Unit 5: Human resource management
Human resource has become one of the most valuable assets that a company can ever own. As a result, human resource management has become paramount to the most organization. Empowerment of employees constitutes the delegation of power and authority to various individuals in a group and all levels. Equipping the human resource department with more skills at the strategic levels ensures that individual employees are empowered to conduct various duties and responsibility without close supervision from the management (Storey, 2007). Human resource empowerment can only be achieved when an organization earns credibility as a unit rather than individual staffs.
Each and every employee has personal reasons and interest that make him work in a particular organization. One of the most common interests is monetary compensation. Compensation in human resource refers to something or a reward that an employee expects at the end after offering his service to the organization. Money payment is one but not the only reward that an organization can use to motivate its staffs. Each employee should be adequately compensated on the basis of his work and service to the organization.
Having different people from different backgrounds, race, ethnicity and location can either be a strength or a weakness to the team. Diversity in the workplace and human resource constitutes of having staffs with varying characteristics ranging from political beliefs, gender, sexual orientation and religious beliefs. However, diversity should be used as a strength where by the human resource should exploit the strengths of various employees for the greater good of the company (Boxall, 2011). Diversity can also be used as a cover up of other staff weakness since people have different strengths and weaknesses.
Boxall, P. &. (2011). Strategy and human resource management. . Palgrave Macmillan.
Storey, J. (2007). Human resource management: A critical text. Cengage Learning EMEA.