How to Coordinate Human Resources in an Organization

There is a general increase in the level of competition in virtually all aspects of human life. This has in turn necessitated the optimum utilization of all resources that human beings have at their disposal to avoid wastage. Administration of human resource is one of the most relevant courses due to its application in organizations of diverse stature, policies, and processes. Consequently, it is a comprehensive application of what was formerly, personnel management. It is noteworthy that the course has enlightened me on how to coordinate human resources in an organization with the intention of ensuring maximum productivity thus attaining organizational goals. It also focuses on rewarding the workers accordingly for the skills and the effort that they put to achieve the objectives of any organization.

Reflective discussion

The course has been helpful in promoting realization that the workers are the most important asset that any organization can utilize. Without proper understanding of HRM, any organization whether big or petite may not attain its full potential (Condrey & MyiLibrary, 2010). It is evident that the workers organize all the other resources to bring the desired results. For example, Nike has nearly a third of it expenses going to human resources. This has consequently resulted to sturdy augmentation of the company for a long period. This exemplifies that the organization attaches immense value to the HR thus coordinating them sufficiently and appropriately.

The workers should receive a fair reward for the work they do, making this is one of the strongest motivating factors that an organization can offer (Condrey & MyiLibrary, 2010). Workers need to be well trained in relation to the tasks that they undertake in the organization. Consequently, there should be balance between the number of workers, relativity of their skills and recruitment of new workers. As more workers leave the organization for different reasons such as retirement and medical reasons, workers with equal or better performance should replace them. The course has therefore been significant in providing insight on the application of these factors.

In order to ensure a reliable and competent workforce, it is important to practice the principle that advocates for "Equal Employment Opportunities" as it is stipulated in the affirmative action (Krishnamurthi, 2006). The principle requires that recruitment need to be undertaken without discrimination. Every recruitment process should ensure that women are accorded similar opportunities as men. Fairness should persist whilst hiring employees regardless of their race and related background information. I noted that there is a rising trend of competition in Washington after affirmative action was initiated and adopted in 1998 (Condrey & MyiLibrary, 2010). Recruitment processes no longer requires a person to indicate his or her race as evident in previous cases. This has a positive impact as recruitment processes, which considers the level of qualification without biasness on the race to which a person belongs.

For a long time discrimination has been repeated in the process of hiring and promoting workers. The negative impacts of this vice are that some of the workers who are hired may be incompetent thus may not help an organization in achieving its targets (Bernardin, 2003). This may not be evident over the short term but the inappropriateness becomes apparent over time. Other workers are also promoted unfairly and this kills the motivation and competition among the workers. It is noteworthy that the HRM course has explained the importance of adhering to the principle of fairness thus aiding in understanding the negative impacts of enhancing unfair situations in the work place. It is therefore important to hire and promote workers strictly on merit and effectiveness and not for the benefits to the worker or the manager (Bernardin, 2003). It is noteworthy that affirmative action should not be mistaken to mean that managers should hire average workers. It advocates for hiring of workers based on their competence.

The course has been instrumental in highlighting the importance of planning in HRM. This involves creating a balance between the maximum workforce required, the cost of hiring the workforce and maintaining maximum efficiency for the organization (Mathis & Jackson, 2008). The major task is determining the number of workers that needed in the different areas. The essence of planning is to come up with the most efficient workforce. This involves determining the workers who should be retained and those who should be dropped depending on the need for the workers and their capabilities or potential (Mathis & Jackson, 2008). One of the companies that I have observed as having a near perfect efficiency in terms of the number of employees and the amount of work they do is Apple Inc. The HRM department has enhanced such a concept by hiring competent workers and motivating them well with the intention of getting the best results.

If an organization, hires more workers than it needs, it will be operating at a loss because more money will be directed to paying wages, salaries and other benefits accorded to workers (Boyd, 2003). If the same organization hires less number of workers than it needs, they are likely to work beyond their limits thus diminishing the productivity levels. Furthermore, they will lack time to re-energize and improve on their skills (Bernardin, 2003). Human resource planning therefore provides a balance thus determining organizational needs. It also helps in placing the workers in an area, which will exemplify their skills thus increasing the output (Boyd, 2003). Planning also helps in ensuring that as an organization grows, there is a proportional recruitment of new workers relative to the required work input.

