Discussion board one human
resource management
The business world is becoming more complicated. The world is a
much smaller place due to the internet and technology. The reputation of a
company can be negatively impacted in a few minutes by one individual (Richard,
2013). Technological advances have also created an environment were business
must compete for customers, human talent and resources worldwide (Richard, 2013). A
disgruntled employee can negatively impact the reputation within minutes. In
order for a company to remain competitive human resources, management must
recruit and retain quality employees (Richard, 2013). One of the greatest
expenses of most business is the recruitment and training of employees
(Pussman, 2013). Technology has improved productivity, but has not come without
a price, many employees say they work at home without being compensated for
their time, and this takes a significant toll on their family and the quality
of their life (Gomez- Mejia, Balkin, & Cardy, 2012). The financial bottom
line of a business can be directly affected by increasing staff retention and
developing staff within the organization, forgetting the internal customer can
be a grave mistake for an organization (Pussman, 2013).
Technology has had not only globalized business; it has created an
environment where workers are on the job twenty-four hours a day (Hsu, 2011).
Research has demonstrated that work life balance is one of the number one
conflicts cited by employees for job dissatisfaction (Hsu, 2011). If management
and resources want to retain their top talent, this difficult problem must be a
priority (Hsu, 2011). Studies confirm that one of the most significant impacts
on business is creating work life balance for employees’ and their perceived
support from management (Hsu, 2011). To provide this support to those under
their leadership management requires human resources to create policies that
support this value within an organization (Hsu, 2011). Leaders that are viewed as highly supportive
create relationship with employees and create loyalty and gratitude; employees
feel they must repay the company increasing job performance and productivity
(Hsu, 2011). Organizations that help leaders and employees through, mentoring,
education, policies, and company culture improve the business, productivity,
customer service, and staff retention creating more revenue of the company (Hsu,
2011). A culture that supports its workers is just good business. “As workers
who tend a fig tree are allowed to eat the fruit, so workers who protect their employer’s
interest will be rewarded” (Proverbs 27:18).
The act of selecting new employees for an organization is one of
the most significant roles in a company and should be done without, planning,
forethought and preparation (Mc Guigan & Stamatelos, 2011). The success of
hiring in a business is closely related to their investment in the hiring process
(Mc Guigan & Stamatelos, 2011). When the right individuals are chosen for
the company their talent is an indispensable asset to the company (Mc Guigan
& Stamatelos, 2011). Studies indicate business that allow managers and
front line staff to actively engage in hiring practices, create more effective
teams (Mc Guigan & Stamatelos, 2011).
When human resources empower front line mangers to make hiring
decisions, better choices are made for the organization (Mc Guigan &
Stamatelos, 2011). Human resources can help mangers by helping to create legal
and prepared interviewing process that evaluates potential candidates (Gomez-
Mejia, Balkin, & Cardy, 2012). Mangers when choosing staff should be very
aware of their own leadership style and culture of the sector they run, in
order to choose employees that would be most successful under their leadership
(Mc Guigan & Stamatelos, 2011). Research has demonstrated that a manager
should allow subordinates on their team to have input into the hiring process
to help choose individuals that would be successful within their work culture
(Mc Guigan & Stamatelos, 2011). ). By allowing front line employees to be
involved in the hiring process of new employees, the managers are also
mentoring subordinates to become future successor in the company and creating a
better future for the organization (Gomez- Mejia, Balkin, & Cardy, 2012). The managers should also take great effort
into preparation in hiring skills that will asses a candidate’s proficiency and
abilities (Mc Guigan & Stamatelos, 2011). “Without consultation plans are frustrated,
but with many counselors they succeed “(Proverbs, 15:22).
Often times employment applications and resumes are poor
indicators to choose an applicant for a position within a company (Turner,
2004). Human resources and leadership
are struggle to obtain candidates that would be the best fit for their work
culture and bring talent to their organization that would be profitable (
Turner,2004). Choosing the incorrect candidate for a position within an
organization can be a very costly mistake (Mc Guigan & Stamatelos, 2011).
One effective method of interviewing looks beyond the application and resume
(Turner, 2004). Applicants are interviewed by several different members of a
organization to include, human resources, front line manager, leadership and
team members together ( Turner,2004). Candidates are not only asked questions
about previous experiences but, their behavior in different experience in the past
(Turner, 2004). The premise is that action in the past predicts future behavior
(Turner, 2004). Research has demonstrated that business that use behavior base
interviewing has greater, staff retention, productivity, decreased sick day and
employee job satisfaction (Turner, 2004). “Blessed is a man who perseveres
under trial, for he has been approved” (James, 1:12).
