Human Resource Management Practice - Assignment Example

Human Resource Management Question One Most organizations in the new age are very keen in making most of the resources that are intheir hands. Effectiveness, efficiency and adaptability are some of the factors that any manager should consider while executing his duties. Effectiveness can be described as the ability to meet the intended purpose or objective. The ability for a certain activity to achieve its initial goal is what determines whether the initiative was effective or not. Effectiveness is the ability to bring together and optimize the available resources within the environment so as to achieve the objectives of the organization (Armstrong, 2006). Efficiency generally refers to the relative ease with which one is able to perform certain task. This is term refers to the inputs used when producing goods and services. Efficient service is results in high levels of customer satisfaction and also has low levels of complains from the customers. Efficiency in technical work environments is quite key in the process of production as it results in work being done quickly and there are high levels of yield. Efficiency is when work is done with ease and there is no strain while executing the duties. Adaptability means the ability to change and try to fit in the diverse and changing work environments. Conditions at the work place keep on changing thus the need for the employees to adapt and change with the new developments. The world is not static and change is inevitable. The fastness of one to adapt is fundamental in every organization if it is to continue thriving. Flexibility remains one of the traits that employers look for in their employees as it enables one able to change and adapt with time. Effectiveness is the most important trait that each organization should have in its employees. Even if there are efficient and adaptable if there are unable to achieve the intended goals of the company it is all in vain. The key goal of every organization is to experience growth and hit the targets that they have put in place. One of the advantages of efficiency is that it ensures that work is done at a faster rate and deadlines are met on time.Efficieny is when there is smooth running during the process of production of both goods and services. Efficiency is when higher levels of output are realized when producing goods and services. It also results in higher levels of customer satisfaction with the output among the customers. Once the customer is contented with the services that he is getting, he becomes a loyal servant leading to repeat business. One of the cons that go along with being efficient is the high cost required to maintain the services. In order for the process of production to be efficient, one has to use the latest means of technology and the most qualified and trained personnel. The cost implications are too high and may lock out many employers from hiring such services. Installation of machines and highly advanced machines is too expensive as there is always the cost of maintaining them. The maintenance cost is too much for one to bear as most of the machines easily breakdown and need certain expertise to do repairs. The pro of being adaptable is that one can blend easily in any environment. Flexibility with changing dynamics and environment ensures that the business remains afloat in times of change. Leadership changes and this comes in change of doing things. The world keeps changing, and with time some techniques become obsolete.Reluctancy to embrace new means of transacting results in obsolescence. Technology keeps on improving with time and one has to remain updated with what is the new advancement taking place (Olphin & Hasson, 2010). One of the disadvantages of being adaptable is that one is easily manipulated. Employers come up with new policies and expect their employees to learn them irrespective of whether they are productive or not. TD Bank is an effective organization that has been able to cater for the needs of its customers. It offers a wide range of services for its clients such as cross border banking, travel insurance, medical insurance, mortgage services and investment opportunities. It has been able to meet its objectives of satisfying its clients by providing a wide variety of services. The firm is effective as well as efficient in the delivery of its services and the general performance in the industry. It is effective because it is delivering services to the satisfaction of the employees and efficient because it is achieving its overall objectives. Question 2 Human Resource Management refers to the major functions that help an organization to utilize their employees in achieving the goals of the organization at large (Michael, 2006). The main functions of Human Resource Management involve recruiting of new employees, selection, training of employees, performance appraisal, and compensation and employee development. The human resource department is key in any organization. Employees are a resource to the company and must be fully utilized to reap maximum benefit from them. Hiring of staff is an extensive process that requires a lot of keenness. In the recent years there has been increased need to manage employees in an organization. There are both small companies and large companies that employ people to work for them. Most large companies have a human resource team that looks into the needs and welfare of the employees. In addition to hiring the human resource function is responsible for training and placing the hired staff. The human resources personnel have all the details regarding the requirements of every post in the organization including the job description for all the departments. This leaves them with the responsibility of interpreting the same to the hired staff and ensures that they are acquainted with their duties and roles in the firm. This function is applicable to both human resource managers in large organizations as well as human resource managers in small organizations. The team helps in recruiting new employees. The human resource team has the responsibility of hiring employees with the required skills and training to perform the job. They are charged with the task of conducting interviews and finding the right people. It helps in identifying the most suited person to perform a certain task. The team also develops a job specification and the required skills that go along with the job. This ensures that there is proper placement of individuals and that everyone is delegated the task that he is trained on. It helps in identifying talents and developing skills. The human resource team evaluates the task that each employee does and carries out an evaluation test on them. The worthy candidates are shortlisted and given a promotion or a reward in terms of cash bonus. A performance appraisal is conducted on the employees usually at the end of each year and the candidate who emerges victorious is duly rewarded. Giving of awards, prizes and cash bonuses serve as an extra motivation to other employees to be more productive so that they can be recognized (Carnall, 2014). Companies also organize incentive tours for their employees to motivate and reward them for their efforts. The human resource team also is involved in taking disciplinary actions against employees who violate