How Best the HCT Could Use the Human Resource Management - Assignment Example

LITERATURE REVIEW LITERATURE REVIEW Introduction HCT is one of the leading s of government which has provided and continued to offer some of the best services in the education sector for students and other scholars which is located in the United Arab Emirates. One of the reasons as to why the students have always exhibited excellence and good results over the years is the due to the fact that the HCT as a learning institution attracts the best talent in the country in terms of lecturers. Additionally, the college has strived in the past to offer the best and reputable education and learning programs to the students and the society by extension. Additionally, the human resource department of any organisation plays a critical role and function in ensuring that the output and productivity of that firm or organisation is on course. HCT as an organisation or a school also has an obligation and duty to ensure that it hires the best talent and skills in the industry to help in achieving the intended outcome. This research also looks into the issues and aspects of how best the HCT as an organisation or school could use the human resource management to continue to give excellence and service delivery not only to the students but the society as a whole. At the end, the students and the whole society of UAE would benefit by receiving the solutions that the HCT as an organisation would give. In principle, it is important and critical to note and mention that the study also aims at devising the ways and modes or approaches of developing a proper working relationship between the students, professors and the whole staff of HCT in the United Arabs Emirates (Sester, Giehl, McNerney, Kampmann, Walzl, Cuchí & Meyerhans, 2010). Tentatively, it goes without saying or mentioning that the end goal and objective of HCT as an organisation would be to attract more students by producing excellence and good performance. This is to mention that continued academic achievements and excellence would be balanced and coupled with continued growth in the student population by the students in the United Arab Emirates. Caldwell, Alan /Shifting Global Currents. / HR Magazine; Mar2014, Vol. 59 Issue 3, p72 From the outset, the tone and inclination of this source articulates the changing global patterns and trends by the world as a whole. This is to say that the article appreciates that the world or the global actors in the realm and aspects of business have embraced and continue to pursue new approaches in the area of human resource management. In the past, the societies pursued traditional measures where the human resource management. It also focuses mainly in the success of the multinational organisation and businesses which have recorded overall improvement and success in their profits and returns. Thus, by way of extrapolation, this text or source explains that the success of a business depends on the acuity and aptness of the human resource department and strategies employed by it. In principle, it also gives the instances and examples of international and reputable financial institutions in the world which have recorded success due to proper human resource strategies. Intuitively, it also records that the word as whole is taking steps to explore other avenues which would ensure that the human resource strategy of a firm is a long term and is actionable and realistic. It is my reasoned opinion and line of thought that the source is relevant since it touches on success of business or organisations’ occasioned by human resource strategies. Caldwell, Alan /The people and organizational development team, Dorchester Collection/ Caterer & Hotelkeeper; 12/5/2014, Vol. 204 Issue 4854, p101 Tentatively, this source mentions and articulates the need and approach by people in the organizations and firms to develop proper, realistic and workable plans for their firms. It also focuses and skews its findings and bases on the success chance and implication of a hotel in England called the Dochester Collection. In principle, this text and source mentions that the winners of the prestigious awards for the Human Resources Team as winners of the year 2014. In all aspects and fairness, a success and good score in the Human Resource Team of an organization is also a good measure and mark for success in the whole organisation. It is important to note and mention that the article samples the good business practices and approaches as pursued by the Dochester Collection Hotel in England. It goes further to mention the agility and increased involvement of the whole organisation or hotel management towards supporting and realizing the goals set by the human resource department and team. It is my respectful submission and opinion that this is a relevant and beneficial source since it touches on the success occasioned by human resources strategies. In brief, it is relevant since it details the success of another organisation which used the tenets and basics of human resources department so as to realize results and output for the whole organisation. Matchan, Chris /HR pros confident about job security in 2015/ HR Weekly; 1/12/2015, Vol. 3 Issue 2, p1 Specifically, this source is skewed and inclined towards articulating the issues of security of tenure or security of job relative to the professionals of a business or an organisation. It seeks to delve and expound on the benefits of a job security for the human resource professionals in an organisation and how such a job security or lack of it could affect the outcome and productivity of the firm. A reader easily notices the fact that the source mentions that as an effective human resource strategy, it is key for the professional to have security of tenure or of employment. Security of job refers to the general terms of employment relating to how long the professional could work in the organisation without ever being subjected to any summary dismissal. Subsequently, it also gives the statistics or existing information on the number of people in the employment places who have security of employment. It is imperative to note that this source give a general overview and outlook on the whole business environment and state. Personally, I believe this is a good source since it provides the statistics relating to the number of people with