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HR manager in USA

Regulatory requirements related to environmental management and protection of worker health and safety have become more demanding in most organizations over the past decade. Workers face a wide variety of work place hazards when conducting their daily activities including occupational violence and sharp injuries. Awareness of the distinction between perceived and actual risk in the work place is important for both employees and occupational health and safety (OHS) professionals alike.

Providing accurate workplace risk information to employees may reduce unnecessary stress about low risk incidents and may also increase employee’s preventative behavior towards high risk activities. Violence within the workplace is becoming an increasingly serious issue for workers with prevalence rates being very high. Health care staff are an example of workers exposed to violence at the work place. The prevalence rates in the healthcare field are as high as 59%.

Occupational violence has widespread negative repercussions for both the staff, colleagues, family and friends of victims exposed to occupational violence. One important employee risk factor is the absence or under training of staff in appropriate remedial techniques for occupational violence, as violent situations may be enhanced if an employee fails to appreciate the violator’s fears and primary motivations. Current evidence suggests

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that there are good reasons for public and occupational health concern. In relation to work, there are several powerful drivers that are changing the traditional landscape.

These include increasing work precariousness, change in demography of age related work force, rapid developments ICT technology. This is made worse by rapid globalization. Unsurprisingly today we observe a new profile of occupational health concerns focused on musculoskeletal disorders and work related stress. These also represent challenges to the healthiness of organizations and to public health. Safety and health is created with open communication and cooperation between employer and employee. Terrorism is a contemporary safety issue at the work place.

Since the 2001 September 11th terrorist attack on US, workers have been facing the enormous risk of terrorism. Many companies are considering terrorism when addressing the issue of safety of their employees. Most of them consider what to do to employees incase of an attack. Some take the extra step of building bomb proof buildings as away to protect their workers from potential terrorist attacks. There are also companies that ensure workers or have compensation packages incase of injury related to terrorist attacks.

Workers in terrorism prone areas are paid more. e) Future trends and challenges in Human Resource Management. Human Resource managers’ roles are changing due to competitive market environments. In this they are learning that they have to play more strategic roles organizations successes. Organizations that do not put their emphasis on attracting and retaining talents may find themselves in dire consequences as their competitors may be outplaying them in the strategic employment of their human resources. (http://www. zeromillion. com/business/hrm. html)

The future success of any organizations relies on the ability to manage a diverse body of talent that can bring innovative, ideas, perspectives and view to their work. With increase in local and global competition, organizations have to be more adaptable to succeed. In order to succeed, human resource must be a business driven function with a thorough understanding of the organization’s big picture and be able to influence key decisions and policies. In general, the focus of today’s HR manager is on strategic personnel retention and talents development.

HR professionals perform the functions of counseling, coaching, and planning of succession. They should also fight and promote good values, beliefs and ethics. (http://www. zeromillion. com/business/hrm. html)

Reference: Recruitment retention and turnover 2004: a survey of UK and Ireland Chartered Institute of Personnel and Development London, 2004 http://www. hrcouncil. ca/people/pg002_e. cfm. (retrieved on 8th January 2008) http://www.utdallas.edu/ (retrieved on 8th January 2008)

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