Managing Human Resources - Essay Example

Managing Human Resources Name Institution Task 1 Human resource strategic plan identifies the current and future manpower needs in an organization that will help meet its goals and objectives. It is connected to the general strategic plan of the organization that should be given a specific time-frame. Emerging practices and trends impacting human resource management include factors within and without the business organization that happen to influence the performance and productivity of the current business organizations, which earlier on had no influence on them.New technology impacts all organizations human resource managers as it leads to better productivity if it is utilized well. It helps to deal with competition from industries producing similar goods or offering the same services and helps a company to maintain a position at the top and enjoy a large market share.Changes to legal requirements also should be considered as they are modified after a particular period of time. These policies must be adhered to in order to have a smooth flow of activities in the industry. Human resources philosophies, values and policies and developed to provide guideline to the entire team in an organization on the do’s and don’ts in pursuing the objectives set by the top management in collaboration with the human resource team. Strategic objectives and targets developed by the human resource managers’ help in planning and controlling the manpower available in the organization. Technology can be used to help develop systems to support the human resources programs and practices (Lila & Toby 2008 p. 326). This can be done by specialists who can handle these systems as they track the performance of the organization . Question 1 The aspect of ‘going green’ is in businesses as most companies are aiming at recycling and using resources that do not pollute the environment. Also, the shifting of demographic where new generation of workers that have graduated from colleges may not interact with the old generation in the workplace as they have different cultures of working and socializing, for instance, the new generation may embrace technology without struggle compared to the old employees.The management strategies are also bound to change because the current employees are after balanced work-life practices where one would prefer flexible programs to work from home and give better results than being manned by supervisors in the company (Xiaoya, Janet& Zhiyu 2012 p. 61).Likewise, new technology in the industries have to be appreciated and innovative minds encouraged in order to compete well with other industries and increase productivity level. Question 2 This involves the strategies set to ensure future staffing needs are met without affecting the productivity of the company. It involves considering issues that may arise in future and planning for them, for instance, how to replace employees that will retire or leave the organization, how to fill the positions left or how to prevent the staff from leaving. Question 3 Out sourcing can be done if specific skills are needed in a company which may not be available at that moment. It can also be done if it is less costly than training or employing new members. If the workload increases for a short time then subsides, more workers may be needed to save the situation. It helps to develop internal staff of an organization where they will learn and develop a new set of skills in the course of working with the outsourced team. The outsourced team will also help in risk management and continuity especially if members of a company become sick or if the workload hits a peak at specific time which the available team could not manage. It also helps in creating staffing flexibility where people can be brought to work out a specific task and leave after it’s done. This can save overhead costs that would be incurred if one would be employed only to work for a short period and expect payment even when not working (Sunghoon, Patrick& Zhongxing 2011 p. 58). Question 4 Seeking the views of stakeholders priorthe development and implementation of policies and practices to meet the needs of an organization. Providing a realistic, time-conscious service to the staff and other clients of human resource displaying their strategic vision and pragmatic advice and support Developing human resource policies, guidelines and codes to ensure common standards prevail both in the micro and macro environment of the business organization. Question 5 Job analysis and design which involves the systematic investigation of the tasks and responsibilities of the jobs in an organization Recruitment and selection of new employees who are qualified for particular jobs in the organization (Salih et al 2010 p. 202) Human resource planning which deals with human labour demand and supply, ensuring job-to-employee balance to avoid labour shortages or surpluses Question 6 Company’s vision and mission should be incorporated in the plan, performance development plans to aid in maximizing productivity, strategies for attracting better and skilled employees, recruitment plans and strategies, remuneration rewards to motivate workers and an efficient workforcestructure to run the organization. Question 7 a. Equal Opportunity is a law established to protect employees from being segregated in the workplace due to race, colour, religious affiliation, gender and nationality (Dahlia 2003 p. 94). This was to increase the participation of everyone in the job area. b. Age Discrimination Act 2004 prohibits employment discrimination against persons of a particular minimum age and allows one to be hired, promoted and to enjoy other benefits other staff members are entitled to. c. Racial Discrimination Act 1975is an Act that prohibits the treatment of a person less fairly because of race, nationality or ethnicity (Jia, Holly& Thomas2008, p. 28). It aims at ensuring that everyone is treated in the same way in an organization without segregating one due to race or colour. d. Disability Discrimination Act 1992is an Act developed in Australia that is related to other discrimination Acts in the world aiming at eliminating discrimination due to one’s disability in work places, educational institutions and in other social institutions. e. Human Rights and Equal Opportunity Commission Act 1986is an anti-discrimination legislation that bans discrimination on any base like nationality, religion, ethnicity, age, gender, medical