The globalization effect, the technological developments and the changing dimensions of the labor supply have been highly credited for the changing nature of the work and have implications on the Human Resource Management policies, strategies, and practices. Much literature is dedicated to changing nature of work.
Human resource can be referred to as human capital which can be defined as the intangible resources of time, effort and abilities that workers invest in their places of work. Human resource management (HRM) covers the whole gamut of practices and knowledge that illustrates the work environment and regulates employment relations.
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The author states that in order to take advantage of the global village that we live in, companies prefer to either merge internationally or acquire some other firm in another country. Despite the advantages of international mergers and acquisitions, it has been a questionable prospect since it requires understanding cultures, laws etc.
Against this background, the aim of this essay is to discuss and evaluate this assertion with the aim of appreciating the theoretical functions of HRM in the running of the day to day activities of the organisation. The discussion will also encompass the critical evaluation of social, cultural, and environmental influences on HRM policies.
The author states that the concept of employee rewards is a complex framework that reinforces the interplay between different aspects of organizational behavior other than the financial perspective. Employee resourcing is concerned with equating business goals in terms of resources as per the forecasted work.
Human resource management is simply arranging and grouping, and assigning duties to the workforce a company has in such a way that production processes are made efficient and ultimately productive. Human resource development means all processes of selecting and recruiting and motivating the employees.
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The author explains that as a solicitor, the author’s contribution to the organization and to customers as a member of a team will be greatly important in solving problems and fostering cohesion. It is also essential to work together with other people from other departments and disciplines to help create a more effective team for an organization.
Determination of the legal rights to support her claim is made through the use of applicable laws. For instance, although she was dismissed, what kind of claim can she file when the one-year continuity of service does not apply to her. Or can she avail of a claim for direct discrimination or indirect discrimination?
The sample will be collected on a sample of people who work in the company. The data collected will be conducted using a questionnaire and from the results of the study, the findings suggest that good quality of work environment for the staff contribute to the better achievement of goals and objectives of an organization.
Client Interaction Trainings: This is am important training which should be provided to employees within a company. In a job like the one that is being discussed here, it is essential that the individuals understand the fact that they would need to be dealing with people and a very important issue of the funds and trades.
Last, HRM needs IT for its capability in measuring and communicating the performances HRM practices to need to learn and track: HRM executives and practitioners have long faced skepticism of not being able to prove that people are the most important asset to the firms, nor why HRM is the key to a firm's success
The second study places emphasis on North Bedfordshire Mental Health Trust. This mental health institution includes a hospital that serves both inpatients and outpatients. Their main priority is to provide mental health care for children, adults, and the elderly; help these individuals with their learning disabilities, and take on specialist work.
This paper presents a human resource case study involving volunteer workers who begun displaying a lack of professionalism and work ethics after the first few days on the job. It had been observed that the problem revolved around the formation of the psychological contract that both the manager and the workers failed to establish in the early stage of employment.
Johnson & Johnson companies encourage employees at all levels to develop their leadership skills and career. To supplement on-the-job development, they provide extensive and globally accessible training & development through options such as e-learning, traditional classroom training, and blended learning
This paper will begin with the statement that a candidate is required to have a certain level of competency if he has to perform a job successfully. If one can identify the required level of expertise to execute any job, then by cultivating over all those aspects it becomes easy for the person to alter his level of competency with the purpose of performing that job.
The author states that the issues emanating from the fact that Fantasia has up to this moment been operating solely in the American market and so the European extension is a totally new frontier. The chief concern here, in the context above, is limited to matters of employees required to work in the new Bordeaux branch.
These provisions affected the way I dealt with Aldrin in the sense that I was more conscious of his rights and of the standards of practice that should be applied to him. I learned that these policies can be used to both me and the client’s advantage and they ensure that I am not violating the legal provisions and the standards of practice
As the text has it, key players in the market and competition continue to increase in number every year. It is in this regard that companies are beginning to look forward to their competitive advantage in the market and one way to obtain it is to be able to provide the best working environment.
This report will focus on human resource management in both Singapore and Bangkok, Thailand. This will examine the positive and negative attributes of both while defining which system will work more effectively for the expansion of a business at an international level.
Unfortunately, sexual harassment has very negative effects, not only to the victim and the harasser but also to the organizations at large. Effects to the victim include low work performance, loss of career or income, public scrutiny of personal life, subjection to gossips, public sexualization, reputation, and character defamation
With its major operating offices in Houston, Texas, Shell Oil Company has an approximate number of employees of 24,000 and net revenue of US$ 2.147 billion. Shell Oil Company, in addition to its share equity firms as well as consolidated companies, produces both natural gas, oil, and is one of the largest natural gas and gasoline marketers.
It is of primary importance and value to understand the cultural factor, without it, it would be a blind sail and blind working. Cultural knowledge serves as the guideline and strength towards overcoming any obstacle that may be faced in the longer run. It enables working according to the need, which is the will and taste of people.
Apart from the confidentiality principle, an accountant has other responsibilities. For instance, an accountant has the responsibility to avoid neglecting the third party. An accountant’s liability to a third party ensures that the client does not assume giving important information to a third party
Good interpersonal communication is essential to clients, families, and significant others because it can lead to the effective and efficient attainment of their personal and group needs. Clients use good interpersonal communication skills to express their thoughts regarding their healthcare conditions in making healthcare decisions
The advantages of distributed leadership are considerable, especially in the context of the changes that are taking place in the Fire and Rescue Services, because it employs distributed cognition, which is a process of making sense of a situation by incorporating both action and artifacts into a single whole
IBM Corporation is a multinational company that generates multi-billion dollar earnings from the vast products, services, and solutions that they offer. They are employing hundreds of thousands of people in their business hubs and offices making adjustments to the current compensation and benefits plans rather difficult to review and implement.
