Evaluation of The Department of Justice Human Resource

EVALUATION OF THE DEPARTMENT OF JUSTICE HUMAN RESOURCE

Table of Contents
Introduction................................................................................................................................3
Human Resource Processes........................................................................................................3
Implications of Human Resource Workforce............................................................................4
Succession Planning for Human Resource Management...........................................................5
Job Analysis and Design............................................................................................................6
References..................................................................................................................................7

Introduction
Human Resource management is the key part of an organisation which frames up the most
productive and important resource. Human resource provides all other resources of the
company with the capability of being utilised in an optimal manner (Kianto, Sáenz &
Aramburu, 2017). The human resource process followed in the company would be identified
through an interview conduction of its managers and on the basis of the information, further
recommendations would be provided.
Human Resource Processes
Human Resource management works through multiple processes and systems in order to gain
accuracy in recruitment and enhancement of the existing personnel. The human resource
management process involves multiple components and factors which provides the system
with an ability to achieve productive and accurate results. The most significant component
which needs to be considered for human resource management process is refinement in every
step (Justice.gov, 2020). The process involves multiple steps such as recruiting, selecting,
inducting, orientation, training and development, appraisals, delivering benefits, motivation
to employees and maintenance of relations, on each of the steps the candidate needs to be
enhanced in his approach and activities. Refinement of information, personality and approach
of the employees through human resource management process could lead the organisation
towards a productive position (Tang et al. 2018). For human resource management system,
the most significant component is accuracy which provides the department with an ability to
acknowledge and allocate specific resource to productive sources. Accuracy in the allocation
of resources helps the human resource management system to attain some enhancing and
meeting the organisational goals. The productivity of the employees gets accelerated and
thus, the system gets identified to be an accurate one. Thirdly, the performance evaluation
plan in human resource management needs to be based on the goals that is to be achieved by

the organisation. The organisational goal provides with the ingredients that would be required
for attaining the objective and this specifies the employees whose performance needs to be
identified and appraised (Papa et al. 2018). Alignment of organisational goal with the
performance appraisal plan makes it easy to achieve the goals. The three identified
components of the respective concerns of human resource management reveals that it is a
crucial part of an organisation to hire and appraise the employees in an enhancing and
productive manner.
Implications of Human Resource Workforce
The employment follows open door policies which has been providing the company with an
ability to enhance and foster good working relationships along with effective team work and
this has been providing the company with enhanced deliver system. The follow up of the
performance and reward system has been the main practice in the organisation human
resource management and this has been delivering growth results to be increasing. Though
the company has been following some effective trends and practices for making its human
resource productive but the practices carry some side effects which needs to be transformed
for better results (Pham, Tučková & Jabbour, 2019). On partnering with HR and other EEO
stakeholders for designing and conducting targeted outreach activities along with it hiring,
promoting and retaining individuals from all backgrounds, helped in identifying that the
company has been quite particular about the allocation of activities and exploring the human
resource in an effective way (Burton, Fairlee & Siegel, 2019). But the stated strategy has
been observed to be creating a demarcation among the employees as the growth of the weak
employees has been restricted through it. The capable ones has been gaining success while
the weak one has been demotivated through the rewards and appraisal system. Though
rewards and appraisal system is identified to be quite productive in many organisations in the
concerned organisation, the system has been practiced in such a manner that the junior

employees has been observed to be demotivated through the system (Pavlov et al. 2017).
Demotivation leads to lack of commitment and loyalty for the organisation and thus
productivity falls of each employee.
Succession Planning for Human Resource Management
On acknowledging the working conditions and human resource management plan of the
concerned organisation it has been realised that there are some major loopholes in its human
resource system. Though it has taken up some authorised and general practices but the
balance that is required in each of the applications has not been followed.
a. The foremost recommendation for the company is to change its rewards and appraisal
system. Though rewards and appraisal system is an effective human resource
management tool but in the concerned organisation may be due to the unpleasant
organisational environment, the system has been reducing the productivity on an
overall basis. The performance appraisal needs to be transformed through making the
rewards for the minor achievements for the junior employees too. This would help in
encouragement and enhancement of the overall employees.
b. The second recommendation is that the company needs to work on the work
environment. A pleasant work environment has been prevailing over the organisation
but motivation is lacking in it. A pleasant and smooth work environment helps in
continuing with the work at the same pace but for accelerating and increasing rate of
growth, motivational and encouraging environment is desired. This could be done
through applying some motivational theories on HRM such as Herzberg’s
Motivational Theory.
c. Lastly, the organisation needs to create a roll over recruitment process in order to gain
the employees who have been unsuccessful in attaining apposition in the company. A
training program could be organised for channelizing the candidates towards a

productive path through acknowledging them on personal skills and not on
qualifications.
Job Analysis and Design
The consultant position performed by me could be titled as HRM Analyst. For holding the
position of HRM analysts the three major qualities which are required includes, keen
observer, critical thinker and co-relating capability. These three factors if performed in a
productive and accurate manner then could be assessed through the changes stated by the
performer (Chowhan, Pries & Mann, 2017). The three ways through which the concerned
position could be utilised by the organisation in different departments are for gaining
accuracy in results, delivering services and products on time and co relating each
department’s activities for gaining productive result for the organisation as a whole.

References
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Justice.gov (2020). Retrieved 29 February 2020, from
https://www.justice.gov/archives/jmd/file/788686/download
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Pham, N. T., Tučková, Z., & Jabbour, C. J. C. (2019). Greening the hospitality industry: How
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