For Prof. Nicholas Only

Human resource management is a vital part of the process of running a business organization and any other entities that have staff. This function entails the maximization of the employee’s ability as per the goals of the employer. Human resource management includes tasks such as employee hiring, recruitment, training, and maybe most importantly, appraisal of the employee’s performance with regards to the duties an employer or the hirer prescribes for the said employees. It is therefore of great importance, that an organization have a robust human resource section as this does directly influence the productivity. Therefore, the profits, an organization may achieve, directly influences the productivity with this being with regard to non-governmental profit making institutions. As with regards to Governmental institutions, as we shall discuss in the next few paragraphs this may lead to an increase in the governmental revenue collected and deposited with the exchequer. Now, with regards to both types of organizations as mentioned above a robust human resource management regime, shall reduce duplication of duties within the work place, thereby reducing confusion in the workplace environment by each employee knowing his or her exact function in the system and its importance allowing them to be more efficient. With regards to the same point, this shall also work to the advantage of the employer by reduction of workplace conflict. In all the above advantages it is important to note that the more efficient the workplace the less employees that are needed to run the organization this then leads to savings with regards to the organizations wage bill and furthermore efficiency leads to an improved customer experience.

The United States department is a department tasked with the minting of United States currency and collects federal taxes through internal revenue service also managing the United States Government debt instruments (treasury.gov).

Human Resource Processes

The US Treasury has a homogenous hiring policy in that this department has the same hiring policy in every of its branches in the various states of the union. This is done to provide an amount of equality and openness in this process. This may also be done as a means of discouraging arbitrage in the hiring process from state to state thus making the process uncompetitive for some citizens. This federal body offers employment in the various relevant fields directly involved as per the mandate of the body. Furthermore, it offers various other positions of a supportive nature to its mandate this is to allow for the best and most efficient staffing of this body in order to reach the objectives such as those discussed in the previous paragraphs. By the evaluation of the various new technologies that are in circulation the human resource departments of this organization continually review the efficiency of the body by the various individual jobs and may recommend hiring of new persons or the training and upgrading of the various staff members that are already within the system ensuring that they remain versatile efficient and adept at new technologies that have become relevant in the various jobs this together with the hiring of new staff contribute to the diversification of skills within the body as a whole (Deborah G, 2013).

The treasury has a hiring policy that is done in accordance and executed with an utmost regards to the laws of the land, which include a policy of non-discrimination on any basis including those of sex/gender, color, religion, national origin, ancestry, ethnicity, age, handicap, military status, and marital status among other personal attributes (civil rights act, 1946). This is meant to curb the infiltration of personal prejudices of the persons charged with the job of hiring the employees to this government body becoming a handicap on rather qualified individuals seeking a chance to work in the body which may have an effect of the outlook of individuals towards the government.

The performance appraisal of employees working within this body is a periodical cyclic means whereby the employee is tested with regard to the parameters of the function he serves within the organization it is a means of the employer to know the personal performance of the individual employee and the relevance of the position of the employee within the organization as certain positions may fall irrelevant with the advent of new technologies or methods of management this appraisals link personal accountability and Organization outcomes.

In government agencies this feature of human resource management is carried out by a body known as the United States Office of Personnel Management, this office helps the various agencies provide internal reviews in accordance with the Human Capital Accountability Assessment Framework. It is a four step process that include a first pass performance review inclusive of general briefings, a second pass review, an exemplary performance plan review and finally a one on one consultation. Which are meant to interrogate every aspect of the work environment with regards to an individual employee (office of personnel management).

Implications of Human Resource Workforce

The factors affecting government agencies with regard to the employment trends and growth are more or less the same as those that affect other non-governmental agencies; this factors may be internal and external the external factors may include the economic situation or outlook of the country at large which may lead to governments spending less on governmental agencies thus leading to a slower uptake of new employees in such government agencies and in the worst case scenario may lead to retrenchment of nonessential staffers. Secondly governmental legislation may lead to the change of status in such bodies leading to the absorption of the said agencies by others and a streamlining of operations leading to less employment, on the flipside the expansion of the agencies mandate may lead to the expansion of its workforce thus resulting in the employment of more workers.

Internal factors may include internal agency policy of the agency with regards to its own situational evaluation i.e. an agency like a police department may hire more manpower to combat increasing crime levels thus the same may be said of the treasury. Implementation of new technologies in the work place may lead to an increase in efficiency leading to fewer employees.

Succession Planning for Human Resource Management

In this case, I’d recommend the addition of a inter-employee relationship manager to the human resource management team whose main task will be to foster a good team dynamic between the various employees of the department in order to increase the efficiency of the workplace by reduction of individual competitiveness in favor of inter teams competitiveness thus increasing the efficiency of the department as a whole this may be achieved by the use of team building exercises and the said manager should be adept at the forming of the bonds between individuals within the teams thus fostering healthy competition within the department increasing departmental output.

Secondly, I would suggest the employment of an in house conflict manager adept at conflict resolution with a concentration in workplace conflict. It is important to note that no matter how perfect workplace conditions are office conflict is one of the inevitable occurrence s that occur where ever a group of humans are. It is therefore in the interest of the agency to invest in a means of amicably settling such issues and fostering a good and continuous working relationship for the sake of efficiency and productivity of the agency among other considerations and this may be achieved by a conflict manager implementing an effective conflict resolution system.

Job Analysis and Design

In the above position and as required by the question the author of this work is acting as a United States Office of Personnel Management Consultant. This job entails the evaluation of the Human resource systems deployed by the various governmental agencies including the evaluation of the Human capital of the agency in the means described in the above sections providing recommendations on the way forward in each of the cases. Having said this and also being an employee of the federal government we also undergo the same assessment. The assessments may include the feedback from the concerned agencies on the conduct of the assessor during the assessment as well as an internal assessment by internal assessors of the department or external consultants as may be hired by the department.

In conclusion, the place of human resource in any agency is of vital importance to the profitability and survivability of any organization as the human capital is of an importance that can’t be understated.

References

Deborah Goldberg, (2013), Office of the Treasurer and Receiver General: Hiring Policy, www.mass.gov/treasury/about/ retrieved 19th Feb. 2015.

Title VII of the Civil Rights Act 1964, M.G.L Chapter 151B.

U.S. Treasury, Act of Congress Establishing the Treasury Department, retrieved 19th Feb. 2015.

U.S. Office of Personnel Management, www.opm.gov/serviceies, retrieved 19th Feb. 2015.