How do the products (or concepts) of the different areas of human resources (strategic HR management, equal employment opportunity, staffing, talent management, total rewards and compensation, risk management and worker protection, employee and labor relations activities) support and integrate with each other? Provide examples in your answer.
HR Concept Areas - Descriptions:
Strategic HR Management
Strategic HR management is a process in which organizations will integrate their Human Resources objectives into the overall business plan. The strategic HR plan will focus on specific goals that are recognized as key objectives in helping the company meet its overall mission. Typically, HR strategy is based on hiring, staffing, retention of talent, training, and many other key objectives which is controlled by HR, but heavily effects the successes or failures of the organization due to the realization that people are the ultimate resource for success (Miles, 2011). Therefore, strategic HR is a critical component of helping any organization compete on a global scale and meet the increasingly difficult challenges presented in today's work environments.
Equal Employment Opportunity (EEOC)
EEOC is an HR focus that meets the legal and ethical obligations a company has in its hiring and staffing philosophies and strategies. In the U.S, EEOC laws are put in place to help ensure that people are not discriminated against on the basis of such factors as age, race, sex, religious preferences, or disabilities (Walker, 2010). Failure of an organization to comply with EEOC principles and laws will result in lawsuits and many other negative impacts to the organization and its workforce.
For an organization to be successful, hiring and retaining top talent at all levels is a must. From an HR perspective, this responsibility begins and ends in the HR office. From the recruiting and testing strategies that are implemented in the initial hiring phases to help screen for the right fit in candidates to the management of talent within the organization to help facilitate a strong workforce, HR is directly involved (Berry, 2009).
Failure by the HR department to work with each department to help analyze staffing needs and work diligently to meet these needs will result in an overall failure by the organization to perform. Likewise, any failure by the HR department to help managers work aggressively at removing the wrong people from the organization will also bring a company to its knees if poor staffing decisions go unchecked (Berry, 2009). Staffing is one of the most integral and important parts to any organizations success and HR must spend the adequate time and resources necessary on managing staffing as a top priority of the HR departments objectives.
Talent Management ties into the staffing piece as both are based on the same concept of getting the correct talent in the organization and then growing that talent and keeping them on board. Typically, an ...
Understanding and Analysis of the key elements of Human Resources such as: Strategic HR management, Equal Employment Opportunity or EEOC, staffing, talent management, total rewards and compensation, risk management and worker protection, employee and labor relations activities)