Appraising and compensation of employees is best approached in a
standardized review system, that avoids discrimination and target changeable behaviors
not an individuals personality or culture (Starndmark & Rahm, 2014). The
most successful employee evaluation often includes peers (Starndmark &
Rahm, 2014). Appraisals should be standards of behavior and performance agreed
upon by human resources, managers and employees and should be made available to
employees during orientation and through the culture of the organization, and
actions of leadership (Starndmark & Rahm, 2014). In essence all individuals
within a company are customers. The appraisal and compensation of an employee
should be evaluated using a cross section of all a business internal and
external customer to be helpful in making a team member grow within a
organization and to remain without bias (Starndmark & Rahm, 2014). “Give
instruction to a wise man, and he will be yet wiser, teach a just man he will
increase in learning (Proverbs, 9:9).
“An inheritance gain hastily in the beginning will not be blessed
in the end” (Proverbs, 20:22). A business organization has the ability and
responsibility to change their community for the better (Chapman, 2006). One
example of ethical business practice is when the phosphate minds in Florida,
reestablished, protected and maintained the wet lands they mined. This very
action brought helped reestablish many endangered species in Florida, made parks
available for recreation and saved resources for future generations. Christian
business leaders have been given the responsibility to “keep and preserve the
earth and it creation” (Genesis 9:1). Often time’s employees face hardship
within their families and find it difficult to maintain a work life balance. A
leader that does not put thought into their actions may believe that finding a
way to let an employee go, that is missing work, and having decreased
productivity, may be the most prudent thing to improve the company profits.
When in fact research shows helping an employee achieve work life balance may
create a more productive, loyal team in the future (Hsu, 2011). When employees
feel supported by leadership, studies indicate they are happier on the job, leading to improve
long-term productivity, better customer relationships, fewer sick days, which
all intern lead to increasing a company bottom line (Hsu, 2011).” Good will
come to those who are generous and lend freely, who conduct their affairs with
justice” (Psalm, 112:5).
Strong successful leaders build organizations on a foundation of
steadfast ethics, principle and morals (Hsu, 2011). The relationships, values,
and actions exhibited by leadership set the tone and foundation for a company
(Chapman, 2006). To be a truly
successful leader one must be able to solve problems others do not want to
tackle (Gomez- Mejia, Balkin, & Cardy, 2012). When a managers finds away to
terminate a employee having difficulty with work life balance, without trying
diligently to assist that person they are teaching others through their actions,
what type of values the company really holds(Chapman, 2006). A company that has
not been established and steadfast values may benefit initially but, will fail
in the future because they have not gained the loyalty or trust of their
internal customers the team member (Chapman, 2006).
Reverse discrimination is the hiring of a protected class, because
they are a member of that class, not because of ability, or talent (Gomez-
Mejia, Balkin, & Cardy, 2012). Strong work environments are created by
diversity (Gomez- Mejia, Balkin, & Cardy, 2012). Hiring someone based on
any reason besides merit is not only wrong but, is discrimination against all
parties involved (Gomez- Mejia, Balkin, & Cardy, 2012). Justifying that
something is right because, it has a positive outcome is wrong. The end does
not justify the means. Also this does not make lasting changes in society and
culture that truly teach that each individual is of significance and value to
society. Protecting the rights of all individual equally is a society is the
hallmark of a just society. These worlds has fallen from the grace of God and
no matter what laws are created by man, true justice will never occur until
mankind turns to God. For a society to be established on anything but,
philosophies that are changed with every whim of the next idealist, their must
be absolute law. The only absolute law is found in the Bible and given to us by
God. God’s laws protect all the citizens
of earth equally and do not discrimination. The law of God is love.
References
Gomez- Mejia, L.
R., Balkin, D. B., & Cardy, R. L. (2012). Managing Human Resources (7 th ed.). Upper Saddle River, NJ:
Pearson Education.
Hsu, Y. R. (2011). Work-family
conflict and job satisfaction in stressful working environments.
International Journal of Manpower, 32(2),
233-248.
doi:http://dx.doi.org/10.1108/01437721111130224
McGuigan, P. J., D.P.S., & Stamatelos, L. J. (2011). The ten
commandments of recruiting: Best practices for hiring the best employees.
The Journal of Medical Practice Management : MPM, 26(5), 296-8. Retrieved
from http://search.proquest.com/docview/910698976?accountid=12085
Passman, A. (2013). Spend on training, cut
costs. Credit Union Journal, 17(20), 14.
Retrieved from
http://search.proquest.com/docview/1353183789?accountid=12085
Starndmark, M., & Rahm, G. (2014). Development
implementation and evaluation of a process to prevent and combat work place
bullying. Journal of public health, 42(15), 66-73.
Turner, T. (2004). Behavioral interviewing guide: A
practical, structured approach for conducting effective selection interviews :
Past behavior is the best predictor of future behavior. Victoria, B.C.:
Trafford.
