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As the primary function of the human resource management is to increase the effectiveness and contribution of the employees in order to attain the selected organization goals and objectives all of the areas that were discussed is needed in order to run the company effectively. In this reflective these areas that were discussed are going to be focused on one by one. So the question is, can the aspects EEO and Affirmative Action, Human resources planning, recruitment, and selection, Human resources development, Compensation and benefits, Safety and Health, and Employee and labor relations learned ...view middle of the document...
These minorities includes Blacks, Hispanics, Asians, and American Native Indians.
Following the Affirmative Action does not necessarily mean that the employer should hire the under qualified applicants. The Affirmative Action quota are not by any chance automatic, the implementation of quotas must be ordered by a court of law. Thanks to God true quota situations rarely occur across the United States. Affirmative Action is normally implemented as a voluntary goal oriented program
In all of the hiring situations, the Equal Employment Opportunities should and must be be applied to each and every vacancy that is being filled. While there is a difference between Equal Employment Opportunities and Affirmative Action they both have something in common and that is they are both about fairness
Human resources planning, recruitment, and selection
If a company habitually replace employees who have left the company one may not be thinking about the position that the company actually needs. Instead of hiring to maintain the status quo the human resource department should plan ahead to know what new positions and skills the company require so as to remain in the top game of the competitors. The HR can also improve the talent and functions of those positions effectively that is if the company wishes to maintain most of the positions.
The Vacancy and Job Description.
The first recruitment plan of the human resource staff should be the examination of the position in the relation of the business strategy. The HR should know how the position fits in the future needs of the company and any added responsibility that might be added to the job. With that evaluation in mind the HR come up with a detailed description of the vacant job not only based on the job description kept on file but on an understanding of the growing the business needs
Establishing Selection Criteria.
It is easy for one to fall to the trap of seeking employees who fit into ones culture instead of finding the candidate with the required skills sets that it is needed. The recruitment plan should include an explicit criteria for choosing successful candidates. List the job competencies they must have as well as the attitudes and interests that will help them succeed in a position. This part of the plan enables one to be kept on truck when one has a competing candidates. The selection criteria is used as a check list to help one in focusing on the needs of the available job
Internal Versus External Search
One can truly benefit by planning internal search for candidates for the vacancy before it is announced to the public. Plan to notify current employees of the openings and publish the job description. Decide in advance whether or not the position will be opened to the external applicant or you will cancel external search if you find the right applicant internally. Planning the interaction of your internal and external searches can help you find the best talent for your positions.