Another important aspect HRM that I acquired from the course entails recruitment of new workers. This is one of the most important aspects of good HRM as it entails acquiring new workers for an organization. Processes such as conducting interviews are paramount, since they aid in establishing the potential of the workers. The recruitment process should also ensure that the employers get only what they require (Condrey & MyiLibrary, 2010). Hiring unskilled laborers may cost the organization because the workers may not work towards meeting organizational needs.

It is thus important that the HR managers develop a strategy that will allow them to hire the most competent workers. It is not enough to have workers who only have the academic training if the workers cannot apply their knowledge where it is needed (Bernardin, 2003). For this reason, the HR managers carry the burden of identifying who are the most appropriate workers even before they are hired. The interviews are not enough to determine if the employee is competent enough. However, it is at this stage that the best employees are identifiable and so the interviewers should be equipped with the necessary skills of identifying potential employees. This is upon the guidance of basic requirements of the affirmative action.

Due to the increasing change in the way things are done in the modern world, a need arises to create room for the change and embracing such aspects accordingly. HR development is the best strategy adopted to deal with these changes. These entails training hired workers with the intention of keeping them up to date with the changes and enable them deal emerging challenges (Krishnamurthi, 2006). For instance, Apple Computers has regular training for its workers with the intent of keeping them up to date them with new discoveries in their line of operation. The training also gives the workers knowledge on how to improve on their performance, which translates to higher productivity in their work (Krishnamurthi, 2006).

HR development as it was explained in the course seems as an expansive task for the employer; however, it is very effective and economical in the end. Because the employer wants to achieve the best results, updating the workers ensures that the organization competes effectively with other competitors in its line of operation (Boyd, 2003). It also helps to cut down on the cost of hiring more workers because the workers possess additional skills that enable them handle more responsibilities. The workers are trained on how to relate to with each other so that they can work harmoniously as a system aims at achieving the outlined objectives.

It is noteworthy that employees need to be rewarded commensurately for the work they do thus enhancing growth. It is worth emphasizing that their salaries and wages as well as other compensation resulting from their work should be commensurate to their work (Boyd, 2003). Underpayment diminishes the motivation levels for the workers while overpayment may lead to losses due to increased cost of labor. It is therefore important to establish the appropriate salary for each classification of employees.

HRM processes should also ensure that the working conditions do not pose health challenges to the employee whether physical, psychological, or social (Bernardin, 2003). Where there is the risk of exposure to such risks, the employees should get the appropriate compensation for the risks. The employees should also be aware of the risks before they take up the job with the intention of making their own decisions. This will help in reducing conflicts between the employers and the employees (Boyd, 2003). However, if the level of risk is very high then the HRM managers and the employers should seek substitute means to accomplish their objectives. A good example is my observation that all workers of 'Comanche Peak Steam' electric station in Texas ensures that all workers are insured against significant proportions of risks likely to occur. Consequently, the workers are aware of the risks thus they sign an agreement before commencing their work (Bernardin, 2003). 

The course on HRM has also explained the significance of maintaining first-class relations amid employees and the employer. It is also imperative to maintain a good work relationship among the workers. This helps the workers in understanding the demands made by the employee since it promotes the sharing of knowledge and skills among the workers and with the employer. This it is useful in decision making because it exposes the real situation and not the idealized approach used during the initial planning stage (Condrey & MyiLibrary, 2010). It is noteworthy that the workers possess hands on experience thus; they can convince the employers whenever there is a fault in the work place. The HRM can then make decision based on the information supplied by the workers (Mathis & Jackson, 2008).

A well-trained HR manager should ensure there is harmony among all the above factors in order to achieve the best results. Neglecting some of the factors always results in lower than expected output for the organization. Therefore, the HR manager should ensure that these factors are applied effectively. The factors are equally important in attaining an organization's objectives (Mathis & Jackson, 2008). However, most of the employers consider their targets and objectives whilst ignoring the workers welfare. This leads to conflicts between the workers and the employers, which translate to lower productivity at work. The working setting should be constructive for the workers. Additionally, the workers should also offer maximum output in their different tasks.

