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Human Resource Management and Organizational Outcomes in the Modern Corporate environment - Thesis Example

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The object of analysis for the purpose of this paper is organizational management as the four-function based approach to managing the work environment in a business organization. The four functions that a manager has to perform in this environment will be analyzed…
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Human Resource Management and Organizational Outcomes in the Modern Corporate environment
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Download file to see previous pages According to the findings, it can be said that organizational leadership, culture, and goals play a very significant role here. It’s common practice to construct contingency theoretical and conceptual management frameworks in controlled situations. Thus this framework would encompass a series of endogenous and exogenous variables such as management related conceptual paradigms – management process planning, Human Resource Management (HRM) function, leadership roles, work schedule preparation, quality management function, marketing planning, and other related functions. The subsequent framework would engender a theoretically determined structure of aims thus bringing up and addressing related issues. HRM according to Armstrong “is the strategic and coherent approach to the management of organizations most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business” (Armstrong, 2006). HRM involves such tasks as recruitment, training & development (T&D) of skills, employee relations, retention and motivation strategies, workplace culture and delegation of power, authority and responsibility. The cultural diversity of the workforce in modern business organizations against the backdrop of globalization has attracted the attention of many researchers and analysts. Multicultural workforces in the context of the modern business organization have been studied with specific reference to international Human Resource Management (HRM) practices. Thus a far more strategic significance is assumed by its country-specific and organization-specific contexts than any other dimension (Silber, & Kearny, 2009). Against this backdrop the structural processes, international HR management practices, Multinational Companies (MNCs) and their cross border operations, cultural diversity of workforce, mergers & acquisitions (M&A), Training & Development (T&D) of staff, skills management, industrial or employee relations, gender-related issues in multicultural organizational environments and a host of other issues that are applicable to international HRM environments’ have to be studied. ...Download file to see next pagesRead More
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