Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name
Institution
Author’s Note
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Human Resource Management
Human Resource Management is a wide area encompassing selection, recruitment,
remuneration, and disciplining the human factors aspect of an organization. While performing
their roles, HR managers are bound to work within the precincts of various regulations and
policies that protect workers’ rights. This paper aims to aims to highlight the various factors that
motivate people to apply for specific jobs, the external influences on a firm’s compensation plan
and explore and describe the reasons for the implementation of the Civil Rights Act of 1964, the
Bennett Amendment, and Executive Order 11246.
There are many various reasons why a person applies for or accepts a given job offer.
According to Barbulescu & Bidwell (2013), the level of remuneration, accompanying benefits,
location, the reputation of the company, and the complexity of the roles play an integral role in
deciding whether to take to take up or not to take up the role advertised. On remuneration, the
authors noted that people are generally attracted to companies that pay higher than their current
employers. The same applies to accompanying benefits such as healthcare or education
insurance, pension or vacation. The location of the job also matters especially to people who
would want to stay closer to their friends and family. Companies with good publicity also attracts
people more the same with job descriptions that are fulfilling and geared towards career growth.
Compensation plans greatly influence the success of an organization. Companies with
good compensation plans generally attract a large pool of highly qualified personnel who
significantly improves the company’s profitability (Barbulescu & Bidwell, 2013). Similarly,
increasing compensation is known to substantially motivate workers to increase their
productivity. As a result, the company performs better hence overall pro0fitability. The time that
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employees would waste searching for other jobs online would be put into actual production of
goods and services.
Compensation like any other factor within an organization is greatly affected by external
elements like government interventions through HR policies enacted, trade unions, and threats
posed by competitors. Some policies set the minimum wage level for each and every job
discipline which a firm would be considered to commit an offense by paying lower (Barbulescu
& Bidwell, 2013). The same policies also make it basic for employers to save for an employee’s
retirement benefits remunerating them for any additional time spent. Additionally, remuneration
plans are affected externally by other companies who raise their pay levels to attract more
qualified and skilled candidates. Hence, other firms also follow suit to avoid losing their talented
workers to their competitors.
The objectives of Civil Rights Act of 1964, the Bennett Amendment, and Executive
Order 11246 were to increase equal opportunities to all Americans including the minorities. The
Executive Order 11246 specifically charged the Labor Secretary with the responsibility to ensure
equal opportunities are accorded to minorities in federal contracting, recruitment, employment,
hiring and training (Hersch & Shinall, 2015). The main purpose of implementing and signing
into law the policies was to put an end to the racial, ethnic and religious discriminations that
dated back as far as long before World War II.
In summary the HR field has gone serious evolution thanks to the external factors such as
competition, Government policies and activities of the trade unions. Through such efforts, cases
like workplace discrimination as a thing of the past.
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References
Barbulescu, R., & Bidwell, M. (2013). Do women choose different jobs from men? Mechanisms
of application segregation in the market for managerial workers. Organization
Science, 24(3), 737-756.
Hersch, J., & Shinall, J. B. (2015). Fifty years later: The legacy of the Civil Rights Act of
1964. Journal of Policy Analysis and Management, 34(2), 424-456.
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