the work ethics. It is charged with the responsibility of taking disciplinary measures to punish employees. It also takes stern action against those employees who have cases of gross misconduct. Disciplinary action may include permanent lay off, verbal warnings, suspension from work or reporting to the police for any crime that the employee may commit in the course of work. This is important in an organization as it controls the behavior of employees (Ramsbotham, 2011). Employees should be closely monitored and checked to ensure that they all abide by the set code of conduct and that professional standards are maintained at the work place. Most medium sized companies and small companies have ignored the need for having a human resource team. How one handles his or her employees determines whether the organization will achieve its set goals or not. The human resource function in a firm is responsible for maintaining the proper and appropriate working environment in any firm. Having a conducive work environment affects the performance levels on the positive side and is thus an important function in the organization. A good working environment increases job satisfaction and is one of the benefits that employees can get from a functional human resource department. This is applicable in small firms as well as large enterprises. The human resource department is also responsible for managing disputes among the workers as well as developing proper public relations within a firm. A company that is full of unresolved disputes cannot operate as expected and will always be underperforming. It is the responsibility of the human resource department to resolve all disputes and ensure that everyone is comfortable at the work place. The department thus works as the consultant or the mediator and assists in sorting out issues among the workers. The department also plans and organizes workshops, meetings and seminars for the organization. This helps in developing proper public relations within the firm. This function is applicable to both the small firms as well as large firms. Question 3 Conflict resolution is a key in dealing with employees. Conflict resolution refers to solving of disputes or differences. This is important as it helps in creating harmony among employees and settling of differences among them. Conflicts are bound to occur whenever one is dealing with other people thus the need for a mechanism that resolves any disputes arising. Mutual understanding is fostered through conflict resolution as people get to understand how to co exist with others in an amicable way. Most conflicts in the work place arise as a result of differences in opinions and views about how each employee should perform duties. Different ideologies may pose a challenge to most employees as there may not be able to work together on a project. This creates the need to have interpersonal skills so as to work together with other employees. Interpersonal skills are also known as people skills. These are attributes that one must have so as to interact with others; they include active listening, respect for others, willingness to cooperate with others. Whenever one is dealing with a large group of employees these skills are mandatory so that the intended goals can be met. Active listening is about paying keen attention to what the speaker is saying. Communication is important in interaction and both parties should be actively engaged in the process. The listener and the speaker have a role to play in communication. Managing Change Change refers to a new set of circumstances that are different from the current situation (Carnall, 2014) .Change is inevitable and comes with new requirements thus the need to adapt arises. Change comes with a change in management or an overhaul in leadership. In most organizations change arises as a result of change in leadership structure. When new leadership arises it comes up with different policies. Adaptability is crucial in working in an organization as sometimes change comes along. A change in leadership comes along with new policies and new ways. With the passing of time, things keep evolving. New set of leadership means new ways of governance and change arises. Flexibility to adopt with the change in working conditions is also necessary as the new leadership may come up with new ways. While change may not necessarily be comfortable or what is appealing to many, a good attitude is requires so as to adapt (Carnall, 2014). Change does not always bring better conditions. One man’s meat is another man’s poison applies in the case of change. Most people end up fearing change due to the fear that they have of the unknown. Change dislodges one from his comfort zone and requires him to embrace what is coming. The change arising may not be convenient for all and some may resent the change that is taking place (Brown & Osborne, 2012). Resistance to change is common to most organization as employees detest the changes being made. Most people are hesitant to adapting change and view it as being counterproductive. Stress Management Stress refers to pressure that one faces as a result of his environment (Hiriyappa, 2013). While many people view stress as being a negative thing, it can also serve as a motivator to work harder. Most people experience stress of different levels from many places. Work related stress is a common experience for many people who are employed. The spirit of competition that is there among employees creates strive and may lead to stress. Meeting deadlines, balancing work and family commitments are among some of the stressing experiences that employees face. Stress can be used positively but there is need for it to be managed properly to avoid incidences of depression or suicide. Stress serves as a good motivator that makes one do everything possible to overcome a challenge (Cotton, 2013). Negative stress may lead to depression that comes about as a result of hopelessness, fury and disappointment. Many people deem stress to be a negative feeling that affects ones work productivity. Stress hinders concentration as one deviates to thinking about his problems. It makes one perform poorly in executing his duties. The energy levels go down leading to poor productivity. Employees should learn how to handle work related stress and avoid succumbing to the pressure. It is the responsibility of any management team through the human resource department to organize workshops and seminars where employees can be trained on stress management skills. Since stress deters or hinders performance, the management should consider investing in guiding and counseling staff to handle issues of stress among the employees. References Armstrong, M. (2006). A Handbook of Human Resource Management Practice. Management Study Guide. WebCraft Pvt Ltd Brown K. & Osborne, S. (2012). Managing Change and Innovation. Business Strategy Review 14(3), Autumn Carnall, C. (2014). Managing Change in Organizations. Mahwah, NJ: Lawrence Erlbaum Cotton, D. (2013). Stress Management. New York, New York USA: McGraw-Hil Hiriyappa, (2013) Stress Management: Leading to Success. Cambridge: Cambridge University Press Olphin M. & Hasson M. (2010). Stress Management for Life. Annual Review of Psychology 55: 657–687.. Ramsbotham, O. (2011). Contemporary Conflict Resolution. Boston: Harvard Business School Publishing Read More