Human Resource and Its Perspectives: June 2019 Report

This report delves into the crucial role of the Human Resource (HR) department within an organization, focusing on employee selection processes and development methods. The report is divided into two main sections. The first section analyzes the employee selection process, emphasizing the significance of Corporate Social Responsibility (CSR) and ethical considerations in aligning internal employees with a redesigned office location. The second section details effective recruitment strategies employed by the HR department to enhance organizational growth and productivity. The report covers key aspects like CSR, ethics, selection criteria (flexibility, commitment, skills, equal opportunity, performance, transparency), and various HR development activities, including training, organizational development, and career development. The study underscores the importance of strategic HR practices in ensuring organizational success and employee well-being.

Running Head: Human Resource and It’s Perspectives:
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Human Resource and it’s
Perspectives
June 4
2019

Human Resources and It’s Perspectives: 1
Table of Contents
Introduction.................................................................................................................................................2
What is CSR and Ethics?.............................................................................................................................2
Factors considered selecting the individuals:...............................................................................................2
Human Resource development methods and activities................................................................................4
Conclusion...................................................................................................................................................4
References...................................................................................................................................................5

Human Resources and It’s Perspectives: 2
Introduction
In this project the discussion is done about the role of human resource department in an
organization. This project is categorized in two sections. In first section the description is about
the selection process which is conducted with the set theories or methods which are created and
implemented on the process for the reliability of company and its policy. As in this project CSR
which is also known as corporate social responsibility and ethics which is used in the selection
process for the movement of internal employees to location of redesigned office of company. In
the second section in the project the explanation is provided for the method by which HR
department can manage to build an effective recruitment which helps the organization to grow
and increase the productivity with efficiency.
What is CSR and Ethics?
CSR: The term is also known as Corporate Social Responsibility, and it is an abstraction which
is linked with the management department of any organization, this techniques is used to interact
with the stakeholders of company, also this method helps to take decision which are related with
the economics, environment or social imperatives. There are two aspects which every
organization follows and these are as follows (Dyck, Lins, Roth, & Wagner, 2019):
i. Quality of the management including the process and people of organization.
ii. Quantity of influence on society including the nature of their company.
It is the commitment by the organization to conduct business in ethical manner to provide
support in the development of economy rate with improving in quality of workflow of process.
Ethics: It is a process by which an individual get to know about the wrong and right action
performed it is based on the principles of the moral which explains nature or characteristics of
person conducting any activity (Ferrell, Harrison, Ferrell, & Hair, 2019).

Human Resources and It’s Perspectives: 3
Factors considered selecting the individuals:
 The human resource department should have to consider those persons who are flexible
with the environmental change.
 An individual who is committed for the work and for organization.
 The person should have good skills to manage the work at new area of work even with
the limited sources (Ng, Yam, & Aguinis, 2019).
 The department of selection should consider each and every person equally without any
partial attribute.
 The quality of performance which is conducted by the employees that must be checked
for shortlisting them.
 There should be no any discrimination followed by the team for selection.
 There should be a transparency in the entire selection task conducted by the organization.
 The person should be productive with for the company, who can give the productivity
and profit from the new site (Garavan, 2007).

Human Resources and It’s Perspectives: 4
Image Source: (Baker, 2019)
Human Resource development methods and activities
The method which is provided for very short and limited term period in any organization in order
to improve the performance of job and growth of the company is known as human resource
development. For the development the training is conducted by the human resource department
in which particular employees are selected who are good with their process knowledge and
skilled in their performance. The activities which are conducted by the human resource
department in order to create an effective work force for the organization are described below
(Werhane, 2019):
i. Training and Development:
It is the method in which skills and knowledge about the process is provided to
trainee which helps them to learn about the mistake in their job performance, while
the development is an act which improvise the skills of the trainee for completing the
task which he/she going to perform in future (Dyck, Alexander, Karl V. Lins, Lukas
Roth, and Hannes, Wagner, 2019).
ii. Organizational Development:
The term explains about the knowledge of the application of an organization related
with the behavioral phenomenon by which the strategies, process and structure can be
improved (Houston, Nancy, 2019).
iii. Career Development:
The support provided by company to achieve the essential skills, knowledge for an
employee to complete the task given by the company or for the work which he/she
will conduct in their future job. There are many policies which are designed for the
employee such as to get promotion, platform to achieve brilliant performance in the
work so that they can set the goals of their career (Bryndin, 2019).

Human Resources and It’s Perspectives: 5
Conclusion
In this product the study was conducted on the organization which is going to select the
employees internally to shift in their redesigned site so this selection has to be conduct by human
resource department by considering methods which are designed by the company in order to
avoid any partiality in the selection, in these methods the corporate source responsibility and
ethics were considered, in the project they are explained. In the next section the activities which
are conducted by the human resource department for the selection of the employee is explained.
References
Bryndin, Evgeniy. "Development of living floor spaces on the basis of ecological economic and
social programs." Resources and Environmental Economics 1, no. 1 (2019): 1-8.
Dyck, Alexander, Karl V. Lins, Lukas Roth, and Hannes F. Wagner. "Do institutional investors
drive corporate social responsibility? International evidence." Journal of Financial
Economics 131, no. 3 (2019): 693-714.
Ferrell, O. C., Dana E. Harrison, Linda Ferrell, and Joe F. Hair. "Business ethics, corporate
social responsibility, and brand attitudes: An exploratory study." Journal of Business Research95
(2019): 491-501.Garavan, T. N. (2007).
Garavan, Thomas N. "A strategic perspective on human resource development." Advances in
Developing Human Resources 9, no. 1 (2007): 11-30.
Ng, Thomas WH, Kai Chi Yam, and Herman Aguinis. "Employee perceptions of corporate
social responsibility: Effects on pride, embeddedness, and turnover." Personnel Psychology 72,
no. 1 (2019): 107-137.
Houston, Nancy. "The Impact of Human Behavior on Cyber Security." In Multigenerational
Online Behavior and Media Use: Concepts, Methodologies, Tools, and Applications, pp. 1245-
1266. IGI Global, 2019.
Werhane, Patricia H. "The normative/descriptive distinction in methodologies of business
ethics." In Systems Thinking and Moral Imagination, pp. 21-25. Springer, Cham, 2019.