Organizational Studies and Human Resource Management and Question

Like most other department managers, the primary function of a human resource manager is responsible for overseeing department functions as well as managing employees. This is why the human resource manager must be extremely familiar with every square inch of each discipline of human resource management. This includes Equal Employment Opportunities and Affirmative Action, human resource planning, recruitment, and selection, human resource development, compensation and benefits, safety and health, and employee relations. In this reflective essay I will discuss each of these disciplines and how they work together. Additionally, I will discuss which functions I believe to be the most important, and how human resource management can be optimized for shaping organizational and employee behavior.

Employee selection tests are intended to offer employers with an insight into whether or not the potential employee can handle the stress of the job as well as their capacity to work with others. Employees believed that personality and psychological assessments can help to predict

Psychological and Personality Assessments are used by many small employers, Fortune 100 or even Fortune 500 companies. These companies have instilled these tests in their company policies with all new hires or promotional employees. These assessments are used to help all human resources personnel in the decision of hiring or promoting employees. These tests are used as tools to improve personal image, promote or hire compatible employees that will put the company into a more positive direction. Employers feel that by using and implementing these assessments they help with building good employee teams and to allow different types of personalities to work

Companies have started to use personality tests in the past five years so that they can find a potential employee’s strengths and weaknesses. If questions and answers are quite accurate and test is done properly it can help an employer to find more about person’s advantages and disadvantages. It is very important to know because one of the most important points is that most of personality tests help to recognize unqualified candidates. “Although experts warn that many personality assessments don't deliver what they promise, legitimate scientifically validated tests are helping employers evaluate job candidates to select those best suited for particular positions. Other tests are designed to measure intelligence, honesty, management aptitude and other qualities.”

Over the last several decades, many employers have been using personality assessments as way to understand the thoughts and feelings of staff members. Part of the reason for this, is because this has often been used as a tool that will effectively assess the underlying strengths and weaknesses in the personality of select individuals. Once this takes place, is when mangers can be able to use this information to predict how well someone will succeed in a particular job. This is the point that they can effectively assign each person to predetermined areas that will help them to meet company goals and give them a sense of satisfaction from their work.

The use of psychological and personality testing has enjoyed increased popularity among human resource professionals in the past several decades. Due to rapid improvements in the reliability and ease of administering such tests, companies and human resource professionals have felt more comfortable in relying upon them and abandoning the ineffective and haphazard methods used for many decades.

To work in the Human Resource management field you must maintain and improve the company by planning, implementing, and evaluating employee relations and human resource policies, programs, and practices. It is a challenging and yet rewarding field to work in. However, just like every business field, people who work in the human resource department face many challenges when it comes to discrimination.

Throughout these debates there is the reoccurring theme of the need for reliability and validity in personality tests, as with any other selection method a business organisation may adopt. Here it is important that the method is consistent in its measures both throughout the personality test itself and should the personality test be applied to individuals over time. Furthermore, the predictive value will be heavily affected if no clear relationship is established between the tests results and job performance (Newell, 2005).

Regardless of the size of a business or whether it is a multi-million dollar software distributor or a productive trucking company, there is one thing that most all companies have in common. Every company needs to have efficient human resource practices. According to Mayhew (n.d.), “human resources plays an essential role in developing a company 's strategy as well as handling the employee-centered activities of an organization” (para. 1). If the employees are the backbone of an organization then the human resource department is the brain stem. It can be the glue that holds an organization together, or the hammer that breaks the organization apart. There are many issues that companies face when dealing with human resources. Things such as payroll disputes and disgruntled employees are fairly common, but for the most part they are easy to overcome. The major issue that companies have to face when it comes to human resources is a double edged sword. It is both a blessing and a hindrance at times. This issue is how to handle the ever changing diversity within the organization. In order to be a successful human resource department of an organization that treats their diverse workforce in a fair and equal manner, one must first understand how the workforce demographics are changing, what problems may arise due to these changes, and how to overcome these problems. It is a delicate dance that must be done on a daily basis.

Any organization is as good as its workforce. In this respect, an organization may be termed as successful if it is able to attract and retain top-notch talent. Among the several things that pertain employee retention, wages and salaries take an extremely significant role (Raymond, 457). There are many debates that discuss what should take precedence when choosing employment; job satisfaction or compensation. While job satisfaction is key in ensuring high employee performance and output, if the wages are not satisfactory, employees will ultimately seek other alternatives or fail to hesitate when offered greener pastures (457). While ensuring a good working environment for employees, it is

Several studies in the field of Human Resource Management concentrate on the importance of a Human Resources Business Partner to the organisation’s performance.

Psychometric test is a systematic test used to collect information about abilities, personality and intelligence from individuals (U.S. Department of Labor, 2000). Psychometric test are being used worldwide in order to select appropriate candidate for a post, as it is critical to construct a talented and committed workforce, so as to increase the overall performance of the company (United States Office of Personnel Management, 2007). Surveys indicated that 30% of American companies (Heller, 2005) together with all the top companies in Great Britain (Faulder, 2005) used personality test to screen job applicants. This essay is going to focus on evaluating the use of personality tests in the assessment of work-related behaviours and potentials.

The field of Human Resource Management is necessary for most businesses to grow and succeed into larger and successful companies. HR can be defined as the part of the company that focuses on the people rather than the business itself. HR does improve the business, but the key focus is on the people. Responsibilities that HR usually holds includes finding new employees, hiring new employees, teaching the new employees the culture of the company and their role in the company, as well as taking care of former employees. The way that Human Resource departments accomplish all these tasks is going to change in 2016 because of the introduction of new technology.

PWCs’ compensation from tips was much lower than anticipated; the anticipation was made known as high as some 25% to PWCs in hiring period but the actual situation was only about half of the “promised”

Extensive research within Human Resource Management (HRM) has been in linking HRM with Business strategy, in order to achieve better organisational performance. This is partly because of the increasing economy of knowledge, making human capital more of a base for competitive advantage. It all stems from the focus of management and analysis of organisations such as The Hawthorne Studies in the 1920’s and then the success of Total Quality Management in Japan during the late 1960’s. Beginning in the 1980’s academics such as Miles & Snow started to link HR with strategy, the organisational perspective grew and a move away from bureaucracy and control systems started to be seen. This was in contrast to the Industrial Relations perspective but still we saw the emergence of semi – prescriptive frameworks of HRM that were analytical and associated with performance. In the 1990’s the first main models of HR strategy formulation began to materialize.