Graduate Human Resource Management (HRM)
HRMT600 –Learning Summary On Health & Safety and Organized Labor Assignment
Valerian
B-K. Masao II
Human
Resources Management, Spring 2012
Dr.
Jill
June
24th, 2012
I this session of week 4 to 6, I learned
that HRM I learn that it is important
for HRM to understand that its sole responsibilities is to manage employees
relations, employees development, career development and advocating employees’
general wellbeing within the organization, while serving the organization to
reach its strategic goals effectively and efficiently because these functions
are intertwine in productivity and achieving organizational goals. This
responsibility by HRM starts day one after employee(s) is selected for hiring,
granted position, by socializing, orienting and training as employee(s)
development, the process of helping new employees to adapt their organizations
and work responsibilities; and after employee(s) is grated a permanent job
offer now HRM can focus on career development by looking at the long-term
career effectiveness and success of the employee(s) and the organizational
strategic goals (DeCenzo & Robbins, (2010) p. 184 and 211). For example at
my organization we do have very intense orientation and filtration due to state
and federal compliance regulations that include FBI background
investigation/clearance, some can easily get discouraged because cause of the
compensation, but those who can manage to get permanent employment, 6 months
after orientation, they qualify for $1,000 tuition reimbursement each semester
for full time students in the approved fields; this is a very good career
development program that can attract experienced and possible high skilled
professionals that can benefit the organization. In regards to UPS Community
Internship Program (CIP) as on Case 8-B I learned the importance of HRM to
consider socialization skills, here UPS used CIP training its managers to
socialize with residents in the communities as a way to attain skills of
finding out workable solutions to transportation, housing, education and heal
care problems that the community member endures, diversifying the management;
and lesson here is the successful HRM expectations to CIP training graduates to
be able to listen and become empathetic toward employees because now they know
what they are enduring (DeCenzo & Robbins, (2010), p. 205-206).