DQ1-2

DQ 1-2 Responses

1.

The elements that I can identify that provide human resources management perspective that focus on the employees are the hiring and onboarding process, reviews, promotions, leadership development plans,  corrective action plans, terminations, compensation, training and development and employee retention.  Human Resources can also handle payroll and benefits which are very important to the employee.  The elements that provide a more strategic human resources management focus on the whole organization are they plan and organize employee talents to make the company successful.  They help link management and employees together. They need to know the job market and find the best qualified people to work for the organization. Having a successful succession plan that works with filling the future needs of the company.  Retaining top talent and keeping them satisfied. Human Resources handles compliance and mediates employee issues too. My company accepts the HR department as a strategic partner by having a designated human resources representative per state or regional team.  These representatives support the hiring, onboarding, reviews, corrective action plans and terminations of employees.  They help give managers advice on write ups and terminations. We need these representatives in order to be able to function as a company making them a strategic partner. They provide helpful insight and guidance along the way. Bagga T. & Srivastava S, (2014) "SHRM: alignment of HR function with business strategy", Strategic HR Review, Vol. 13 Issue: 4/5, https://doi.org/10.1108/SHR-03-2014-0023

 

2. Human resource management plays a large role in my organization.  The City employs approximately 1,500 people in a variety of roles including administrative staff, inspectors, engineers, police and fire, recreation, and maintenance crews.  Hiring, recruiting, on boarding, benefits, and disciplinary actions keep the human resource department working around the clock.

 

Elements that provide a human resource management perspective that focuses on the employees within the organization include interviews, recruitment, onboarding, engagement, professional development, disciplinary actions, and distribution of benefits.  Elements that provide a more strategic human resource management focus on the whole of the organization include reorganizations, data collection, corporate responsibility, risk management, workforce management, and legal issues (Dressler, 2017).

 

My company accepts the HR department as a strategic partner without question.  Our HR department processes all job postings and takes their responsibilities very seriously.  They are responsive and helpful.  I am lucky enough to get their help practicing mock interviews for an upcoming internal job interview.  We have recently struggled to fill several high profile positions and have gone over year without directors and department managers when they are unable to find the perfect match for a position.  This can be a little frustrating, but they are of the belief that its better not to hire than to make a hiring mistake.

 

Reference:

Human Resource Management, Fifteenth Edition, by Gary Dessler. Published by Pearson. Copyright © 2017 by Pearson Education, Inc.

3.

I work for Yard House, a restaurant under the Darden Restaurant Corporation. We currently have 72 locations throughout the United States, however, our HR department is located at Darden headquarters in Orlando, Florida. As a restaurant manager at one of our California locations, I implement human resource practices and management daily. While not a direct HR specialist, there are many issues that arise with personnel that managers can handle without having to directly contact HR. As a manager, I am responsible for acquiring talent. I conduct interviews, submit background checks, train, and develop talent within the organization. Furthermore, I conduct regular performance reviews, and performance and development reviews for team members who need to be written up for issues such as being late, improper uniforms, attitude, etc. If a team member has repeated violations (5 of the same in 6 months), I would then contact HR and the employee would be terminated. The organization I work for is growing at a rapid pace, we are opening new locations monthly and there is a need to hire additional human resources throughout the country, so strategic planning is needed to workout the logistics regarding new hires. We have also developed a strategic company wide training program that promotes core values, procedures and consistency within each location and team-member. Since we have implemented a growth strategy, we will expect growing sales, increased demand, and an expansion in operations for the organization overall. Denisi and Griffin (2018) believe that during a growth phase, “The organization may have to increase its recruiting efforts to attract more job applicants and even provide additional support to apprentice or training programs” (p. 115).

Denisi, A. S., & Griffin, R. W. (2018). HR: human resources. Boston, MA: Cengage Learning.