security of tenure thus one would postulate inferences accordingly. SYEDAIN, HASHI /Whos working harder/ People Management; Apr2014, p24 Expressly, this article mentions that as an effective human resource strategy, productivity, performance and effectiveness of an employee ought to be the overriding principle. The principle argument and objective is that the performance and productivity of each and every employee ought to be gauged and valued on the productivity and general performance of such a person. It goes further to allude and draw comparisons and intonations from the recommendations which are contained in the Chartered Institute of Personnel and Development (CIPD). Similarly, it records and outlines the tenets and principle notion which are articulated and recorded as the industrial strategy for the whole country. It is important to note and mention that the recommendation in the Chartered Institute of Personnel and Development (CIPD) are geared and skewed towards laying a framework for the future of skills policies in the United Kingdom. The source also outlines suggestions and perspectives for the prospective moves and measures for the society as a whole to pursue in the approach of human resource strategies. In principle, I find this source to be beneficial and particularly, critical because it outlines the irreducible minimums that United Kingdom as a society employs for their organizations. Thus, the same arguments and ideals may be used to achieve similar results. FARAGHER, JO /Meet your next executive assistant/ People Management; Aug2014, p24 This source in articulation focuses and directs itself to the practices and patterns necessary to be used by the world as a whole in the aspect of human resource strategies. It is keen to mention that the approach that is suggested and supported in this respect and line of reasoning is through technological networks and marketing. The type of excellence and service that an organization can give is directly related and dependent on the quality of workforce that such an organisation would hire or procure. Thus, this article is keen to mention that the one of the best way that could be used to hire talent is through online networking such as LinkedIn which has a benefit of gauging more employees. It also records that the firms and organizations are supposed to be used in networking must have the institutional ability and capacity to overcome the challenges of bureaucracies which may be a hindrance accordingly. In brief, this source is express to outline the appropriate interviewing skills that ought to be used so as to hire the best talent in the market. It is my reasoned judgment that this is a good source since it explains modes and avenues which ought to be used through online agencies so as to hire the best talent. FARAGHER, JO /Record Retention: Tasty Caterings Team Spirit / HR Magazine; Apr2014, Vol. 59 Issue 4, p38 This source and is so express and articulate since it mentions the modes and modalities necessary for effective retention of employees in any organisation. It is also keen and imperative since the exposition and articulate firm or any organisation which cannot retain its best brains would not succeed much. The success of firms is usually pegged on the ability, skills, talents and acumen of the driving workforce. It is squarely the business and duty of the human resource department to devise ways and means to retain such brains and talents or skills. As a hypothetical case and instance, it profiles or uses the instance of the Firm Tasty Catering as a reputable organisation which has succeeded and scored well in the perspective and approach of retaining employees. It is articulate and proper to mention that the source mentions that organizations or firms should share their financial information and other relevant aspects with the employees to keep them in the know. It also records that no privileged information should be kept or hidden away from the general workforce. At the tail end, honesty and transparency is a factor that would enable the employees to feel valued and appreciated. Thus, the objectives and principles suggested by this source would be valuable. SEEDS, DENNIS /Workers, wages and wellness/ Smart Business Cleveland; Aug2014, Vol. 25 Issue 12, p40 This source majors by compiling the contributions and opinions of other executives and business leaders on their success of business and organizations have occurred. The irreducible minimum is that these chief executives and business leaders have recorded successes and or avoided failure in their various organizations and businesses. Accordingly, this article records and mentions notable executives such as Lauren Rudman, Angie Kish and Lisa Logan who give their opinions on the issue. To begin with. The Cleveland society for Human Resource Management is keen and express to mention that the human workforce and the skills of the personnel are the success behind the business. He also mentions that a business plan or vision remains just that as long as the working personnel or the human resource department is not as qualified or talented enough. Accordingly, most of these business leaders and executive mention that their companies have been strong and have grown since their human resource strategies and department by extension have devised long term programs. In brief, this is a beneficial and useful source because it builds on the successes and failures of other ventures and organizations in the world, thus we could use such benchmarks to forge new paths and ways ahead. Fadavi, Mohammadreza; Baqi, Ali /A study on the effects of human resources strategies on the organizational performance: Evidence from Pharmaceutical industry / Management Science Letters; 2014, Vol. 4 Issue 9, p1943 Expressly, this article and source records the ways and means that ought to be taken so as to better and improve the productivity and output of an organisation.  