Uploaded by Farley Artwell

Business Management-Discussion # 11

Q1. Describe the key components of the human resource management process and the important
influences on that process.
Relate your response to your institution.
According to Leon C. Megginson “From the national point of view human resources are
knowledge, skills, creative abilities, talents, and attitudes obtained in the population; whereas
from the view-point of the individual enterprise, they represent the total of the inherent abilities,
acquired knowledge and skills as exemplified in the talents and aptitude of its employees”.
According to Heathfield (2016), “Human Resource Management (HRM) is the function within
an organization that focuses on the recruitment of, management of, and providing direction for
the people who work in an organization.” There are eight key components which creates the
framework of the human resource management process as suggested by (Principles of
Management, Saylor.com). They are as follows: strategic human resource planning, recruitment
& downsizing, selection, orientation, training & development, performance management,
compensation & benefits, and health & safety.
Strategic Human Resource Planning
According to hrcouncil.ca, the overall purpose of strategic HR planning is to:
Ensure adequate human resources to meet the strategic goals and operational plans of
your organization - the right people with the right skills at the right time
Keep up with social, economic, legislative and technological trends that impact on human
resources in your area and in the sector
Remain flexible so that your organization can manage change if the future is different
than anticipated
At my institution, a manpower meeting is held quarterly to assess the manpower within each
department to determine the effectiveness and efficiency of the employees present.
Recruitment & Downsizing
Lawson (n.d.) states that, “human resources managers and staff work closely with organizational
leaders for determining staffing and recruitment needs during restructuring.” Recruitment is the
process involved with finding the most suitable applicant for the job. It includes analyzing the
job requirements, and attracting suitable candidates to apply for the post. However, downsizing
described by businessdictionary.com is the intentional reduction in the size of a workforce at all
staffing levels to survive a downturn, improve efficiencies, or become a more attractive company
for an acquisition or merger. My institution is seasonal so it important to downsize outside the
tourist season and recruit candidates during the peak period of the season.
Selection is the process of selecting the most suitable candidate to fill an available job post based
on the screening process as it relates to the job requirements. Selecting at my institution is
completed using panels to ensure that the skills needed to fit the job is available within the
selected candidate. It allows the process to be more efficient, organized and objective.
Businessdictionary.com describes this process as an introductory stage in the process of new
employee assimilation, and a part of his or her continuous socialization process in an
organization. Major objectives of orientation are to (1) gain employee commitment, (2) reduce
his or her anxiety, (3) help him or her understand organization's expectations, and (4) convey
what he or she can expect from the job and the organization. It is commonly followed by training
tailored to specific job positions. Orientation at my institution is mandatory for all new
applicants and it lasts for a week before the staff starts his/her job.
Training & Development
The official and ongoing educational activities within an organization designed to enhance the
fulfillment and performance of employees. Training and development programs offered by a
business might include a variety of educational techniques and programs that can be attended on
a compulsory or voluntary basis by staff (businessdictionary.com).
Performance Management
“Performance management is a process by which managers and employees work together to
plan, monitor and review an employee’s work objectives and overall contribution to the
organization. More than just an annual performance review, performance management is the
continuous process of setting objectives, assessing progress and providing on-going coaching
and feedback to ensure that employees are meeting their objectives and career goals
(hrcouncil.ca).” Training and development is a department at my company and it covers the
overall objectives of the institution through mandatory and voluntary training throughout the
Compensation & Benefits
“Compensation includes not only salary, but also the direct and indirect rewards and benefits the
employee is provided with in return for their contribution to the organization (hrcouncil.ca).”
Direct financial compensation consisting of pay received in the form of wages, salaries,
bonuses and commissions provided at regular and consistent intervals
Indirect financial compensation including all financial rewards that are not included in
direct compensation and understood to form part of the social contract between the
employer and employee such as benefits, leaves, retirement plans, education, and
employee services
Non-financial compensation referring to topics such as career development and
advancement opportunities, opportunities for recognition, as well as work environment
and conditions
My institution is big on benefits that compliments salary to motivate employees and improve the
retention of good employees.
Health & Safety
“Occupational health and safety legislation regulates the standards of workplace health and
safety with the aim to prevent workplace accidents, injuries and diseases, and outlines
consequences for breaches of those standards (hrcouncil.ca).” My institution has set up a
committee to develop and enforce health and safety practices. It is new to the company and it is
in the process of educating the staff on the importance of health and safety.
Compensation & Benefits. (n.d.). Retrieved from http://hrcouncil.ca/hr-toolkit/definingcompensation.cfm
Heathfield, S. M. (2016, October 2). What Is Human Resource Management? The
Balance. Retrieved November 20, 2016, from https://www.thebalance.com/what-is-humanresource-management-1918143
HR Planning. (n.d.). Retrieved from http://hrcouncil.ca/hr-toolkit/planning-strategic.cfm
HR Policies & Employment Legislation (n.d.). Retrieved from: http://hrcouncil.ca/hrtoolkit/policies-health-safety.cfm