REPLY

A minimum of 150 words each question and References Response (#1 – 6) KEEP RESPONSE WITH ANSWER

Make sure the Responses includes the Following: (a) an understanding of the weekly content as supported by a scholarly resource, (b) the provision of a probing question. (c) stay on topic

1. The process of human resource management is created to create  energetic, hight altitude workforce: develop employees through orientation, training and development, and performance management: and maintain that workforce with career development, work-life balance, compensation and benefits, retention and turnover, and labor-management relations (Schermerhorn. 2014). This aligns human capital and organizational strategies in various ways. The included detail of human resources sets the tone for the company itself, employees, and everything other company or resources that is attached to it. Capital skills involves the employees, what they bring to the company, and their performance. This can be governed or structured by effective organizational strategies. They not only co-exist, but they can work together strengthening the company and overall work environment if utilized correctly. Human resource management employees are aligning the organizational strategies into the performance of the business (Schermerhorn & Uhl-Bien 2014). This means that HR should make sure that they hire equipped employees, but they also much be knowledgeable of the need, goal, and functions of the company. Employees must be trained properly, given clear and thorough instructions and set up to the best job that they can do. HR sets the tone for the productivity, success, development, and more of the company while creating great employee workmanship and growth.

2. The alignment is as follows: Business need drives the need for human capital, and human resource management is the management of people in an organization that help businesses to obtain and retain the needed human capital. The following is an explanation of how it all aligns. All organizations have goals and objectives that must be met in order for the organization not only continue to in business, but to expand, and/or develop new products or provide new services. Growth and development of a company, and the goals and objectives needed to meet these criteria, are communicated from upper management down to human resources. Human resources will have to determine what knowledge and skills employees need to have in order to accomplish the organizational goals and objectives. The knowledge and skills that employees bring to the workplace is known as human capita (Schermerhorn & Uhl-Bien, 2014)l. It is the function of human resource management to attract and retain individuals that possess the knowledge and skills (human capital) needed by the organization to meet its organizational strategies (Schermerhorn & Uhl-Bien, 2014).

3. The Civil Rights Act of 1964, expressly prohibits the discrimination against anyone on the basis of race, color, religion, gender, or national origin (Schermerhorn & Uhl-Bien, 2014, p. 30). With that there are laws of the Federal Legislation are given to the human resource management of a company/business to follow on the national level and there are laws that must be followed on the state level as well. Each state may very within their laws, so it depends on which state the company is located in. These laws consist of criminal background checks, drug testing and labor regulations. Laws in place are; regulations on wages and overtime, family and medical leave, disability and medical privacy and hiring laws on anti-discrimination. Without these types of laws for the the human resource management departments of organizations or businesses, many of us would be taken advantage of. As we can see over the years these laws have been put into place because of the wrongful abuse of organizations and employees working for them to try and make a living. 

4. There are many laws in place to protect employees from job discrimination. It is the job of HR to make sure these laws are being followed and protect the employees. They can do this in many ways. Where I work at orientation we must watch a video and sign at the end concerning discrimination. We then must watch the video yearly and do an update. We have a line that we can call to report any issues called the whistle blower line. This information is kept confidential if you tell them that. They help with a variety of issues and the supervisors can not retaliate or they will lose their job. They have a legal team on staff that managers can go to for questions concerning any laws if they are unsure what to do. Job discrimination is the enemy of human resource management if they value people (Schermerhorn, 2014).  The civil Rights Act of 1964 and amended by EEO Act of 1972 and the Civil Rights Act of 1991 gives everyone the same right to a job (Schermerhorn, 2014). It does not matter what race, sex, color, national origin, or religion. I took a management class and they take this very seriously. My place of employment will not put up with this in any way. They have a class about bias for management also. They said we all of bias and we need to be aware of it and not make or decisions based on our own bias. Title VII says that companies must show affirmative action for protected groups. The 1963 Equal Pay Act requires equal pay for everyone based on skill, responsibility, and working condition (Schermerhorn, 2014). The Age Discrimination Act of 1967 and amended in 1978 and 1986 protects against age restrictions (Schermerhorn, 2014). The 1978 Pregnancy Discrimination Act protect pregnant female employees. The American with Disabilities Act of 1990 amended in 2008 protects people with disabilities (Schermerhorn, 2014). The Family Medical Leave Act of 1993 protects an employee’s job if a family member is ill (Schermerhorn, 2014).

5. Those with strong faiths and worldviews will find that they are heavily influenced by their faiths and worldviews in thought and behavior toward managing others.  For Christians like myself, our faith resides in the word of God and the principles that are shared in the bible.  For me it is important to embrace the applications of these principles in my own life and practice humility and servant leadership in a managerial role.  I also believe that faith accepts that self-discipline, discernment, and ethical behavior are all components of effective management.  One must control one's own behavior, exercising the control necessary to make decisions that are not self-serving but rather that support the well being of those that you serve.  Other traits that are commanded by Christian faith are trust, integrity, morality, and respect.  These traits influence our choices and lead us to choose ethical behaviors, to invite transparency, to lead by example, and to extend respect to those we work with.  I believe the most influential aspect of faith in management is how people are valued that work for and with you.  Much of the business world is consumed by insatiable greed, working for individual gain with little thought given to the outcome for others affected by decisions.  While these businesses are often managed by highly skilled individuals, the lack of principles that place value on others will eventually lead to failure of the organization.  The absence of faith doesn't suggest the absence of these traits or values, but I believe it can be said that someone of strong faith will be influenced to be better in these areas as they conduct the work of managing others.

6. An individual's faith or worldview can have a tremendous impact on management practices. At its core, management practices can lead a team of employees in a way that allows for a company or organization to not only become sustainable and thriving, but it is done so in an ethical way. Thus, based upon a person's worldview, their inner thoughts and beliefs will ultimately influence how they manage a team of employees. In a specific case of a Christian worldview, which provides the foundation for ethical thinking, a manager will be guided by their beliefs of ethical thinking, that will ultimately transition over to how their management practices are influenced (Dockery, n.d.). Further, a manager that has a Christian worldview will look upon means of support, love, and involvement within the team they lead, as the Christian worldview demonstrates these traits. Though the Christian worldview is of focus in this example, other worldviews promote respect, love, and unity, which can also have a tremendous impact on management practices. If a person retains these qualities as their own beliefs, they will ultimately promote harmony, respect, and love from a managerial perspective. Finally, it is through a person's faith and or worldview that will influence what type of personal management practices are implemented.