Human Resource Management Essay

Pages: 8 (2438 words)  ·  Bibliography Sources: 4  ·  File: .docx  ·  Level: College Senior  ·  Topic: Business - Management


These packages result in satisfaction, motivation and preservation of the employees in the organization (Youssef, 2012). Compensation is a mode of rewarding the employees for the work done. However, rewarding is only to employees whose efforts and talents aid them (employees) in achieving goals, objectives and performance expectations of their jobs. In addition, the employees contribute towards the attainment of organizational goals, objectives and competitive advantage. The recent developments in Human Resource Management link compensation to performance. Therefore, many Human Resource managers are developing performance-bases pay structures. This new introduction improves employees' performance as they work towards increasing their compensation package.

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Rewards in the organization comprise; monetary rewards, non-monetary rewards and intrinsic rewards. Firstly, monetary awards include pay, bonuses and profit sharing. Pay includes salary, wages, and the variable pay. A salary is compensation for work done over a certain period. On the other hand, wages is compensation for work done depending on the number of hours worked. Variable pay varies with set measurable aspects of employee performance, for example, sales commission. This is a way of tying compensation to performance. Secondly, there are non-monetary awards. The organization offers these fringe benefits to its employees as a way of motivating, increasing their morale and retaining competent employees. They include pension schemes, life insurance, health insurance, company car, holidays and employee assistance programs. Finally, the organization offers intrinsic awards, which comprise of empowerment and personal growth. This aids the employees to attain self-actualization, in life. Therefore, competitive compensation and benefits package motivate employees to improve in their performance and thus the organization meets its set goals and objectives resulting in competitive advantage, into the market (Youssef, 2012).

Safety and Health

TOPIC: Essay on Human Resource Management Is a Assignment

An increasing number of industry-related accidents, occupational illnesses and fatalities affect negatively on the organizational performance. This extends to affect the economy of the country. Therefore, it is crucial for the organization through the Personnel manager to ensure safe and healthy work procedures in the organizations. These ensure that all employees perform their roles effectively, and thus the organization meets its goals, objectives and competitive advantage in the market. In addition, the Human Resource manager should develop and implement Health and Safety policies in the organization.

In addition, the manager should develop programs that reduce job-related accidents. These programs include; Firstly, the Personnel manager should match the employee's personality with the job requirements as in the job description. Secondly, the manager should conduct on-the-job training that creates safety awareness in the organization. Thirdly, the Personnel manager should introduce rewards that link to safe behavior in the organization. Finally, the manager should distribute guidelines and materials that inform employees on health and safety policies. Recently, organizations are adopting job hazard analysis, which aid the management to identify hazards and risks in the work environment. This analysis ensures safe and healthy jobs for the employees. As a result, there is a reduction in the job-related accidents, fatalities and occupational illnesses. Safe and healthy, working conditions motivate employees to stay in the organization. In addition, the employees' performance improves since there is a reduction in time wastage on taking leave to seek for medical care. As a result, the employees are effective in performing their jobs, which result in organizational effectiveness (Sims, 2007).

Employee and Labor Relations

For employees to be productive, they need to have good relations with fellow employees and management. Good employee and labor relations ensure favorable working environments, where employees share ideas and resources. In addition, the employees work in teams leading to both personal and group performance. As a result, the organization meets its goals and objectives and gains a competitive edge in the market.

The Human Resource manager ensures good employee and labor relations in the organization, by adopting Equal Employment Opportunity and Affirmative Action (EEOAA), while carrying out all personnel functions (Kreitner, 2009). The Personnel manager avoids discrimination in training, compensation, promotion and termination of employees. Secondly, the manager offers non-discriminatory Human Resource development among all the staff in the organization. This fosters good relations between the employees and management. Thirdly, developments of compensation and benefits policies, which are fair among all employees, foster good employment relations. Note that, it is essential for the Personnel manager to involve the employees in the development of pay and reward policies (Kreitner, 2009). In addition, the manager should adopt performance-based compensation to foster good industrial relations in the organization. Lastly, the Human Resource manager should develop safe and healthy working conditions for the employees. This shows the responsibility of management for the well-being of the employees, resulting in good employment relations. Therefore, good employee and industrial relations create an environment for success in an organization.

In conclusion, organizational effectiveness and efficiency depend on the employees' effectiveness. However, the employees become effective through the efforts of the organization, which aim at improving the employees' contribution to the attainment of organizational, goals, objectives and competitive advantage. Human Resource Management increases employee effectiveness by adopting EEOAA, Human Resource development, competitive compensation and benefits packages, creating safe and healthy working conditions and fostering good employee and labor relations. These attract, motivate and retain competent, committed and consistent employees who possess required knowledge, skills and abilities (Youssef, 2012). As a result, the overall organizational performance improves, which enables the organization to gain a competitive edge in the industry. Therefore, the primary function of Human Resource Management is to increase employee effectiveness and thus contribute towards organizational competitive advantage in the market.


Edwards, P. (2003). Industrial Relations: Theory and Practice. Oxford: Blackwell Pub.

Kreitner, R. (2009). Management. Boston: Houghton Mifflin Co.

Sims, R.R. (2007). Human resource management: Contemporary issues, challenges and… [END OF PREVIEW] . . . READ MORE

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How to Cite "Human Resource Management" Essay in a Bibliography:

APA Style

Human Resource Management.  (2013, April 4).  Retrieved October 21, 2021, from

MLA Format

"Human Resource Management."  4 April 2013.  Web.  21 October 2021. <>.

Chicago Style

"Human Resource Management."  April 4, 2013.  Accessed October 21, 2021.