Human resources is crucial in an organization as is responsible for numerous functions that

affect the organization greatly. One of the functions of the human resources department is recruitment.
This function is solely to main staffing levels of an organization. Recruitment makes sure that the people
that are hired are the right people for the right job in the organization. In addition, it can help distribute
the employees to different areas of the organization to increase the performance of the organization.
Another function relates with the relations between employees. In short, the human resources
department is more of a bridge between the organization and the employees. Any sort of updates from
the organization will be passed to the human resources which will then be brought to the employees.
This process also works vice versa. The third function is employment law compliance which basically has
the human resources department make sure that the organization are complying with proper and fair
work practices. The second to the last function is of regards to the employee’s health and safety. The
human resources department have the responsibility of creating a healthy and safe workplace which
include safety training and ways to promote a safe place to work in. The last function is proper training
and development of the staff. As they are responsible for hiring employees, they also have to train them
in such a way that they improve in their workplace. This gives the human resources department the
ability to promote employees, conduct workshops and etc.

Personnel Policies exist as a guide and structure for the expected outcomes from the
employees. This would mean that the decision-making processes must be based on the personnel
policies. These policies would also help control the decisions of the managers so that their actions would
be able to be as close to the organization’s vision and mission as possible. These policies must be strictly
followed to address the current needs of the organization and to resolve any problems the organization
would face. In line with the personnel policies, a personnel program must be integrated to carry out the
personnel policies. The personnel program is a series of activities that is meant to meet the objectives of
the organization. These can be listed as employment, safety, employee relations, employee research
and standards, and employee services. The employment section is detailed on how a person would
enter the company. This entails that a personnel’s employment rights must also be included, such as
work schedules, break times, benefits, etc. This also must have the protocols in hiring, screening, and
training new employees. After the employees have been officially welcomed into the organization, their
safety must be taken into precaution. This would mean that the personnel must be protected from
physical, psychological, emotional, and other forms of damages he or she may encounter while working
in the organization. Not only would these protocols protect a personnel’s safety, but this would also
lessen the risks and potential harms which could come. Once an employee has been given his or her role
in the organization, the employee relations must then be considered. This is to uphold a professional
relationship between employees. A good relationship between employees with other employees and
managers implies a good work ethic and may yield positive results for the company. This also to
minimize discrimination and insubordination. Additionally, employee relations must be taken seriously
to protect each employee’s safety, due to the possible predatory or threatening interactions which may
come during employment. Finally, for Employee Research and Standards and for Employee Services,
these must be used as a protocol for the expectations and methodology of the employee’s work. This
entails that the employee must act according to the personnel policies being observed by the
organization. These can be present in how managers would assess their employees and determine if
their ability to work surpasses their initial requirements or if they fall below it. Performance assessment
policies may be done to determine each employee’s standing in the company.
 The organizational factors consist of leadership and employees which are the internal factors
and external factors such as the customers and economy. The leadership mostly contains the people
within an organization that are responsible for decisions that make a huge impact on the organization
such as making financial decisions, creating budgets, marketing and etc. They essentially lead the
organization with their goals for success. On the other hand, the employees are the ones who are
managed by the leaders and they focus on the tasks given by their employers. For the employees, they
require proper training and support in order to work properly in the organization. Also, depending on
their work habits, they can be awarded or promoted. External factors are the results of how the internal
factors work together. For example, the customers can receive perfect service depending if the
employees treat their customers properly and service them well. In return, customer satisfaction is
achieved which will lead to higher profit and recommendations from the customers. The economy is one
that organizations have zero control over. Trends change constantly and the organizations have to take
action in adjusting to the change to make a profit from the current trends going on.

The leadership models that are known are exploitative and authoritative, benevolent and
authoritative, consultative, and participative. For the principles of leadership, there are employee
oriented, product oriented, structures style, and consideration style. Exploitative and authoritative and
product oriented both connect with each other in a way that is mostly for the production of products.
The model states that works are considered as tools and their main purpose is to produce products.
Benevolent and authoritative and structure style relates to each other as the manager is seen as bossing
the employees around rather than focusing on what they have to say. Consultative and consideration
style are perfect together as they have their managers consider what the employees have to say. This
allows both the manager and employee to express concerns for each other and it can lead to positive
developments in the workplace. The last is participative and employee oriented. This is one where the
managers and employees have strong bonds with each other. This gives the organization an approach
which allows everyone to work together and create a stronger bond. However, the production work is
not as important as their organization relations

Sources:

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