This paper "The development of the human resource" is focused on the activities of human resources professionals. It should be pointed out that a good HR manager basically has all the qualities that need to help him in the complex professional organizations of today. …
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A behavior or skill that I think specifically worked to help me grow in my career was my ability to judge and evaluate the situation at once. I as a human resource professional see myself along the definition of band two. I have gained enough experience to be able to advice and manage human resource issues occurring all across the organization. I have it in me to stand objectively and view things like an outsider would and come up with solutions that work for everyone. I have evolved and gained knowledge, skills and competencies that make me successful at what I do. At band 2 I am more flexible and empowered to action and influence others to work effectively and efficiently. My aspiration to be the centre of the HR department and work as a HR mentor specified at band four makes motivates me to be more responsible, accountable and innovative. Performance and reward, though being a part of band 1, I understand it is a key driver of HR & Business strategy and developing an organization culture. Performance and reward refers to linking performance with reward – tying rewards with performance. Team/Group incentives, Sales commission, Recognition award are the examples of the aforesaid definition. Performance encompasses quantity, quality & timeliness of output, presence at work, cooperativeness, etc. etc. Rewards refer to all kind of financial and non-financial return by the employer. There are two types of rewards: Intrinsic rewards come from inside the person. Motivation, recognition, appreciation or acknowledging one’s efforts are the examples of intrinsic rewards. Extrinsic rewards refer to tangible rewards, such as annual pay raise, bonuses or days-off, etc. Employee Engagement:...
Performance and reward, though being a part of band 1, I understand it is a key driver of HR & Business strategy and developing an organizational culture.Performance and reward refer to linking performance with reward – tying rewards with performance. Team/Group incentives, Sales commission, Recognition award are the examples of the aforesaid definition.Rewards refer to all kind of financial and non-financial return by the employer. There are two types of rewards: Intrinsic rewards come from inside the person. Motivation, recognition, appreciation or acknowledging one’s efforts are the examples of intrinsic rewards. Extrinsic rewards refer to tangible rewards, such as annual pay raise, bonuses or days-off, etc.Employee Engagement: Organizations now realize that a “satisfied” employee does not guarantee maximum productivity. Another category of employee is an “engaged” employee – the most productive & loyal employee. An engaged employee is always willing to move a way forward in order to delight the customers. He/She is intellectually and emotionally bound with the organization, tries to yield 100% and is always passionate about his/her goals whilst committed to living by its values. Organization design: In this context, I give below the dimensions of five configurations:- Simple structure: It is usually found in small organizations where the manager and owner is one and the same person. It has a low degree of departmentalization and formalization while span of control & authority is delegated to a single person.
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One of such concerns can be identified with due consideration to the recruitment and training process (Harzing & Ruysseveldt, 2003). Employees today have been considered as vital components of organizational processes to confirm continuously improving productivity and sustainable growth.
Proper managing of human resources is essential in recruitment, selection and maintenance of all staffs and it improves employee’s morale. These services among others enable heath care organizations to provide quality services hence improving patient’s health.
Change however is the word mostly dreaded upon by employees because of its consequences in work tenure and comfort zones. How then should changes for organizational development be best handled?
The famous Italian diplomat and theorist
Furthermore, implications of the said program for the organization’s performance are included.
This is about the case of Company X (not the real name of the company), which is currently under its expansion
Workforce is indeed the most important asset of an organization. As the workers spend time with a certain company, they are educated and trained so that they not only understand and endorse the organizational
in managing the company’s financial status rather than focusing on costs alone, improve management processes, tools, and managers so that current workforce produces more output at a higher quality. Hence the goal of the changes in compensation program is reducing the labor
The author provides analysis of the company State Farm. He states that hence to ensure HR strategy alignment with the business strategies, the human resource department has to consult with the other arms of the organization. The strategic development of personnel work line managers is important as they will not agree with everything proposed.
This is because it is through effective and efficient human resource management that the wheels of the organization grind (Collis and Hussey, 2009). What this implies is that the absence of human resource management would mean an absence of the core resource ingredient that is needed to move the organization from one point to the order.
As the paper discusses the principle purpose of human resources professionals is to offer guidance to the aspiring professionals. Evaluation of HR strategies signifies adoption of better tactics of dealing with particular individuals with different behaviors. HRM refers to the function of managing the available human resources in a given organization .
4 Pages(750 words)Research Paper
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