Human Resources Management Tasks

Introduction

Human management tasks are several and they are integral in the running of any business. For a business to realize its objectives, the human resource management must ensure that they bring together the human resources and the capital to have the desired out come. (Amello, 2014)Human resource management tasks can be looked into in terms of strategic human resource management, job design and satisfaction and human resource management compliance e with the law. In this paper I will look at these elements with reference to the young women Christian association of New York City which I am familiar with.

1.      strategic human resource management

This is the practice of linking the strategic plan of an organization with the employees in that organization. It involves ensuring that employees work towards the mission, goals and objectives of the organization. This he is important in that it sets the ground for work and gives a rationale for any activity performed. It would be difficult for employees to work without a goal or a target. (2010) in the New York City young women Christian association, the employees are first made aware of the organizations goals at the beginning of each period and they are able to bench mark from these. This is made possible by the well allocated roles that inform employees what is expected of them. The various posts have their work responsibilities well drawn out, and they are fully informed of the programs goals. This has seen to them working towards the elimination of racism directed towards women making it one of the most successful organizations.

2.      Human resource planning

Human resource planning is the practice of ensuring that an organization has the right number of employees with the right skills so that they can make it possible to realize the goals set. It also includes forecasting changes in the demand for skills and takes care of this.  It is important in identifying the number of employees with the right skills as well as identifying the future needs of the organization.(Kleynhans and Aswegen,2006)  The new York YWCA human resource management has effected this practice by hiring competent individuals who are rightly placed to tackle discrimination against women. To add on to this team, they always have a room for contractual hiring of professional whenever there is a task at hand which requires special skills. However some of those who are hired cannot be retained in the organization since their skills are not always in need. It is more economical to hire them on contractual basis.

3.      human resource information management systems

This involves the management of software or a data base that keeps data about the employees which can be retrieved at any time when needed. This includes a bank of their details and their competencies and the various tasks that they can perform. It helps in duty allocation without having to assess the employees again. (Deb, 2009) the New York YWCA maintains a human resource management information system with the details of all the employees and their credentials which help during appraisals and special task allocation. A good example is the information found on their website with the names of the members of staff, the positions they hold, their educational background among other information.

4.      Human resource management and the law

Human resource management should be fully compliant with the local, regional and international laws governing employment. These laws are meant to protect the employer and the employees. The observances of these laws help an organization to maintain best practices and protect their employee from exploitation. These laws are found in the constitution, international labor organization provisions and other regional acts. The YWCA of New York City is fully compliant with this by providing the employees with the correct working environment which is not detrimental to their health. The organization is fully compliant with the law and their operations are open to the scrutiny of the applicable law. (YWCA of New York, 2014)

5.      Job analysis design and quality of life

Job analysis is a close scrutiny of what people do, how they do it and the results they achieve in doing so. (Gilley and Eggland...). This helps in coming up with proper job descriptions that befit the employees work competence and hence improve the output. Job design refers to how the work is carried out and the environment in which it is carried. It also refers to the comfort ability of the job with reference to employee. A god job analysis and design result to good quality life of the employee and more retention in the job. In New York YWCA, the management has put up a clear explanation of what each position is responsible and the employees in these posts are bound to follow that. The organizations offers flexible work schedules to the employees with a good vacations which duration increases as ones number of years in the organization increases. The employees attend free trainings held by the organization all year round and they receive free services from the organizations facilities. This has led to a more fulfilling career life in the organization and it is one of the organizations with high employee retention levels.  Job analysis, design and quality of work are three intertwined aspects and they are very interdependent.