Human Resource Management Report: Functions and Laws

This report provides a comprehensive overview of Human Resource Management (HRM), covering crucial aspects such as performance management, recruitment, selection, and employee training and development. It explores the importance of strategic HRM functions in achieving organizational goals, including setting objectives, providing feedback, and fostering effective communication between supervisors and workers. The report also addresses the significance of human resource planning, recruitment, and selection in acquiring qualified employees. Furthermore, it discusses compensation and benefits strategies, as well as the impact of employment and labor laws on HRM operations. The report analyzes the functions of HRM that promote effective training and development, and addresses the challenges of workforce crises, retention, and employee motivation. It also examines the impact of various labor and employment laws and regulations on human resource management. Finally, the report outlines the key activities involved in planning, implementing, and evaluating HRM functions, with a focus on optimizing employee productivity, personal development, and compliance with employment-related laws.

Running Head: HUMAN RESOURCE MANAGEMENT 1
Human Resource Management
Name of Author
Institution of Affiliation
Date of Submission

HUMAN RESOURCE MANAGEMENT 2
Human Resource Management
Question One
a. Performance management – Performance management refers to the process of
communication between supervisors and workers to support and accomplish the strategic
goals and objective of the firm. The communication cycle may entail setting goals and
objectives, clarifying expectations, providing feedback, and reviewing the results of the
firm’s performance. It is utilized to improve and develop the performance workers as a
team and as an individual in the firm. It is designed to ensure that goals that have been set
by the management are consisted and can be met in an effective and efficient manner.
b. Human resources planning, recruitment, and selection –The human resource
management involves itself in human resource planning, recruitment, and selection, which
encompasses the process of getting the right and qualified employees at the right time. The
human resource has to captivate and select potential and qualified candidates. Selecting the
best-qualified candidate smoothens the process of training and development as the employee
can easily be trained and imparted with required skills and development
c. Human resources development – This refers to the training of employees, which ensures
their development. It plays a crucial role in ensuring employees develop their professional
skills and knowledge towards their roles in the organization (Noe et al., 2017). It is the work
of the human resource department to provide the workers with enough skills and knowledge
that are required for effective and efficient job performance. It can provide training by
organizing and coming up with training programs that will ensure new and unskilled workers
are educated and trained to gain extensive skills and knowledge.

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d. Compensation and benefits – This refers to the reward or salary that may be in the form
of monetary or non-monetary benefits passed by the management of the company to its
workers. It plays a critical role in motivating workers. Compensation and benefits attains and
attracts talented workers to the organization. An organization may provide benefit to its
employees by giving its employees with sufficient base pay and incentives. Workers are
always motivated and happy with a company that offers good salary that is within the level of
requisite knowledge and skill to its workers and incentives such as quality food,
transportation, and clothing.
e. Employment and labor laws and regulations- This refers to laws and regulations that
deal with the rights of workers and the responsibilities of their employers. In the United
States labor laws are set by federal, state and local laws. All workers are protected from
discrimination based on their sex, age, and race. Besides, the law protects these people with
disabilities by ensuring they get equal employment opportunities and pay.
Question Two
One of the functions of human resource that promote effective training and development
is recruitment and selection. The human resource has to captivate and select potential and
qualified candidates. By making selecting the best-qualified candidate smoothens the process of
training and development as the employee can easily be trained and imparted with required skills
and development (Cascio, 2015).
After the recruitment, it is the work of human resource management to provide a
thorough orientation to the newly selected employees. This is an important step in helping the

