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Essay / Research Paper Abstract
An 8 page paper that discusses each of the many functions of human resource management, such as planning, recruitment, selection; development; compensations and benefits; safety; labor relations; and EEO. The question is whether or not any one is more important than the others. The paper also discusses trends and the multigenerational workforce. Bibliography lists 8 sources.
Page Count:
8 pages (~225 words per page)
File: ME12_PG699037.doc
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Unformatted sample text from the term paper:
poorly performed the other functions will be negatively affected. As an example, EEO is directly related to human resource planning, recruitment, and selection and employee and labor relations. Compensation and
benefits is also related to human resource planning, recruitment, and selection and labor relations. Labor relations is directly related to each of the functions identified. Interaction and Interdependence of
Functions of Human Resource Management We can better understand the interdependence of the functions of human resource management if we quickly review what they are. EEO stands for Equal Employment
Opportunity. It emerged from Title VII of the Civil Rights Act of 1964 and prohibits employers from discriminating because of race, nationality, disability, pregnancy, gender, or age. The law also
prohibits harassment of members of any of these groups (US Equal Employment Opportunity Commission, 2009). The Americans with Disability Act Amendments Act of 2008 expanded the definition of disability but
there are still many areas of uncertainty, such as obesity. Is it a disability? So far, courts have said no, it is not (Youssef, 2012). Complaints are handled and decided
by the EEOC (US Equal Employment Opportunity Commission, 2009). Organizations must adhere to EEO laws and regulations. Affirmative Action refers to positive steps an organization takes to increase the representation
of certain groups among its employees. The proliferation of social media has opened up another legal area that HR must be careful of. Managers may regularly check information posted
by their employees on social media sites and they have used it for hiring or discipline. If the manager has used this information in a discriminatory way, a complaint can
be filed with the EEOC (Youssef, 2012). Human resource managers need to hire the right people for the right jobs. This requires a job analysis of each job to learn
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