industry could benefit from using website technology, which can be very cost efficient. These portals can be used to improve workplace efficiency by providing employee’s to a plethora of company information that he or she has personal access to, therefore preventing some of the issues that HR personnel may need to be involved with , thus freeing up some of HR management’s time.
The B2E portal is intended to incorporate some information an employee may need to obtain from HR personnel on an easy to use website, such as a company directory, employee assistance information, work schedules, links to previous paychecks or personal tax information, company news, information, statistics, and stock information. The intention is to increase not only efficiency but also employee satisfaction and a sense of community within the organization (Hallowell, Bowen, & Knoop, 2002, p. 9). Conclusion In conclusion, the role of the human resources department holds many responsibilities in the company, especially in these changing times.
With the constantly evolving trends in business involving ethics, globalization, diversity, technology, and E-Business, HR personnel must stay ahead of the times to do their jobs efficiently. Most businesses could not run efficiently without the help of a good human resources department because they are the backbone of most businesses.
Cappelli, P. , & Crocker-Hefter, A. ( Winter, 1996). Distinctive human resources are firms’ core competencies. Organizational Dynamics, 7-22. Retrieved November 30, 2010 from http://www. questia. com/googleScholar. qst;jsessionid=09628D058F648E91A4806159F