Essay Sample on Relation of an Employee With Human Resource Department

Introduction

A business setup is made up of various groups of individuals working together for the benefits of the organization. Human Resource Department is one of these groups in the organization and is responsible for generating services and products for the organization. Human Resource is defined as a group of people that are contrasted with material resources and capital to work for the realization of business goals. Human Resource department is important in safeguarding the interests and rights of employees in the business group, therefore, they act as a link between the management and the employees (Martocchio, 2011). In accordance with the Human Resource department, people are important resources for the organization.

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Recruitment of employees in the organization is an activity that involves active participation of the Human Resource department. The arrangement of the employment interviews is conducted by the HR department. An individual aspiring for an opportunity in the organization should consider ethical codes and standards. Modest dressing is also important in the preparation for an interview. Human Resource department provides interview guidelines to the aspiring personnel. A human resource manager is responsible for ensuring that the company follows the right format during the employment of workers to various available job opportunities. Polite communication with employees is pivotal during the interview process. Interview questions and materials are provided by the HR associates.

Hiring of the employees is a gradual process that considers the participation of the company's management and the Human resource associates. Business resources include land, capital, equipment and human power. Services provided by employees make the Human resource meaningful because manpower is enhanced by working skills. The hiring of employees is an important activity for the company since it is the only way in which human resource is achieved. Effective hiring process depends on the competence of the Human Resource department to identify people with expertise in a particular group (Berman, Bowman, West & Van Wart, 2019). Terms and conditions of the hiring agreement are established by the Human Resource department since they know understand the challenges that are likely to be encountered during daily operations of the organization, therefore, ensuring that the interests of the employees are met.

General operation of the HR department is to oversee all operations performed by the employees and make a report to the management. Orientation of employees is done to ensure that the hired workers meet the required operating standards created in the organization. Employee orientation is a typical function of the Human Resource associates. As stated earlier, provision of guidelines to the employees during the interview process is a form of orientation because they are able to familiarize with the standards of the organization before they are given the mandate to work. Orientation schedule is issued to the hired employees because the process may require allocation of enough time, therefore, involving active participation of representatives from the Human Resource department. Orientation is an essential activity because some operations in the business organization may be hazardous to health of employees (Schwartz, Estein, Komaroff, Lamb, Myers, Stewart & Park, 2013). If the organization involves the use of heavy machinery in the operation, orientation of the hired personnel is pivotal to ensure proper use, maintenance and storage of the machines and equipment with minimal or no damage and injuries to the workers.

Human Resource department is concerned with effective performance of the employees in the organization. Effective performance of all employees is achieved through induction and training of the both newly employed and serving workers. Training is also an immediate procedure activity done to recognize the achievements of hardworking staff members. Rewards are given to the best performing employees to motivate them and encourage others. Training is one way of preventing the occurrence of risks and injuries in the company. All employees are required to take into consideration what they are taught during the training session because to protect their health especially when the company is not held liable for any risks or injuries in its premises. The Human Resource instructs the employees to meet in groups based on their operation departments for training sessions. Memos are used to pass a message to the workers about where and when will the training process be performed. Human resource associates may also train employees through one on one meetings depending on the concepts to provide. The frequency of providing training to the workers depends on the operation and competence of the employees. For effective performance and realization of business goals, training should be provided monthly.

Mistakes normally happen in daily operations in most organizations either as a result of an accident or employee ignorance. Since Human Resource is a link between the business management and the workers, the HR associates are responsible for providing correctional services before the management's intervention is met. Corrective action taken by the Human Resource department on the employee depends on the nature of the mistake and underlying charges on the losses incurred (Simaiakis, Khadilkar, Balakrishnan, Reynolds & Hansman, 2014). Before the corrective action is determined by the department, the employee is given a chance to express himself/herself. One on one meeting with the employee is arranged for an effective discussion and amicable solutions are done to settle the issue. If the mistake resulted in a lot of losses to the organization, the Human Resource department will report the matter to the management. The department will represent the interests of the employee while in the management office and provide formal feedback to the worker basing on the decisions and judgments given by the management.

Motivation of employees is an essential strategy in all organizations for realization of business goals and policies. Since human resource is an important component for the organization, an effective profitable performance of workers is required. Promotion of employees is done by the management under the guidance of the Human Resource department. The department is responsible for identifying the rights employees to be promoted depending on their performances and efforts. Employees should be thanked for their efforts to the business. Criteria for selecting employees for promotion should be free and fair to avoid division in the business premises. The long-serving workers should also be considered for promotion.

Termination of employees is done when the agreement of the contract has expired or when an employee. Firing is another form of termination but it is done if the mistake done by the worker is serious or if he/she does not meet the requirements of the organization. The Human Resource department is responsible for determining if the termination of the employee is right or wrong. The abilities of the worker are evaluated before he/she is terminated from work. Right procedures for terminating a worker should be followed and a compensation is made to the worker for any form of inconveniences. Attitude of the management on the worker is evaluated by the department(Martocchio, 2011). An effective Human Resource department does not allow the organization to terminate an employee if there are no valid reasons to do so.

Executive Summary

Health of an employee is important for effective performance. The Human Resource Manager is responsible for creating strategies and policies to be implemented to improve the health status of all employees in the organization's premises. The rights of employees advocated by the HR department is inclusive of the healthcare needs of the workers in the organization. As a Human Resource manager, I should advise the healthcare organization to create a partnership with an insurance company for provision of medical coverage to the employees. An open communication with employees is a vital consideration in providing improvised healthcare services and addressing challenges and issues affecting them in the organization. Human Resource practices and policies should be utilized in creating opportunities for the employees to air their grievances and respond to changes in working conditions.

The contribution and performance of the employees in the organization should be considered while making policies for improving healthcare services delivered to them. Organizational culture and employee experience in the facility determines my operation as an HR associate. Health records of the employees should be analyzed and evaluated for effective service delivery. Creative thinking is a vital component that is used to create a platform for improvement of healthcare services in the facility. Critical thinking ensures that the policies provided to the company are economical and effective for adoption (Petersen, Lund, Bhana& Flisher, 2011). Management style and decisions determine the experience of the Human Resource department, therefore modern critical thinking policies should be implemented to create a positive experience on the associates and employees. Generally, contribution of the employees increases proficiency to the business organization and determines the quality of healthcare services provided by the facility. The organization should be liable for all the activities performed on its premises.

References

Martocchio, J. J. (2011). Strategic compensation: A human resource management approach. Pearson Education India.Berman, E. M., Bowman, J. S., West, J. P., & Van Wart, M. R. (2019). Human resource management in public service: Paradoxes, processes, and problems. CQ Press.

Schwartz, R., Estein, O., Komaroff, J., Lamb, J., Myers, M., Stewart, J.,& Park, M. (2013). Mental health consumers and providers dialogue in an institutional setting: A participatory approach to promoting recovery-oriented care. Psychiatric Rehabilitation Journal, 36(2), 113.

Simaiakis, I., Khadilkar, H., Balakrishnan, H., Reynolds, T. G., & Hansman, R. J. (2014). Demonstration of reduced airport congestion through pushback rate control. Transportation Research Part A: Policy and Practice, 66, 251-267.

Petersen, I., Lund, C., Bhana, A., &Flisher, A. J. (2011). Mental Health and Poverty Research Programme Consortium. A task shifting approach to primary mental health care for adults in South Africa: human resource requirements and costs for rural settings. Health policy and planning, 27(1), 42-51.