Human Resource Management does not operate in a vacuum. Discuss.

Name of the Author

Master Level

Human Resource Management

December 26 , 2007

Human Resource Management Does Not Operate in a Vaccum

The proper management of the human resources of an organization is one of the most important activities that must be undertaken by the organization in to successfully function in a competitive market It is necessary to carry out comprehensive processes aimed at obtaining the deepest possible knowledge of the employees , their professional potential , ambitions and development capabilities . This knowledge becomes a basis for activities enabling the people employed

at the organization to achieve their individual objectives and goals . Their resultant satisfaction of the job they perform will be reflected in their increased motivation and more complete loyalty to the organization , thus contributing to a better achieving of its strategic goals (Ferris , 2000 . From the point of view of both economics and increased employees satisfaction , a proper allocation of staff is essential . It can be broadly stated that each individual in an organization should be placed on a post that would assure to make full use of his or her professional potential . In to achieve such a goal it is necessary to carry out an in-depth analysis of both the human resources and the organizational structure , and the organization of work and particular work posts (Mathis Jackson , 2004

The HRD process starts with staffing and proceeds with planning organizing and controlling . Staffing involves filling , and keeping filled , positions in the organization structure . It is the job of managers . Planning , organizing and controlling have mechanistic management features whereas staffing and leading are concerned primarily with human resources management . The uncertainties in the selection and leading of people can lead to frustration of managers . Ever-growing value of human assets in the organization and management reflects importance of staffing . Researchers indicate that the competency levels of HR managers in high performing firms are significantly higher than those of HR managers in low performing firms (Stoyanova , 2005

There are many factors impacting HRM both internally and externally Some of the internal factors include equal opportunity at workplace resistance to change , compensation management , employee motivation levels , interpersonal relationship and communication and impact of leadership . The external factors include trade unions , labor issues violence at work place and sexual harassments

This aims to discuss in detail three of the above factors - work place inequality , interpersonal relationship and impact of leadership In any organization , there are problems of inequality such as gender inequality , or wage inequality or racial inequality and so on . These inequalities finally lead to organizational conflicts of various kinds This may be attributed to certain social problems and quality of life We need to find out the proper tools and proper information to study the problems and solve those (Lauer Lauer , 2006

Insight on Hostile and Benevolent Sexism

Psychologists distinguish between hostile ' and benevolent ' sexism (Glick Fiske , 2001 Glick , Fiske , Mladinic , et al , 2000 . The technical definition of hostile sexism is a set of beliefs about women - especially feminists : they see...