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Kathryn S Carrington

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Work and Life Experiences in Respects to Human Resources
By Kathryn S Carrington   
Not "rated" by the Author.
Last edited: Tuesday, June 21, 2011
Posted: Tuesday, June 21, 2011

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The aspects of the EEO and Affirmative Action process, the Human Resources Planning process, Recruitment and Selection process, Human Resources Development process, the Compensation and Benefits process, the Safety and Health process and the Employee and Labor Relations process, all work together for the good, in performing a primary function as it relates to business in general and also to my specific company, Starr touch Enterprises (www.starrtouch.biz).

      The aspects of the EEO and Affirmative Action process, the Human Resources Planning process, Recruitment and Selection process, Human Resources Development process, the Compensation and Benefits process, the Safety and Health process and the Employee and Labor Relations process, all work together for the good, in performing a primary function as it relates to business in general and also to  my specific company, Starr touch Enterprises (www.starrtouch.biz).

     When one thinks of the EEO and Affirmative Action processes, there are thoughts of significant measurable attempts to reach massive goals in efforts that are demonstrated by equal employment opportunities and affirmative action practices: these efforts are as follows: Affirmative Action assures that there are certain aspects of a company/business that is made available to every employee, that all managers are trained on EEO and cultural diversity matters, that those individuals who are deemed disable are treated fairly and given opportunities, otherwise closed to them,  that all employees are encouraged to and have the right to receive training, that the employer implements an avenue of part-time, training, and seasonal employment within the business, that the State's EEO policy and Federal EEO policy is posted in the work environment,  that EEO grievance procedures are in place within the company, that actions taken to reduce and/or eliminate illegal discrimination and /or harassment complaints are prevalent and taken seriously, that records are documented in respects to ethic/gender composition of the interview process, and finally that documented efforts are in place to meet the state’s affirmative action objectives.

       In implementing a workable and doable Human Resources Planning process, there must be a way to ensure that a proper system is in place to handle the overall aim of the Human Resources process as it relates to managing employer/employee work relationships while it struggles to stay in line with each business’s organizational goals in relation to human resource plans, policies, procedures and best practices.  When we think of environmental analysis, human resource demand, supply and reconciliation and planning, there are several things that come into focus: How the system tracks emerging human resource trends that may include outsourcing of jobs, flexible work hours and practices and information systems technologies as it relates to job performance and availabilities; these trends can be attributed to the understanding of internal and external environments as they relate to the industry, economy, technology, competition, labor regulations, unemployment, and also how we may go about determining the number and type of employees needed in the future.  A system should be in place in an attempt to keep important records of employee experience, skills and education, in order to assure the business environments with the best candidates possible and in order to develop action plans to include data and analysis that will ultimately prove to be a vital key to improvements in human resource planning and developments going forward.

     The hiring/recruitment selection of employee’s process is the most important function of the Human Resources development program.  It is a well known fact that the most vital success of any business is attributed to the quality of human resources abilities and talents recruited by and into an organization.  Assuring that a prospective employee can snuggly fit into the corporate goal and objectives is key to the development and success of that particular company.  Each business has a succession plan that deems equally important to the idea that the employee fit the goals, environment and culture of the company.  In an attempt to defuse the employee that may camouflage the lack of important skills and talents with the onset of great presentation efforts, a company needs to seriously implement competency test as an important selection strategy, while keeping in mind that behaviors and/or characteristics, can and do influence and drive performance on the job. The goal in creating the hiring/recruitment selection of employee’s process is to skillfully and tastefully recruit superior performances in a job/role situation.  My experience in the recruitment selection process for my company, Starrtouch Enterprises, and in using the best possible efforts, is to recruit inwardly to see if there are any existing employees that can fit perfectly into the position that deems available.  For me, any employee that fits the position, culture and environment that is hired into a position from within, is normally a valuable choice and asset, mainly because of his/her familiarity with the company and because of  the cost and time it takes to recruit new employees across the employment spectrum. Nevertheless, there are times when an employer must depend on outside sources and in that event, it is imperative that the Human Resources professional knows the job requirements for that position, (i.e., the job description, the educational backgrounds and qualification, the experiences, etc…). Finally, always conduct an employee orientation that is not full of paper work, overwhelming, boring, and viewed as a mere waste of time for the proposed employee. Because of the critical labor crunch, developing an effective employee orientation is more than crucial to any business.  The orientation is an important facet of the recruitment process because it educates the employee on the company’s history and values, while establishing the employee into his/her job in a more quick and smooth fashion.  It can also lower the company’s turnover rates, which is a valued asset, as well.

     In attempting to describe and define Human Resources development one could easily interpret the process as a medium that both- creates and drives- the learning and training development venue; which is a place where employees, are thought and proven to be a valued asset to a business, a value that is worth- both- enhancing and developing, a value that has the propensity to develop and provide seamless administrative functions that are apt to entail such priceless attributes like benefit enrollment and other important and prevalent changes.   Human Resources allow one to devote time and energy for important strategic tasks.  It is important that Human Resource manager do not confuse the level of importance and to what is agreed to have unlimited time factors, in respects to  administrative aspects of the business, as apposed to the more challenging, aspects of the business. Often other aspects of the business can be short sighted, especially in regards to importance and time and thus nothing really gets enough attention to warrant any sort of conclusion.

