Philosophy of Human Resource Management
My philosophy of human resource management can be summed up in thefollowing words. As a director of the human resources, my main aim is tomanage the human resource asset for the company. One of the first tasks of human resources management is recruiting--attracting and locating people of diverse backgrounds for accomplishing theorganizational jobs. One of the steps in recruitment revolves around humanresource planning, which focuses on attracting and retaining the bestworkers. Although traditionally human resources planning is usuallyinitiated by the staff members, it is becoming increasingly clear that linemanagers need to take an active role in the planning process. It isbecause often a line manager can find the interests and attitudes of thecandidate better than the staff members can. The scope of the Human Resource Department has broadened fromproviding training to facilitating learning throughout the organization.It is the employee's knowledge, skills that create the organization'sproduct and services; therefore, it is important for continuous learning totake place for the success of the organizations. In this regard,
HRMS systems streamline the assignment of security levels toindividual employees. In fact,since the 1990s, the diversity of the American work force has grownrapidly. However, studies have shownthat information provided by candidates can be false or exaggerated. Because of such factors as globalization, and the need to deal with suchcomplex workplace issues as diversity and multiculturalism, the need tomanage technology, and the almost continuous redesign of work processes andpeoples' jobs, the market for our services is stronger than ever. Based on predictions, it is argued that in the year 2015minorities will make up half of the labor force. Therefore, it is important to use other methods in addition to applicationsand resume sorting. HRcannot carry out such initiatives without a thorough analysis of the bottomline impact. Job Evaluations: HR management uses several approaches for jobevaluations. Human Resources Management Functions There are several ways through which a line manager and HR staffmember can recruit people from the external world. Value orientations are central to many widely known approaches toculture. However, it is well known that money is not theprimary motivational factor; rather the motivation is dependent on severalfactors: equity theory, work environment, and satisfaction with pay. These cultural value orientations correspond to a view of cultureas a set of assumptions and deep-level values concerning relationshipsamong humans and between humans and their environment. The Baby Boom generation, thelargest age group of the 20th century, is currently in its 50s--with manyboomers facing retirement as soon as 15 years from now. Few firms would knowingly send unprotected employees into adangerous situation. Human resources bring its expertise to bear in setting up appropriateorganizational structures and reporting relationships, a key to maintainingthe integrity of corporate governance (Blau, 1987).
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