People Management Essay Example | Topics and Well Written Essays - 1250 words

People Management - Essay Example The other role of human resources is orientation into an organization where after hiring; an employee is expected to familiarize him or herself with the organization and its functions and operations (Durai 2010, p.180). In this case, human resource management plays its role in orientation, where it acquaints its employees with aspects of the organizations so that the employee is comfortable in the organization and ready to work based on the information that is passed on to him or her during this process. Human resource managers provide information on the basics and other information that an employee collects and creates in the process of working in then organization, but most of it is the basics that are provided at orientation. The third important role of human resource managers is training and development, where it provides employees with skills and knowledge to perform their tasks and fulfil their duties responsibly and as per organizational objectives. In this role, human resourc e development provides training for new employees who lack in experience and provide training for employees with experience, but whose jobs are dynamic in that they are undergoing change (MacDonald, n.d). Line managers are similar to human resource managers in that they manage their own employees but with the only difference, which that implies that they have necessary skills to act as supervisors and solve problems that the employees might encounter (Sunny-tbadesha, 2010). Line managers have the responsibility of maintaining a working environment that can be said to be open concerning the absence of discriminative practices and harassment (Manchester Metropolitan University, n.d, p.5). Elements of Recruitment and Selection Process The key aspects if the recruitment process entails well documented steps that are only charged to human resource managers and they include human resource planning, job analysis, staffing, orientation, training and development, performance appraisal and ot hers. Some are more significant than others are and the first is job analysis, which entails mapping out the availability of a job opening and knowing, and comes up with job description. The importance of indicating clear job specification in any organization cannot be over emphasized as it is of critical value to all. Compiling of job descriptions lies squarely within the human resource manager, who is charged with the role of hiring personnel based on tasks to be carried out in the organization (Gitman et al., 2009, p.206). A clear-cut description highlights what the organization expects from each employee as it entails the details of personnel roles and duties. This saves time and resources that could have been otherwise lost in the confusion created by mixed roles and disorganization within the company. Therefore, effective job descriptions provide efficient communication channels within an organization since every employee is aware of their role. Similarly, the employees become aware of the company’s mission and vision, as well as explaining how each of them fits into the organization’s future. Moreover, clear job specifications help in weeding out unqualified applicants while ensuring the recruitment of qualified personnel (Deb, 2006,

Does the international community have the responsibility to protect Essay

Does the international community have the responsibility to protect - Essay Example In 2005, world leaders at the UN Summit backed the Responsibility to Protect principle, which ascertains the mandate of the states to protect their populations against war crimes, ethnic cleansing, crimes against humanity, and genocide. In most parts of Africa, a lot has to be done before the principle is put into practice as indicated by the Sudan Darfur’s humanitarian disaster. The International Commission on Intervention and State Sovereignty first presented the doctrine of the Responsibility to Protect (R2P) in 2001 to the international community. This came out of the desire to alleviate preventable tragedies like those in Rwanda and Bosnia, which made headlines in the world during the 1990s. With the R2P doctrine, the international community has started to conceptualize and recognize its mandate to intervene in circumstances where the states are unwilling or incapable of protecting civilians, and stop or prevent massive human rights abuses in their borders. R2P has offere d a basis for discussions concerning the creation of African security architecture. Core to R2P is the requirement by the third parties to have the ability for effective and timely intervention in crises. (Besada 2010, p xviii). Case Study on Two African States in The 1990s Burundi Introduction After ten years of civil war and several years of post-independence fighting, Burundi is making progress in post-conflict peace building and recovery. The circumstances in Burundi did not get to full-scale genocide, and this is mainly attributed in part, â€Å"to early and long-term involvement on the part of regional and international actors including UN, African state governments, and NGOs† (Human Rights Center 2007, p89). The international and regional responses to the Burundi crisis are a clear indication of how R2P has been used before to alleviate, and respond to major ethnic violence and reconstruct societies in its outcome (Human Rights Center 2007, p89). Background to the Conf lict Burundi has a long and a sophisticated history concerning its violent conflict. The most recent cycle of violence happened in 1993 when Melchior Ndadaye was murdered by Tutsi-dominated army leading to open warfare between the military and the Hutu rebels. Melchior Ndadaye was the leader of FRODEBU (Hutu Front pour la Democratie au Burundi) and the first president to be elected democratically in Burundi. The resulting ethno-political violence claimed the lives of approximately 300,000 Burundians (civilians were the majority) and displaced millions. Several African leaders including Nelson Mandela (former South African President), Julius Nyerere (former Tanzanian President), and Jacob Nzuma (the current South African President) have sought a lasting solution to the conflict. The efforts to end to the conflict began in 2000 Arusha Agreement, which was signed by the government, the National Assembly, and17 Burundian political leaders. However, the main rebel groups, PALIPEHUTU-FNL (Parti pour la Liberation du Peuple Hutu – Forces Nationales de Liberation), and CNDD-FDD (Conseil National pour la Defense de la Democraite – Forces pour la Defense de la Democraite) did not sign the agreement. The agreement also failed to offer ceasefire agreements, which were consequently negotiated between the