This is mainly achieved through mentorship, which involves the transfer of knowledge from an experienced person to an employee with little experience in a particular profession. According to Lacey, (1999 p. 9), “the mentor uses their greater knowledge, expertise, and experience to help the mentee develop their own skills”.
The existing experienced staffs, who will a good idea about the needs of SW, will help in recruiting apt employees. Also, the existing employees who get the opportunity to contribute to the selection of their team members are also becoming more committed to helping them succeed, thereby improving themselves.
In this particular case, the learner will come face to face with a learning system that can be used in an organization, for instance, sharing ideas. First and foremost, it has to be assumed that an employee who on the other hand is also a learner in an organization knows the reason why he is part of the organization and learning.
Human resource management (HRM) is considered as an all-embracing terminology that encompasses a plethora of approaches to managing employees effectively. The context of the paper requires defining an employee.
Population ecology ensures the firms that are structured in the best way are likely to adapt to the new and changing environment. The organizations that survive stand as the model to be followed by future organizations. This creates a new species of organizations designed to meet the requirements of the new environment.
The potential sources of risks have not been identified while scheduling the project, and if they have been identified, no or insufficient measures have been taken to mitigate the risks and more importantly, turn them into opportunities. The political scenario of the country in which the project is located is unstable. The involved parties may not be able to complete the project.
Organisational downsizing has often been in the form of acquisitions, mergers, and closures. Downsizing, according to Band and Tustin (1995), is “one tactic within a corporate strategy for shifting the organisational structure from what it is now to what it has to be in order to sustain competitive edge and satisfy customers’ needs”.
Researches on the subject have concluded that leadership styles determine the levels of safety in an organization. Studies have also revealed that most workplace-related injuries result from ineffective leadership strategies. Most organizations in the modern business environment are concerned with production and efficiency
The analysis has resulted in a realization that employees are not best used when all we want from them is performance. Performance must always go with a very level and sense of will for the employee. For employers to be satisfied with their employees, they must first ensure that their employees are satisfied with them
Adidas Company can only achieve its goals and objectives through effective and efficient management of the human resources that eventually lead to better performance. The expected outcome from good management of the workforce includes cooperation, competence, commitment, motivation, and satisfaction.
The McKinsey 7S frame work explains the positive role of strategic business management in enhancing the efficiency of business enterprises. Several lessons related to strategic human resource management can be learned from the experiences of some important international business houses like PepsiCo Ltd, USA and Euro Disney, France.
The previous section highlights that notwithstanding the Labour government’s attempts to address the imbalance caused by Thatcher’s anti-union legislative agenda, in reality, the market liberalization policies of New Labour have contributed to a continued decline in union membership and collective bargaining, particularly in the private sector.
I learned that personally evaluating one’s own leadership is fundamental to leadership development, because “specific awareness is the first stage to change” (Cook, Macaulay & Coldicott 2004, p. 181) As I have experienced firsthand, self-assessment made me realize the areas that I have to change, to improve, and to learn.
Traditional research can also ask for the perspective of health professionals and even patients in the research process. However, in contrast, nontraditional action research can do a lot a more: workshops can be held in which each of the participant cross-validate the opinion forwarded by their fellow workshop participants.
Today, workers want more flexibility and mobility as compared to the previous years. The increase in the Web 2.0 tools at the workplaces is contributing to the erosion of boundaries between social and work life. The technological developments, web presence and social media contribute to the blurring boundaries between work and home.
Although this is not the case in all situations, the two terms have become so interchangeably used so as to oftentimes blur the definitions. It is important to understand that a great deal of the goods and textiles that are produced each and every year by sweatshops serving large multi-national companies are indeed produced by child labor.
It should also be noted that organizations have defined their culture of operations based on the leadership in place. As a result, every organization is distinguished from another based on leadership strategies in place. At the same time, the organization strategies and methods of operation dictate the type of leadership in place
The author states that the goals and the objectives could better be achieved if the people resourcing has a good know-how of the objectives, strategy, goals, policy, system, and procedure of the corporate. This would help in maintaining a good balance and will devise a good strategic plan when and how needed by the people resourcing.
The business case for diversity has focused on the premise of finding those individuals who are more suited for the respective job positions and hence have asked for the employees to be a part of the larger ballgame of working to good effect where their strengths could produce solid results for the organization.
According to Gilbreath (2008), creating strong HRM policies requires creating a strong psychological environment in which employees can thrive. Such an environment requires conducting stress audit, monitoring the work of the environment, matching people and work environment and using teams of employees and researchers to study the work environment.
The very essence of diversity is variety. With variety comes different options and alternatives open for an organization in their quest to achieve organizational goals. An appropriate match of the organization’s resources is required to ensure that a maximized level of business performance is achieved.
Other people management activities that can be included within the functions of HR department are providing a good work environment, safety and security at the workplace, implementing health care practices and benefits for employees and their families, and involve in conflict resolutions and other people issues through counseling and support.
According to the text, 21st century has globalized interactions making business communications and transactions quicker; it has not only increased market demand but has made it more complex and multifaceted; it has stiffened competition requiring innovativeness and flexibility in organizations.
Moreover, training and empowerment programs are conducted in Ritz Carlton on an annual basis which may last minimum 21 days. The article Organizational behavior (2007) mentioned that Ritz Carlton provides specific training for specific jobs and it is designed and delivered by the five best employees called 5-star awardees.