Donnie Marie B.

Plaza

What Have You Learned And Experienced From The Subject Human Resource
Management?
The Human Resource Management subject has been a familiar subject since college.
Most of the topics in this subject have been discussed and talked about; however, this
time, it’s like seeing these topics in a new light especially that the students are now in a
working environment. Topics such as recruitment, human resource information system
and technologies, employee benefits, grievances, human resource planning and career
management and development provided an improved and updated knowledge that are
significant in today’s happenings.
Based on the report given, there is a need to have an appropriate recruitment and
selection process because the contributions of each employee play a pivotal role in the
sustenance and growth of a business. Hence, it is extremely important to select the right
person for the job. The impact to your business when you hire the wrong candidate is
often much more than not hiring a person at all (“Why Do We Need An Appropriate
Recruitment,” 2013). Indeed, it is essential to prioritize the recruitment and selection
process because these employees will be the one to run and operate the organization.
Part of the learnings of this subject is the different applications of information technology
in HR. In many ways, information technology has been applied to HR especially in
terms of E-recruitment, E-selection, Salary Administration, use of E-mail and
Teleworking. With the global crisis being experienced today, the information technology
becomes much more relevant. According to TechTarget Contributor (n.d.),
telecommuting is the ability for an employee to complete work assignments from outside
the traditional workplace by using telecommunications tools such as email, phone, chat
and video apps. It was also stated that with this application, it can provide a variety of
benefits for both individual employees and the company they work for. Some of these
benefits include: Having more flexible work schedule, employees not having to deal with
common workplace distractions, higher productivity, better work life balance for
employees, and the organization can save money considering real estate and other
overhead expenses. With this newfound discovery, especially during the pandemic,
most of the organizations were able to cope without disrupting their operations.
The different types of employee benefits were also discussed during the reporting.
Aside from this, there are a variety of factors that determine what employee benefits an
organization offers. An organization should view benefit packages as part of the total
compensation of an employee. Benefits include health insurance, pensions, and
employee services such as a wellness center. Some benefits such as worker’s
compensation are mandatory while others such as bonuses are optional. A business
must have an understanding of its budget, the legal system and its competitors in order
to make wise decisions about benefits (Hawthorne, 2017). The Indeed Editorial Team
(2021) stated that employee benefits increase the value of working for a certain
company and can improve the team members’ health and quality of life. When applying
for jobs, candidates may look at the benefits each organization offers and take those
into consideration along with salary when deciding where they want to work.
Aside from employee benefits, the reporters were also able to define employee
grievances. An employee grievance is a concern, problem or complaint that an
employee has about their work, the workplace, or someone they work with—this
includes management. Something has made them feel dissatisfied, and they believe it
is unfair and/or unjust on them (Employee Grievances: What You Need To Know, n.d.).
Employee grievances can be quite common in the workplace; thus, it is important to
learn how to handle complaints and grievances by taking all complaints seriously and
investigate the situation thoroughly.
All of the topics above are considered part of the Human Resource Planning. As defined
by Bulla and Scott (1994), human resource planning is the process of ensuring that the
human resource requirements of an organization are identified and plans are made for
satisfying those requirements. As stated by Goddard (2020), human resource planning
enables businesses to meet their current and future demands for talent, allowing human
resource managers to anticipate and develop the skills most valuable to an
organization. Proper planning also provides a path for future development by
establishing a reservoir of talent capable of filling leadership roles. And in the long term,
human resource planning helps align human capital management more closely with
business strategy.
Lastly, the discussion on career management and development was really an eye-
opener to the listeners because it served as a reminder to re think the future. In the
uncertain world in which we now work, individuals are looking for a sense of direction in
their career and an understanding of what a successful career is to them. Career
development programs must help employees build a sustainable, future-proof and
adaptable approach to the management of their careers (Trevor-Roberts, n.d.).
In conclusion, gaining updated and improved knowledge on these topics can really be
helpful regardless if one is an HR manager, an employee or even an employer. All of
these things are applicable and relatable if one is connected to an organization. The
Human Resource Management subject is a guiding tool on how to handle different
situations at work. If one is an employee, it would educate him/her with his/her rights at
work, if one is an employer or an HR manager, it would equip him/her with skills in
recruiting and selecting the right employee and motivating that employee to stay in the
organization.