James Farley
Ashford University
BUS 303
Final Paper
7/9/16

Human resources is a vast and extremely deep area of study that has changed the world of business in a way that I don’t believe any other career has. Prior to the concentration of a career in human resources, I imagine that the rights of employees were disjointed and the success of them being treated fairly was very inconsistent. This course has helped me to understand the complexity, importance, and beauty in a person being the company “servant” by serving all employees to make sure that they are treated ethically and compassionately. In this paper I will reflect on my thoughts about human resources, how different HR responsibilities work together, what aspects are the most important, and how the HRM role can shape the organization and employee behavior. As our text says the primary function of human resources is “to increase the effectiveness and contribution of employees in the attainment of organizational goals and objectives” (Youssef-Morgan, 2015). This is done by several different areas of responsibility that the human resources manager oversees. These include equal employment opportunity laws, affirmative action, human resources planning, recruitment and selection, employee development, compensation, benefits, safety and health, and employee and labor relations. Each of these areas of concentration are of upmost importance to the success of the organization and it takes a very organized and focused person to successfully manage it all. Let’s dig a little deeper into a few of the above subjects to see how they work together to attempt to increase the effectiveness in achieving organizational goals. First, let’s discuss Equal Employment opportunity and how it has impacted the work place. EEOC officially began operation in 1965 to address discrimination in the workplace (EEOC.gov, 2016).