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Human Resource Management PT 1 - Essay Example

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As job responsibilities become increasingly complex to address changing demands in the external global environment, organizations have deemed it relevant to find…
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Human Resource Management PT 1
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Download file to see previous pages as emphasized by Mueller & Baum (2011), “labor, like all organizational resources, is highly dependent on supply and demand of human talent in different occupations, professions and industries” (p. 140). The current discourse hereby aims to identify and discuss HRM concerns, such as organizational restructuring, staffing and selection, and other relevant HR issues in the healthcare setting.
Restructuring in organizations are undertaken for varied purposes. Some organizations restructure to accommodate increased or specialized functions, departments, or divisions. Others deem that restructuring is needed to address inefficiencies and to minimize costs. In the study on restructuring, the authors revealed that it has the potential effects of leading to repercussive resignations, low morale from remaining staff, perceptions of insecurity, mistrust to management, low performance and productivty (Duffield and OBrien-Pallas 2002; Duffield, Kearin, Johnson, & Leonard, 2007).
measured in terms of apparent effects on cost versus performance or productivity of the remaining workers, in the long-run (Bowes, 2009). According to Cascio (2009), downsizing has the following effects: “lost business as a result of fewer salespeople; lack of new products since there are fewer R&D staff members; (and) reduced productivity when high performers leave as morale decreases” (p. 1). As such, decreasing the number of employees does not always save an organization money because the organization would be incurring additional costs associated with hiring, training new personnel, and maintaining the current pool of human resources in a motivated and highly productive manner through the use of motivational techniques.
Selecting a qualified person for a position necessitates application of acquisition strategies. The organization should have a well-designed job organization system that defines job positions according to qualifications of potential candidates versus the tasks and ...Download file to see next pagesRead More
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