Although the preparation as a HR manager equips one with the necessary knowledge required in managing the workers, it is important to attend further training. Due to the numerous changes occurring in many work places, additional training will aid in embracing emerging concepts (Boyd, 2003). The rules protecting workers and employers keep on changing and with further training; the new laws will help in HRM. The laws are usually formulated in a consultative way thus adopting to them will benefit the employer and the employee. It is also important for organizations to observe the set rules since adhering to them helps in promoting the corporate image of the organization.

Incidents that facilitated learning and understanding

Throughout this course, I have always wanted to relate the theoretical and practical aspects as pertains to HRM. Consequently, I have kept a close observation of how workers and their employers relate. I have also observed the distinct characteristic of the most successful organizations and companies. Of much interest to me was an audit firm thus Delloite, which is one of the most successful firms in the industry as pertains to HRM. I analyzed how HRM course is applied in the firm consequently enhancing its success in the industry. The HR managers at the firm have enhanced appropriate relations between the workers and the firm. Additionally, the workers receive standard pay for their work, which is enhanced by working an optimum working environment (Bernardin, 2003). Promotion and demotion of workers is subject to merit thus, increased competition among all the employees. This has been instrumental in understanding the importance of the course with emphasis to my personal development (Bernardin, 2003).

Applications and relevance to my workplace

This course is applicable in my current situation as well as in future. As a worker keen on HR activities, I will analyze the different factors concerning the employees and their subsequent relations with employer thus use the knowledge to determine how employees will be hired (Bernardin, 2003). I will equally convince the employers to relate with the employees thus treat them appropriately with the intention of attaining their maximum potential. It is notable that I will acquire skills on negotiating evenhandedness amid the employees and the employer.

From the training as a HR manager, I hope to ascend to senior managerial positions. This is because the knowledge from this course will be instrumental in negotiating satisfactory terms with the employer (Bernardin, 2003). This will have a positive impact on me because it will motivate me to bring the desired result for the employer. Additionally, this will translate to increased profitability for the organization, which will make my position in the organization formidable. The organization together with the employees is likely to grow especially when the employer applies the fundamental principle of fairness in hiring and promotion and of workers (Krishnamurthi, 2006). However, these are the short-term benefits, which I will draw after sharpening my skills in HR.

The long-term benefits pertain to comprehending how to relate with the employees thus necessitating their optimal contribution. Additionally, the determination of the appropriate number of workers and their characteristics will be instrumental in the completion of tasks thus attaining organizational objectives. Summarily, proper understanding between the employees and I will culminate in a good working relationship which will be motivational for the workers (Krishnamurthi, 2006).   This is a strategy, which organizations that focus on success should pursue regardless of the associated costs.

Potential impact to my career plans and in my personal life at home

The knowledge I gained from the course is also applicable in vital constituents of life other than in the working environment. From the training, I have learnt the importance of hard work especially from the rewards perspectives. The essence of affirmative action is to promote fairness in the hiring process (Mathis & Jackson, 2008). Fairness, is a virtue in the real life thus that promoting relations amongst different people. I will apply the same principle in judging other peoples' actions thus deciding on the appropriate means of relating with them.

The course also entails planning which exemplifies the organization of skills from different workers with the intention of meeting an organization's objectives. It is worth mentioning that planning is an imperative constituent in life thus; I will use the knowledge from this course to set goals. Consequently, I will achieve them by applying the principles such as working tirelessly. It is noteworthy that such a process is vital since it reduces the chances of disappointments whilst promoting personal growth. 

In conclusion, one of the most applicable courses in the modern world is HRM. It is noteworthy that the course has a direct and significant impact on individual development and the world economic progress. The basic principles of the course are applicable in almost all daily activities that most of the human beings undertake. It is therefore an important part of human life and organizational processes since it enriches experiences. The constituents of HRM, which an individual needs to, comprehend incorporate labor relations, compensation, benefits, staffing, and recruitment. The ability of an organization to embrace such factors eventually facilitates progress and addressing organizational objectives.