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Human Resource Management
Liberty University
BMAL 501
Human Resource Management
Running head: DB4- HUMAN RESOURCE MANAGEMENT 2
A key component of any company that wants to be successful regardless of their size or how
extensive their resources might be, is a sound Human Resources Section their importance is what
finds and manages the capabilities and performance of their employees. It is this key element of
a company that I want to concentrate the three main concepts are the importance of human
resource management, legal issues, and strategic human resource planning.
These three components of Human Resources fail or become neglected failure would be very
probable in that company’s future.
The Importance of Human Resource Management
The importance of the human resource section/ department should never have less consideration
than any other section in a company. Satterlee defines Human Resource Management (HRM) as,
“the overarching administration of a Human Resources department” (Satterlee, 2013, p. 194).
The tremendous responsibility of an HR department is in the oversight of many different areas to
include what methods will be the most effective for recruiting new employees, overseeing the
hiring process, personnel policies, and employee records. HRM has a key role with investing in
employee development and how it can be applied to the operations of any company (Nica, 2013,
p. 167). Employees are motivated to perform well by the quality of work environment which is
an area that most do not realize is part of HRM to ensure that employees have that solidarity and
quality within their work environment so that morale stays high.
Legal Issues
It is every employee’s responsibility to ensure that both the company and other employees are
acting within federal regulations and in all companies a key topic of discussion is Equal
Employment Opportunity (EEO). EEO policies are in place to ensure that all employers and
employees do not violate a person’s individual rights to equal employment and or treatment after
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employment. It is the Equal Employment Opportunity Commission
(EEOC) “provides oversight and coordination of all federal equal employment
opportunity regulations, practices, and policies” (Satterlee, 2013, p. 204). An important detail
that should not be overlooked is the requirement of notices to be posted throughout the company
as advisement and reminders of these important policies. A key Biblical aspect to keep in mind
about EEO policies and the legal aspects of HR is in Luke 16:8 which says, “The master
commended the dishonest manager because he had acted shrewdly. For the people of this world
are more shrewd in dealing with their own kind than are the people of the light” (NIV) “It may
seem like a minor detail, but ensuring you have the appropriate posters and notices required by
state and federal law visible in your workplace can prevent penalties and audits (Dunlap, 2010, p.
14).
Strategic Human Resource Planning Process
The strategic planning process within a company is an extremely important detail that provides a
great deal of guidance and responsibility to a company’s success or failure. According to
Satterlee, “strategic human resource planning is the process of establishing programs or
procedures to implement HR strategies" (2013, p. 204). For any company’s HR Strategies to be
an effective tool any of those plans that are implemented for human resources have to be
organized and in line with the company’s strategic plan. There are five important aspects of
implementing the strategies and they are strategic alignment, leadership and knowledge
management, results-oriented performance culture, talent management, and accountability.
During the strategic planning process, “a company needs to create a plan that will reflect what
their employees desires are and need to ensure that they will think and act the way the company
envisions their mission, vision, values, and guiding principles” (Bird & Smith, 2016, p. 10). The
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final element of any plan coming to implementation is that all parties involved being employees,
mangers, and leaders need to ensure that each element of the strategy is ready and prepared to
utilize their resources to bring a successful outcome to the company.
Conclusion
With all three of these important factors of Human Resources Management, human resource
management, legal issues, and strategic human resource planning it is these items that can bring
a company forward to success if they are managed and respected as a key element if they are not
then the company is almost guaranteed to fail. It is the ultimate responsibility of the senior
company leadership and the HR Manager to ensure that success of the HRM process and strategy
is what occurs.
References
Bird, S., & Smith, E., (2016). Strategic Planning Is HARD. Texas Library Journal. Vol. 92(1),
pp. 10-11. Retrieved from https://search-proquest-
com.ezproxy.liberty.edu/docview/1788990537/fulltextPDF/B26FDA1C627B4593PQ/1?
accountid=12085
Dunlap, M., Girvin, D. M., (2010). HR Best Practices. Journal of Financial Planning, pp. 14-15.
Retrieved from https://search-proquest-com.ezproxy.liberty.edu/docview/217556500?
accountid=12085
Nica, E., (2013). The Importance of Human Resources Management to the Health Care System.
Economics, Management and Financial Markets. Vol 8(4), pp. 166-171. Retrieved
from https://search-proquest-
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com.ezproxy.liberty.edu/docview/1502695428/fulltextPDF/FBB2FE8FB911472BPQ/1?
accountid=12085
Satterlee, A. (2013). Organizational Management & Leadership: A Christian Perspective
(2nd ed.). Raleigh, NC: Synergistics International.
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