Trends in the Workplace

HRM 500 Week 3 Assignment 1: Trends in the Workplace

HRM 500

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Introduction

The modern work environment and business world is one of constant change. To adapt to this change it is crucial that workplace trends change as well to match the work environment. A human resource manager has to facilitate this change seamlessly to ensure a cohesive and effective workplace. If a human resource manager is unable to understand and adapt to the change changing trends in the workplace it can leave the company as a whole at a competitive disadvantage. The importance of changing trends in the workplace must be realized for a human resource manager to be successful.

Key Functional Areas of HRM

Human resource management is a core function of any successful business model. Within HRM there are many different facets which all tie back to five key functional areas. These functional areas are as follows:

Federal Equal Opportunity Laws

  1. Staffing: A major component of human resource management is the staffing of the company or business which they support. Staffing is crucial to a business as it is required to recruit and maintain the employee levels. In order to effectively perform this task the human resource manager needs to know the demands of the company well in order to select the right type of employees which will be the best fit for the job description. Additionally there are follow up responsibilities after the initial recruiting and hiring that goes into staffing. Once recruited employees need to be trained and on boarded to meet the job requirements but also a line with the company culture. This includes providing customized trainings for the different work sectors according to the job requirements and the employee’s capabilities and their skills. As a part of the hiring process the HR manager needs to consider and take into careful consideration equal opportunities to all candidates. By ensuring equal opportunity in the hiring process the HR manager provides the company with a staff that mirrors the surrounding community and supplies the best quality employees for the job.
  2. Development of Staff: As mentioned in the intro to this report, change in the modern work environment is constant, which means that developing the skills and knowledge of the employees must also be a constant endeavor. As an employeegains tenure with a company they should also gain additional value to company as they are more cross trained with other departments. Developing employees consists of additional training sessions, workshops, job immersions and other activities related to their individual responsibilities and development. By ensuring a structured development plan an HR manager ensures the long term value of an employee as well as avoiding complacency in the work force.
  3. Total Rewards: Providing appropriate compensation for the work performed by employees is also a functional area of HRM. This is not simply how much does a company pay their employees but rather the scope and variety of compensation which includes bonuses, healthcare, promotions and other benefits. These total reward packages are designed to maximize employee satisfaction from their compensation. Having an effective variety of compensation is a responsibility of the human resource department and manager.
  4. Employee Relations: Managing employee relations is also a functional area of HRM which centers around creating a positive relationship between employees and administration as well as the unity between coworkers. Having a happy unified work force can be a competitive advantage for a company in any given market. Alternatively having a splintered work force can erode the moral of a work force causing it to underperform. HR serves as a link between employees and the high level administration of a company. Having good soft skills and a working knowledge of the employees within a company are absolute musts for a HR manager. Truly effective employee relations create an open and relaxed environment for the employees which encourages friendly competition as well as an environment where employees feel free to take appropriate risks while knowing the boundaries and understanding that their fellow employees will support them in success or failure.
  5. Employee Safety: One aspect of HRM that is of paramount importance is the safety of the employees in the work place. Employees want and need a friendly safe work environment for them to be successful in their responsibilities. If a company is unable or unwilling to provide a safe and happy work environment they fail to maximize the effectiveness of their employees. Safety is not only related to physical safety but also a work place free of harassment or morally bankrupt practices. By considering employee safety and ethical concerns HR management can demonstrate who the company values their employees which will pay dividends in good will as well as productivity.

Equality in the work environment is no longer a goal but an absolute imperative. In order to develop a healthy productive work place, it is necessary to treat all employees equally and provide all employees the same opportunity for advancement and development. The federal government has consistently reinforced and added to laws that govern the corporate culture to ensure equality in the workplace. Title VII of the Civil Rights Act of 1964 is based upon the principle of equality. Some laws governing equality in the workplace are described as follows:

Theses legal boundaries have created a safe environment for people of all walks of life to be both relaxed and productive in the workplace. In my own workplace we have a diverse group of employees who feel safe and respected. This diversity spans from both the front line employees to the leadership and upper management. There are people of all races and genders in positions of power which gives a positive tone to the front line employees.

  1. It is unlawful to discriminate an employee in regards to hiring, wages, promotions bonuses, transfers, job training, or performance evaluation based on the employee’s race or color of skin. This can consist of an employee be subjected to racial jokes, ethnic slurs or offensive comments related to their skin color or race. Individuals may be punished for violating this law as well as the entire company where the discrimination has occurred. Punishment may include fines or loss of employment.
  2. Additionally it is unlawful for an employee to be discriminated against in any facet within the company in regards to their gender. Men and women in the work place should be treated equally and afforded the same opportunities for career progression. This also includes restrictions on harassment in the workplace based on ones gender.
  3. Discrimination based on religion is also prohibited in the work environment according to Title VII of the Civil Right Act of 1964. It is prohibited for a company to discriminate against an employee for their religious affiliation and the company must accommodate to a reasonable level needs of an employee based on their religion.
  4. Significant Trends (3)

    There are many new and significant trends in the modern workplace which is in a state of almost constant change. One such trend is the aging workforce in most companies. An aging workforce presents both positive and negative trends for an HR manager to take into consideration. Due to their age and time with the company older employees tend to have a better big picture view of the job and its requirements. For those older employees who have worked for a given company for many years they typically have a strong sense of loyalty to the company which helps when onboarding new employees. However as these employees get older they tend to lose flexibility as well as stamina that may be required to perform their jobs well. All of these factors must be taken into consideration by the HR manager.

    Another important trend in the modern workplace is the presence of different classes of lives and different backgrounds for all employees. Employees from different classes have differing points of view and different ways of working. This can create difficulties when creating effective training programs as well as performance evaluations. The HR manager needs to consider employees backgrounds and economic status when deciding on company policies and procedures.

    Lastly a trend that has been present in almost every workplace for all of history is the differences in employee skill levels.

    Organization Flexibility

    Conclusion