     In recognition of the discussion of compensation and benefits, there is the thought of the employee benefit that refers to the retirement plans, health plans, life insurance plans, vacations, disability insurance, employee stock plans, etc. A benefit plan is designed to address a specific employee need and is often provided in other forms besides that of cash.  The basic element of a guaranteed pay check can be attributed a base salary that is derived by an hourly, daily, weekly, bi-weekly or a monthly rate. The compensation of the variable pay plan that reveals sales of a percentage of every dollar that is brought in a level of revenue is another type of benefit/compensation for the employee in question. There is the benefit of paid time-off, employer’s pension contribution, sick pay, and more. The objectives of equity based compensation plans and retentions are an attraction for new hires and the aligning of employees’ and the shareholders’ that characterize and retain business interests. While, benefits are increasingly expensive for businesses to provide to employees, there are options, in light of the benefits, that are changing: these benefits include flexible benefit plans and compensation plans that reference wage and /or salary programs that are based on bonuses, merits and commissions.  These plans deem detrimental to employees and are, by far, the most important external influencers in respects to the economy, inflation, unemployment, labor markets, tax laws and the industry as a whole.

     The Safety and Health aspects of employees in a business rage from the health, safety and the welfare of people who are engaged in employment thorough the nation.  The goal of all occupational health and safety programs in today’s employment market’s, is a far cry from those days that resemble workplace environments of the past. Occupational health and safety are important segments of any organization and/or business and is therefore, promoted through methods and procedures in many companies. Health and Safety deal primarily with identifying work-related psychosocial factors as they adversely affect the health of those folks who work in many facets that include environments and cultures. According to Human Resources Management, 11th edition, Ivancevich writes on page 543 that, “A number of environmental factors are important for the health and safety of employees.  Probably the most crucial factor is the nature of the task, especially as it is affected by the technology and working conditions of the organizational environment.” It is important for a business to implement and engage in establishing a safety and health culture in which, not only management and the company at large, but employees themselves, help promote proper safety and health procedures -while on the job.  The mere fact that we cannot depend on the integrity of all to fairly distribute health and safety practices for employees, (i.e. a safe and healthy work environment); it is a fact that, without the laws and regulations, in respects to potential regulatory action or litigation, many organizations, primarily due to monetary gain, would not act on mere moral obligations.

     Finally, Labor Relations servers as a balanced advocacy for business managers and their employees in an effort to protect the rights that are revealed from behind the iron curtain; a curtain that may have hindered the way to addressing the move in a positive direction, geared to facilitate a functional, productive and effective work environment for all, if not for organizations established for the work and the life experiences in respects to Human Resources.  Through various forms of intervention, including problem-solving, mediation, training and counseling, it is apparent that labor relations efforts add to the attraction, motivation, qualifications of the most skilled and driven employees that are matched to jobs for which they are best suited.  In an effort to enhance morale and productivity, limit job turnover, and help organizations increase performance and improve results, selected employees are trained by the business to enhance employee skills and to provide training and development opportunities that are geared to improve employee skill set and satisfaction/conditions as it relates to the many business endeavors.  When I think of my own company, Starrtouch Enterprises, I think of situations and circumstances, regarding work and life experiences in respects to employment that many businesses face as one recognizes, inventory, special projects, seasonal peaking, sick leave, as well as unexpected increase in business.  As an entrepreneur, I must also cope with the constant rising costs of employee benefits and all the not so wonderful legal ramifications in regards to payroll record keeping that is required by local, state, and federal governments.  My reality is that as a small business owner, I am not able, in many instances, to take advantage of the many alternatives available to meet specific staffing challenges that may include such things as, temporary help services, professional employer organizations, employee leasing, and service contracting.  It is more important and feasible for  me, in respects to employer employee relations and as an independent contractor who is in business for my self,  to hire out labor to clients in order to focus my immediate attention on other needs of the business;  These needs are to address the specialized nature of the scope of work, by meeting the requirements of the business through sub-contracting services rather than hiring and then being held responsible for permanent employees, even though, it is the company’s (the prime contractor) responsibility to provide the staff, pay the staff and ultimately, supervise the staff. 

            In closing, the aspects of the EEO and Affirmative Action process, the Human Resources Planning process, Recruitment and Selection process, Human Resources Development process, the Compensation and Benefits process, the Safety and Health process and the Employee and Labor Relations process, all work together for the good, in performing a primary function as it relates to my specific company, as well as other businesses in general.   It is so apparent that the principles and ideals that protect individuals in the market place and their liberty and freedom are incorporated in the fabric of our organizations and businesses and thus, must be specifically acknowledged and stated, even within our ever-changing body of laws that can be from all sources as they continue to have an affect on all people.  There must always be a clear and consistent message, where employer and employee relations are concerned, that there will and can be no over the top punishments for having struck and having the power to strike in the workplace future; because those will be the catastrophic things that can interfere with much of the work and life experiences as those events relate to the ongoing strides to increase awareness and to improve the human resource development piece.  When one thinks of the processes in relation to the EEO and Affirmative Action process, the Human Resources Planning process, Recruitment and Selection process, Human Resources Development process, the Compensation and Benefits process, the Safety and Health process and the Employee and Labor Relations process, there is no doubt that there exist, a burgeoning array of ethical questions. When we think of the expansion of global markets, diversity, technology and many other factors that cause business to change, there is undoubtedly the question of ethical predicaments that arise more often than not.  It is the processes mentioned in this paper that keeps business honest and forthright, as well as, healthy in respects to work and life experiences, especially as we continue to develop the many facets of Human Resources.

 

 Reference      

Ivancevich, J. M. (2010). Human resource management (11th ed.). New York: The  

   McGraw-Hill Companies, Inc.

Liuzzo, A. & Bonnice, J. (2007) Essentials of Business Law (6th ed.). New York :

McGraw-Hill/Irwin.

Moore, B & Parker, R. (2007) Critical Thinking, (8th ed.). New York: McGraw-Hill

 

Web Site: www.starrtouch.biz


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Reviewed by Stanley Alston 6/21/2011
Hello Kathryn, and thank you for sharing- I pray that things are welll with you and yours.


Stan
aka
Spirit

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