It also explicitly mentions that the success of a business or any organisation in the world is as good as the human resource strategies that the firm or organisation employs. As a research, this source inquires and delves into the roles and duties of human resource department in an organisation. Subsequently, it says that it is the role and duty of the human resource department to hire or fire the employees and staff members of any organisation based on irreducible minimum of merit. Intuitively, the main argument and principle of this source as a research material is to seek ways and means of recruiting the best, most competent and most skillful employees who would push and establish or accomplish the goals of a firm. Before people are hired, the source advises that the recruitment process ought to be thorough and critical by ensuring that only the best people get employed or hired. As a strategy, it records that recruitment should not be pegged on any other thing other than merit. I thus find the arguments and principles outlined in here to be relevant to the subject matter. Hong Fang; Hongmin Zhou /Discussion on Strategies of Development and Application of Human Resources. / Asian Social Science; Mar2010, Vol. 6 Issue 3, p12  This source on its part express and suggests the various ways through which an organisation may develop and increase or better its human resource aspect and notion. To begin with, it records that a firm through the top executive and management may seek for training and development of the human resource personnel through programs such as refresher courses. However, the courses should be pegged and guided by the relevance and need of such a course on the life and productivity to the whole organisation. It important to note and mention that this source is expressive and focuses on the Chinese society and how it has been faced with the issue in the form of a challenge of human resource. It then further says that China as a society has in the past failed to articulate and take up requisite chances in the line of aspect of developing their human resource repertoire. However, the author of this source maintain that china ought to have pursued human resource development avenues and measures. I am of the humble opinion that this source is beneficial because it explains the various means and ways of bettering and improving the capacity of the human resource department or team. Madapusi, Arun /Aligning International Business, Human Resources & Information System Strategies/ Proceedings for the Northeast Region Decision Sciences Institute; 2008, p271  This is a research source or text which is very direct in its implication and findings, detailing the importance of a viable plan by the human resource department of any organization. It stresses on the fact that a superior or higher level of outcome or productivity could only be achieved by a firm is the human resource strategic plan is implemented and met within the stipulated frameworks of action and times. It goes ahead to outline and mention the importance or use of aligning or streamlining the operations of the human resource department with the information system of a firm. Information system encompasses both the human and non-human aspects of the firm such as machines and computers. This is to say and mention that the outcome and objectives of a firm must always be linked or streamlined with the technical abilities and technological awareness or situation of a firm. Subsequently, this source goes ahead and further to mention that managers of and the executive wing of a firm which is concerned or is involved with information systems must link and share their objectives with the human resource strategies and department by extension (Union, 2007, p.11). It is my reasoned view that this is a useful source because it introduces a new and different perspective to the life and issue of performance of a firm based on the human resource strategies. Conclusion The above essay has mentioned and articulated the reasons as to why some of the leading firms in the world have always recorded success and growth relative to their human resource policies. The irreducible minimum and point of inclination is the fact that most of the organizations and business have stable, objective, realistic and ambitious policies and programs in the human resource department and perspective (Ugboro & Obeng, 2000). Accordingly, the HCT as a college and an organization for that matter could use some of the tips and arguments that have been fronted by other researchers and thinkers. In brief, the essay has expounded the thoughts, arguments and ideals of other thinkers and researchers who used sound policies in the human resource aspects to achieve and realize excellence. References Caldwell, Alan /Shifting Global Currents/ HR Magazine; Mar2014, Vol. 59 Issue 3, p72 Caldwell, Alan /The people and organizational development team, Dorchester Collection/ Caterer & Hotelkeeper; 12/5/2014, Vol. 204 Issue 4854, p101 Hong Fang; Hongmin Zhou /Discussion on Strategies of Development and Application of Human Resources. / Asian Social Science; Mar2010, Vol. 6 Issue 3, p12  FARAGHER, JO /Meet your next executive assistant/ People Management; Aug2014, p24 FARAGHER, JO /Record Retention: Tasty Caterings Team Spirit/ HR Magazine; Apr2014, Vol. 59 Issue 4, p38 Fadavi, Mohammadreza; Baqi, Ali /A study on the effects of human resources strategies on the organizational performance: Evidence from Pharmaceutical industry / Management Science Letters; 2014, Vol. 4 Issue 9, p1943 Mello, J. (2014). Strategic human resource management. Cengage Learning. Matchan, Chris /HR pros confident about job security in 2015/ HR Weekly; 1/12/2015, Vol. Issue 2, p1 Madapusi, Arun /Aligning International Business, Human Resources & Information System Strategies/ Proceedings for the Northeast Region Decision Sciences Institute; 2008, p271  Raviglione, M. C., & Uplekar, M. W. (2006). WHOs new Stop TB Strategy. The Lancet, 367(9514), 952-955. Sester, M., Giehl, C., McNerney, R., Kampmann, B., Walzl, G., Cuchí, P., ... & Meyerhans, A. (2010). Challenges and perspectives for improved management of HIV/Mycobacterium tuberculosis co-infection. European Respiratory Journal, 36(6), 1242-1247. SEEDS, DENNIS /Workers, wages and wellness/ Smart Business Cleveland; Aug2014, Vol. 25 Issue 12, p40 Union, A. (2007, April). Africa Health Strategy: 2007–2015. In Third session of the African Union Conference of Ministers of Health, Johannesburg, South Africa (pp. 9-13). Ugboro, I. O., & Obeng, K. (2000). Top management leadership, employee empowerment, job satisfaction, and customer satisfaction in TQM organizations: an empirical study. Journal of quality management, 5(2), 247-272. YEDAIN, HASHI /Whos working harder/ People Management; Apr2014, p24 Read More