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Human Resources. Essay

1373 words - 5 pages

The term human resources are variously defined in political economy and economics, where it was traditionally called labor, one of three factors of production. Its use within corporations continues to define common conceptions of the term.As the new HR director I will make it my goal to work for better benefits for the employees. Compensation is payment to an employee in return for their contribution to the organization, that is, for doing their job. The most common forms of direct compensation are wages, salaries and tips. Employees have certain monies withheld from their payroll checks, usually including federal income tax, state income tax, FICA (social security) contributions, and employee contributions to the costs of certain benefits (often medical insurance and retirement). Indirect compensation includes insurance, retirement and paid vacation, holidays, and sick days.I really had a problem with employers that gives percentages of pay raise. After much discussion and researching I have learned that some employers pay a big percentage of indirection compensation "retirement" benefits.Most people are usually concerned with direct compensation, a major of workers want or desire bigger raises in their salary or net income, but I am of the option that more money does not mean that you are a happier person. Don't get me wrong more money is good, but sometimes I would rather have more vacation days to be able to enjoy the money that I earn.I would work towards being a Strategic Human Resources Manager, and the important of the HR departments to think of this level to future the objective of the company. The elements of SHRM are generalists, good communicators, current and future focuses, speaks the language of businesses, and thinks outside the box, persuaders, and internationalist. Without this elements HR managers will keep the organization working within the norm. As a strategic manager my job would involve internally transforming the HR staff, enhancing the human resources HR administrative efficiency, integrating the department into more of a strategic planning process.I would like to work on he influx of people into, and throughout of an organization. Job Analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. Job Analysis is a process where judgments are made about data collected on a job. The purpose of Job Analysis is to establish and document the 'job relatedness' of employment procedures such as training, selection, compensation, and performance appraisal. Job Analysis can be used in training/"needs assessment" to identify or develop:training content assessment tests to measure effectiveness of trainingequipment to be used in delivering the trainingmethods of training (i.e., small group, computer-based, video, classroom).As Human resources director I will need to be up to date on all the safety rules, regulations and laws that...

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