Human Resources Management (HRM) (Essay Sample)

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Human Resource Management (HRM)
In any company, there is a code of ethics that governs the human resource department. This is a crucial policy of any company since it gives an air of ambience and respect to all employees despite their positions and backgrounds. Despite the lowly status and post at work, every employee is human and vulnerable to disrespect and maltreatments. It is for this matter that the law demands a human resource management that is inclined to providing a good environment for employees to grow, interact and give services to the best of their abilities without fear and intimidation of their class. However, despite the set code of ethics, there are various challenges that come up in the implementation of the same. Thus, there are elements that a company or organization must execute to bring a greater understanding of employees and acceptance of their behavioral changes. This is important since it will always keep the employees on toes to show good behaviors at work and cooperate with their fellow employees for the common goal of the company's effectiveness. In this paper, we are discussing those strategic elements and their importance to human resource management while adhering to legal compliance.
Strategy generally entails the planning of particular goals, aims and objectives to achieve something. There are numerous factors to put into consideration when choosing a strategy to employ for human resource management. They include the internal and external analysis of the company; the current strategy that the company wants to choose with respect to the employees and the range of strategic options. The internal analysis pertains to the culture and structure of the employees' functions in the company; where as the external analysis entails analyses on the government, shareholders, society, customers and the economy. Firstly, employees are the predominant determinants of production in a company. This means that satisfied employees are more inclined to yielding a higher output than underpaid ones. It is thus important to start by understanding the factors that affect human resource management in the internal environment of a company.
To begin with, discrimination is a disease that adversely affects the services of any company because of its effect on employees. Discrimination in human resources refers to the act of making distinctions and choosing one employee over another by trying to differentiate their abilities and talent. Still, it extends to illegal discrimination, which involves decisions that affect other people incongruously. In this case, a company can choose to give a post to a particular candidate who does not have the required qualifications out of reasons that are not cogent enough. The reasons can be just lame excuses for the person to get the position, an epitome of nepotism, favoritism or mere friendship. For instance, the human resource manager of a company can be of salient personality and choose to use his influence to appoint a cousin who is a worker in the company for a higher position.
It is thus important for a human resource manager in a company to be sagacious when employing the different types of strategies to keep his or her department effective. The strategies are cost leadership, differentiation and focus or niche. Cost leadership is a strategy that involves the reduction of organizational costs in a company for great profitability. Differentiation involves the creation of attractive and high quality products that will easily win the hearts of customers in the market. Lastly, focus or niche entails the process of targeting a particular part of the larger market. In the execution of these strategies, there requires legal bounds that should not be crossed for impeccable effectiveness to be realized. This is in relation to the sorts of discrimination that can subsist in a company. In reducing the costs of organizational production, it is important for the human resource management to make sure that the salaries of the workers are not affected in one way or another by the strategy. The manipulation of costs to realize better profits must solely be on the company's financial plans that do not involve the workers' remunerations. It is illegal to discriminate workers by giving them lesser salaries than before, and giving a lame excuse of reducing costs of production in the company. The human resource management team must be sagacious enough to differentiate between cost-reduction and salary-reduction. The former will enhance the productivity of the company by decreasing the total cost of producing goods and services, while the latter is simply a frustration to the workers since their income will have reduced.
Moreover, in a workplace environment, there is always diversity. Diversity simply refers to the differences in employees in terms of skills, co...