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Human Resource Management in Vigo County Tax and Municipal office

In every organization or institution, some employees perform duties assigned to them by the managers and other key stakeholders. In the management system, their Human resource department ensures that a qualified workforce is available for the company. Human resource managers play an essential role in business institutions. They are responsible for controlling the force by ensuring that enough employees are readily available for their different parts when needed. There are significant roles which human resource personnel perform, which are explained together with their importance while relating with the case of Vigo County Tax and Municipal office.

Recruitment and selection are roles played by human resource management. The personnel involved in the field are responsible for carrying out a long process that starts from identifying the need for a part until a qualified individual is assigned to the position. Lack of enough posts in a department draws the attention of human resource management. The junior employees in the sector spot such a problem then report to the top management for approval in selecting and availing a quality workforce to the organization (Armstrong, 70). The human resource manager is also in charge of performing all the selection activities, which involve advertisement, setting up budgets and salaries for new employees, and performing interviews and other orientation services for the new worker. Among human resource management roles, selection and recruitment are considered the most sensitive function as it defines how the whole organization will run. Getting the best positions for activities in the organization means that a peaceful and productive environment is guaranteed; hence all workers will socialize with no disagreements.

After the selection and appointment of the personnel, human resource management is also responsible for offering training to the new employees, where the person should guide the recruit on their roles in the business organization so that they can work with their fellow employees with unity (Bratton, Jeff, 12). The workforce is the vital tool in business that determines whether the institution’s activities will succeed or fail. Training the workforce is essential for the organization as it ensures that the employees now have the needed skills in doing their activities in the organization. Training acts as the channel into which development is introduced in the organization as it motivates the employees to work better and under minimum supervision. Training them increases their confidence in doing their duties; thus, this is an advantage to the organization as they get excellent services from the employee hence boosting productivity.

During transacting businesses or production in a company, the management and human resource management should team up to ensure that they closely investigate how each of the employees performs their duties, thus ensuring that the organization sets the employee fulfils goals. Performance management is the process by which the top management conducts annual or semi-annual reviews of its personnel to ensure that each is acting by the contract they signed (Lussier, John, 45). Employee relation is another idea in the business organization which managers put into consideration. When workers are in disagreement, the production process starts to fail while the expected results after an inevitable period decline indefinitely. Human resource management’s role is to ensure that problems are resolved peacefully in the business organization for activities to go like planned in the institution. When there is peaceful coordination in the organization, productivity levels rise where the activities take a shorter time to be performed, unlike when there is a disagreement.

Every company has laws and policies that govern and control how activities occur in the organization (Deb, 784). The role of human resource personnel is to be familiar with all the policies within the organization, make sure that all of them are strictly followed for the benefit of the firm. Compensation is another role associated with human resource management, where the person in the sector should ensure that each worker gets paid according to the agreement during recruitment. Work leaves, pension and other allowances are also categorized under-compensation, where human resource management is accountable for preparing those salaries and remuneration. Human resource management is also supposed to administer the whole firm. They should keep good records of all employees, their data, and control of systems that ensure productivity in the company.

Vigo County Tax and Municipal Services offices face a case where some of its employees disagree. Human resource management is supposed to intervene and ensure that peace is resolved between the two parties. Basing our argument on the roles of human resource personnel, there are specific guidelines that the management should observe to ensure that they have corrected the misunderstanding for higher productivity (Armstrong, 68). On selection and recruitment, the office should think of employing more employees, who should be trained and skilled to take the position of receptionists, database managers and information clerks. The three parties feel overworked, and they complain that they are doing tasks that do not belong to them. Training is also essential in Vigo municipality, where the recruits should be guided on the areas where more force is needed. Compensation is also vital to the county office as the management should consider increasing the salaries of receptionists, database managers and clerks. It is the role of human resource management to ensure that all laws of the Vigo County office are strictly followed, hence ensuring that the relationship between the employees is regulated and maintained.

Certain behaviours occur in the Vigo county municipal offices, which determine the relationship between the employees and how things are run in the management. Most of the employees have embraced the culture of complaining to the top management about being overworked or given tasks that do not match their qualifications (Bratton, Jeff, 6). The office administration and human resource management lack a rigid plan on how to execute some duties in the firm; thus, employees end up conflicting with one another on petty issues. There seems to be no respect and coordination between the receptionists, database administrators, and information clerks, all of whom blame one another for unfinished tasks.

The three positions in the office, receptionists, database administrators, and clerks, differ based on how the employees involved do their duties. Each is assigned a critical responsibility to do in the administration (Lussier, John, 45). Receptionists, for example, earn an annual basic salary of around thirty-one thousand dollars, information clerks earn over thirty-six thousand dollars. In comparison, database managers earn a salary of over ninety-eight thousand dollars. Among the three, information clerks are the only members who require job training, where the process is defined as long and complex. Both receptionists and information clerks have a slow job run of four and two per cent, respectively, unlike database administrators, who have a faster run of eight per cent. On similarities, no work experience is needed for the three posts, where any trained employee who is qualified can work efficiently on the tasks in that sector. Information clerks and receptionists require special job training before they work on their posts, unlike database administrators who need no training before starting their work.

An occupation informational network is an online database that involves providing different definitions of occupations available in the market (Deb, 784). The online database contains guidelines on how job seekers, students, and other interested businesspeople decide areas of work and understand the market in a better way. The online network is based in the United States of America, where its main objective is to offer free services to the jobless and businesses on the market’s current behaviour and where to work. Lastly, human resource management is involved in the online network in one way or another. It is the role of the human resource personnel to advertise on functions that require employees in an organization.

Works Cited

Lussier, Robert N., and John R. Hendon. Human resource management: Functions, applications, and skill development. Sage publications, 2017: 45

Bratton, John, and Jeff Gold. Human resource management: theory and practice. Palgrave, 2017: 5-15

Deb, Tapomoy. A strategic approach to human resource management. Atlantic Publishers & Dist, 2006: 784

Armstrong, Michael. Human resource management practice. Kogan page limited, 2020: 67-78