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new workers to adjust themselves with their new environment. The orientation program includes
introducing them with the goals and objectives of the company. The program plays a critical role
in helping the new employing to know their duties and tasks in the organization.
To ensure adequate training and development, it is the work of the human resource
department to provide the workers with enough skills and knowledge that are required for
effective and efficient job performance. The other function of the human resource is to provide
training for new and inexperienced workers. It can provide training by organizing and coming up
with training programs that will ensure new and unskilled workers are educated and trained to
gain extensive skills and knowledge.
Question Three
In today’s world, there are an increasing number of established companies and an
increasing number of retires. This presents a workforce crisis as there is high demand for talented
and skilled workers. The situation demands the companies to actively take steps in ensuring they
retain and attract skilled and knowledgeable employees.
For firms to remain competitive in attracting, developing, and retaining skilled workers,
they should aggressively increase production and profitability, thereby leveraging human capital.
The company should come up with a clear and compelling performance management system
such as compensation, reward, and training to its workers.
Effective performance system, along with compensation attracts talented workers to the
organization. An organization may provide benefit to its employees by giving its employees with
sufficient base pay and incentives. Workers are always motivated and happy with a company that
offers good salary that is within the level of requisite knowledge and skill to its workers and

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incentives such as quality food, transportation, and clothing. With such basic salary and
incentives, talented employees will always remain faithful to the firm till their retirement.
Also, an organization where its management recognizes every employee plays a part in
the firm’s success. Taking a minute to acknowledge workers by thanking them and providing a
reward to them ensures a good working environment that motivates the workers to stain and
remain faithful. This also attracts the most talented candidates as most talented workers always
inspiring to work in a good organization that recognizes and rewards its employees. Besides, the
organization’s management may include performance rewards which involve rewarding those
who have done best in their roles in the organization. This helps in developing the employees as
every worker will try to do their best in order to get the best performing rewards.
Question Four
There are many labor and employment laws and regulation that have an impact on human
resource management operation. One of the laws is non-discrimination and equal employment
opportunity to all people (Almeida & Carneiro, 2012). All workers are protected from
discrimination based on their sex, age, and race. Besides, the law protects these people with
disabilities by ensuring they get equal employment opportunities and pay. This impacts on
human resource on their recruitment as their objective is to select the best candidate.
Another labor law is the right to unite and form unions. All workers have the rights to
merge and form unions which are protected under the National labor relations Act and Civil
Service Reform Act. These unions protect workers by improving their working condition via
collective bargaining, which ends up impacting human resource management and development.
The other law is the setting of standards for terms and conditions of a particular position

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(Almeida & Carneiro, 2012). Such laws have set specific standards that employers must meet,
such as pay, safety, and when the worker leaves from work, thus impacting employees and
employer’s relationship.
Question Five
A human resource management function encompasses planning, implementing, recruiting
and selecting, training, and organizing development programs within the institution. All these
functions are geared towards maximizing the productivity of the company by optimizing the
effectiveness of its workers while improving their work life. Additionally, Human resource
management involves efforts to promote personal development and employee satisfaction by
complying with employment-related laws and regulations.
Human resource management to achieve these goals, it focuses on these three general
activities, which include planning, implementing, and evaluating. Planning involves the
development of human resource policies and regulations that should be met by every employee.
The management ensures that policies such as respect to every employee are adhered to thereby
optimizing the organizational and employee behavior. Besides, the management handles all cases
of employee relations and behavior, thereby ensuring the worker's behavior and organizational
behavior is optimized.
Implementation involves main activities such as development, compensation, acquisition,
and maintenance. Human resource management involves itself in development functions that
encompass the training of workers to do their job in accordance with the organization’s strategy.
In its development activities, human resource management also involves itself in efforts to

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control and change the worker's behavior through appraisals, incentives, reviews, and discipline.
This ensures the organizational and employee behavior is optimized within the organization
(Briscoe, Tarique & Schuler, 2012).
Human resource management also involves itself in compensation and maintenance
activities. It ensures every employee is compensated within their services, thereby optimizing
their behavior within the institution. Maintenance involves structuring labor relations where the
HRM ensures good interactions between the firm’s top management and its workers.

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References
Almeida, R., & Carneiro, P. (2012). Enforcement of labor regulation and informality. American
Economic Journal: Applied Economics, 4(3), 64-89.
Briscoe, D., Tarique, I., & Schuler, R. (2012). International human resource management:
Policies and practices for multinational enterprises. Routledge.
Cascio, W. F. (2015). Managing human resources. McGraw-Hill.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource
management: Gaining a competitive advantage. New York, NY: McGraw-Hill
Education.