Contemporary HRM Practices

     One of the contemporary HRM practices that is becoming more and more relevant and useful are health and wellness programs.  Health and wellness benefits are something companies are offering and also something talent looks for when finding a job.  A company that offers a health and wellness program is one that talent will be more likely to apply to than one that does not.  One of the major reasons that talent is looking specifically for health benefits recently is because of the Obama Care requirement that began a couple of years ago.  This requires everyone in America to have health insurance or they will be penalized on their taxes.  I personally know this all too well as I have had three jobs at once, and none of them offered health insurance, so I have been penalized the past two years.  Often times Obama Care is too expensive for people (like me) to afford.  Therefore, companies that offer it are highly desired.  This type of practice does not apply specifically with sharing, or learning but can be seen as innovative.  It can also have many benefits for the organization.  One of these benefits is that if all employees have a health program, they will be less likely to call into work and take off for health reasons, which can increase productivity.  Talent will also be more motivated to work for and stay with a company that offers health benefits.  Some companies even offer gym memberships with their wellness programs which is another motivator for employees.  Every HR professional should consider offering health and wellness benefits to their employees because it can not only motivate employees to work hard to stay with the company, but it can increase production and create a competitive advantage in the company.

Ethical Concerns for HRM

Ethical Concerns for HRM

            Human resource managers are faced with needing to prove their strategic value within their organization.  This includes showing the organization that their proposals and programs are valuable and are adding to the competitive edge of the organization.  There are problems that can arise when human resource professionals believe that their contribution is not working or not adding value.  There can be ethical concerns that come about because of the human resource’s fear of failing at being valuable.  One of these concerns would be if the human resource manager (HRM) shows the organization figures of their success that are not true.  For example, if the HRM was giving false numbers in order to make their programs look like they are creating more value than they really are.  This could cause problems for the rest of the organization and could lead to more problems like a domino effect.  Instead, the HRM should figure out why the programs or proposals that are failing.  If they know the reasons behind why there are problems, they can create solutions.  This will lead the organization to be successful in the human resource department, which can affect all other parts of the company. Human resource professionals need to have honest communication with all other management in order to meet organizational objectives.  This will ensure everyone is on the same page and that there are no ethical concerns happening.