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Summary HR Essay Exam 1 .docx HIST 465 Assignment 1 Essay Exam HRMN 300 Human Resources Management University of Maryland Global Campus Question 1: A) The three function areas of Human Resources (HR) I am choosing to analyze are recruitment, compensation,
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HR Essay Exam 1 .docx HIST 465 Assignment 1 Essay Exam HRMN 300 Human Resources Management University of Maryland Global Campus Question 1: A) The three function areas of Human Resources (HR) I am choosing to analyze are recruitment, compensation, and training and development. Recruitment i...
hr essay exam 1 docx hist 465 assignment 1 essay exam hrmn 300 human resources management university of maryland global campus question 1 a the three function areas of human resources hr
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HIST 465
Assignment 1 Essay Exam
HRMN 300 Human Resources Management
University of Maryland Global Campus
Question 1:
A) The three function areas of Human Resources (HR) I am choosing to analyze are
recruitment, compensation, and training and development. Recruitment is a critical element to an
organization to maintain a steady workforce, ensure productivity, allow for growth opportunities
and provide equal opportunity to employees. To properly recruit personnel to support
organizational strategies, HR first needs to have and implement a recruitment strategy. An
effective strategy will provide a pool of qualified and diverse potential candidates to be
considered for employment (Lumen, n.d.). Having an effective recruitment strategy will also
save an organization time and resources. Since all companies must adhere to EEO laws, it is
beneficial to post open positions internally and externally. This guarantees the company is
diverse and ensures they are abiding by nondiscriminatory laws (Human, n.d.). Additionally,
effective recruitment and having an active applicant pool allows for a company to pursue growth
opportunities. If a company has slow or extended recruitment this can be not only costly in terms
of actual money, but it can also cause a burnt-out workforce from being stretched too thin, and
hinder the ability to act on opportunities that would drive revenue.
Compensation, in addition to recruitment, is an essential element to an organization's
strategy for many reasons. Compensation entices people to work for the organization and helps
attract top talent. A compensation package should be beneficial and competitive enough to entice
highly talented people. If an organization is not competitive within their industry, they will not
attract the best employees and therefore have lower performance as an organization. (Human,
n.d.). A competitive compensation package is also essential to an organization’s strategy because
, it motivates employees and increases their productivity. If a company pays low wages they may
not be able to hire appropriate employees for the job which would cause low productivity.
Providing an appropriate compensation package ensures employees feel valued which can result
in higher quality, more productive work, but also ensures loyalty to the company. Having loyal,
motivated, and valued employees helps the business increase productivity which in turn
increases profits and growth.
Lastly, training and development is an essential function for HR and business strategies
as it helps gain and retain top talent, improves customer service and satisfaction, improves
productivity and therefore earns more profit for the company. Training and development gives
employees a feeling of satisfaction and a sense of achievement by reaching personal and
company goals. In addition to having a sense of achievement, reaching these goals will improve
employee morale and can reduce turnover. It is also a good idea to invest in the development of
employee skills so they can increase their productivity (Liraz, n.d.). Training and development of
employees helps the workforce learn and adapt to new and changing technology. Ensuring
employees are current with emerging technology helps serve the customer base more efficiently
and effectively. All of these functions help the HR and organizational functions in allowing
higher productivity, creating a strong, loyal, motivated workforce, allowing for growth, and
increasing profits.
B) Thinking about the organization that I work for, I would say HR overall is effective,
although it wasn’t always this way. Under our previous CEO and HR director, recruitment and
training and development were poor. Recruitment was poor due to mainly posting open jobs
externally. There were instances where people were hired or promoted from within but it was
considered rare. Posting and hiring external applicants only, led to a low staff morale and a
lowering retention rates. In time, those two positions became available and our organization
selected new employees. Since having new people in those positions, recruitment has drastically
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