record, or any disability among others. f. Sex Discrimination Act 1984 is an Act in the Australian parliament that has banned discrimination based on issues like sex, relationship status and also aims at acceptance of intersex status Question 8 It helps to make decisions that will help in making the future happen by attaining the targeted goals having the end or results of an idea or business model in mind. It also helps to increase the profitability and the market share of a company by analyzing the consumer needs and using the organizations strengths that benefit the business (Dahlia 2003 p. 96). It acts as a motivator and leads to job satisfaction whereby employees have a reason of working hard as they know what they are targeting and the time frame for them to achieve the purpose. Strategies enhance development of a unique differentiation that boosts the company’s competition and gives them an advantage over similar industries. Question 9 Specialist in market research and analysis, specialist in hiring and recruiting staff and employees, specialists in accounts and financial matters, specialists in developing a system of monitoring performance of staff members Question 10 This is used to analyze the macroenvironmental factors affecting a business organization. It stands for four aspects that scan the external macroenvironment in which the business carries out its activities. It’s an acronym for Political, Economic, Social and Technological factors. Political factors include government policies and legal regulations that an organization must adhere and operate within. Such include trade tariffs and restrictions, tax policies, employment Acts and environmental laws among others. Economic factors affect the purchasing power of consumers thus directly affects the profitability of a company (Wesley et al 2012 p. 151). Such are interest and inflation rates, exchange rates and the level to which the economy of a country has grown. Social aspect covers the demographic and cultural issues like age, population growth and their tastes and preferences to mention a few. Technological factors on the other hand affect the production and operations of an organization including research and development, rate of technological change and automating equipment for efficiency and for better productivity. Question 11 Political factors include consumer protection Acts, environmental laws, health and safety regulations, regulation and de-regulation Acts and employment Acts. Economic changes are inflation rates, interest rates, economic growth level, exchange rates, labour costsand impacts of globalization. social factors are consumer behavior patterns, tastes and preferences, lifestyle and class, level of education. Technological aspects are research and development, emerging technologies, technology transfer, automation and challenges posed by technology. Question 12 It provides direction and ways of dealing with problems that may arise where the members will know how to proceed when dealing with the tasks allocated to them. It enhances accountability where each employee is allocated some task to accomplish and this in the course exposes employees’expertise and reliability in specific tasks in the process of ensuring that the project is finished in time (Anthony, Pauline&John 2011 p. 15). It puts resources into better use and eliminates the chances of discontinuing a project due to lack of or due to inadequate resources. Question 13 I will consider the kinds of people to manage by considering the organization’s structure, culture, and the manpower available and develop a system of programs to train, develop and retain experienced members in the organization. Payment and rewards system shall base on one’s performance, productivity and total output. Question 14 Recruiting and hiring new employees in an organization who have specific skills and expertise in handling the responsibilities in place. Selection of qualified candidates for handling different jobs in the organization ranging from their personality types to their productivity in the workplace. Orienting new staff to adjust and acclimatize to an organizations culture before beginning their participation in the executing the responsibilities mandated to them. Performance evaluation to assess worker’s performance in the company so as to achieve their organizational objectives (Marion 2012 p. 38). Training and developing the members in the job arena they are placed in the organization to enhance and improve their productivity. References Anthony M., Pauline S.&John B. (2011).Multinational enterprises in Australia: Two decades of international human resource management research reviewed. Asia Pacific Journal of Human Resources, 49, 9 - 35. Dahlia B. L. (2003).Symposium: Human Resource Management in Nonprofit Organizations. Review of Public Personnel Administration, 23, 91 - 96. Gitika S., Timothy B., Pauline S., John B., & Anthony M. (2013).The impact of union presence and strategic human resource management on employee voice in multinational enterprises in Australia.Journal of Industrial Relations, 55, 621 - 639. Jia W., Holly M. H., & Thomas, N. G., (2008). Exploring the Strategic Role of Human Resource Development in Organizational Crisis Management. Human Resource Development Review, 8, 22 - 53. Lila L. C. & Toby M. E.(2008).INTEGRATIVE LITERATURE REVIEWS:Human Resource Development and Project Management: Key Connections. Human Resource Development Review. 7, 309 - 338. Marion F. (2012). Strategic Human Resource Management in Germany: Evidence of Convergence to the U.S. Model, the European Model, or a Distinctive National Model? AMP, 26, 37 - 54. Salih K., Zeynep K., Ibrahim I., & Lutfi B.(2010).The Human Dimension: A Review of Human Resources Management Issues in the Tourism and Hospitality Industry. Cornell Hospitality Quarterly, 51, 171 - 214. Sunghoon K., Patrick M. W., & Zhongxing S.(2011). Human resource management and firm performance in China: A critical review. Asia Pacific Journal of Human Resources, 48, 58 - 85. Wesley R., Charbel C. J., Leandro L. M., Walter L. F., & Jorge H. C. (2012).Building Sustainable Values in Organizations with the Support of Human Resource Management: Evidence from One Firm Considered as the ‘Best Place to Work’ in Brazil.Journal of Human Values, 18, 147 - 159. Xiaoya L., Janet H. M., & Zhiyu C.(2012). Strategic Human Resource Management in China: East Meets West.AMP, 26, 55 - 70. Read More