Human Resources Essays

Personnel selection is one of the most important Human Resource Management functions and effectiveness of this will have a significant bearing on the overall success of the organization. In today’s globalized market place, with opportunities for transnational employment and free movement of labor, high caliber human resource is no longer a freely available and easy to access factor.

The author of this paper presents these workers will normally be apportioned into different departments for a better arrangement or streamlining of work. These workers or employees will be apportioned into different departments or roles according to their educational qualifications, experience, skill, knowledge, etc.

The international business makes work continue 24/7. Many employees are to be constantly on call. This opportunity has been provided by advanced technologies. Today people may work from their homes, cars, even being on vacation. And many managers expect that. Most people know that if you want to make a career you should spend more time at work to achieve and exceed the expectations (Mayo Clinic 2006). 

It also takes assessing one’s talents, skills, and propensity towards a certain calling. Externally, one needs to evaluate the kind of work conditions, environment, and compensation which he will have to live with, in carrying out his tasks on the job. He will also have to look into possible directions for his career path.

The author states that the term ‘Leadership Style’ has been defined above: It is how a person takes his team forward to achieve goals. This is the simplest definition of a layman. Good leadership is what makes effective management. Leadership has many functions that bring the team closer to its goals to carry out.

As a real estate investor, LL necessarily had the expertise as well the considerable capital to maintain its operations. Louisa Martin, who is the chairwoman of LL traveled with Marco Li, its senior adviser, to Asia in March 2003 for two purposes: one, to scout for various direct and indirect investments available in Asia.

The effectiveness of HRM is the key to the success of any organization. The role of HR has evolved from functions like recruitment and selection, training and development, employee benefits and compensation, performance appraisal, and motivation techniques. Most organizations today have a specialist division in charge of formulating and implementing these policies and procedures.  

All research participants remain anonymous and this was explained before and after all activities, to ensure effective involvement and discussions of participants and their anonymity (Beattie 2002). Umbach (2004, cited in ReStore, 2010) highlighted one issue pertaining to online surveys, namely spamming that results after subjects take part in online surveys.  

In order to gain a definite diagnosis for her condition, Ms. Reed was referred to an ophthalmologist who explained to her the seriousness of her condition after looking at the reports. The role of an ophthalmologist is to prevent misdiagnosis and mismanagement. The ophthalmologist explained different options to Ms. Reed regarding her eye treatment in a manner that was clear and understandable.

Some of the major ways that organizations are using to maintain a productive and motivated workforce clear job descriptions, job analysis, and benefits programs among others. Similarly, extensive training is offered in order to enhance the employee’s performance thus improving the productivity of the entire firm.

Perhaps this behavior could be expected by the view of Rosenberg (1993, 21) who stated that “change is a constant in modern working life; since change is inevitable, managers must work to give their staff a sense of control over changing situations”. Through time, the firm’s employees are more likely to accept the proposed changes and participate actively in all aspects of the relevant plan.

HRM rules are generic and implemented by any international company worldwide to make rules and regulations for the employees. Now the loopholes come when the employees by using their countries Labour law, which might be giving relaxation and short cuts compared to the companies HRM rules. So the company has to make amendments in the HRM policies by keeping in mind the targeted country’s Labour Law or else the employee would be benefited.

During the last twenty-five years, research on women and employment has focused significantly on gender segregation: which is the fact that the majority of women tend to work in occupations that are dominated by women, and men in ones that are dominated by men. Gender segregation has been shown to be directly related to inequalities in pay, career prospects, and employment protection.  It has proved to be one of the most important and enduring aspects of workforce inequalities as compared to race or class differentiation.

Thus a company can move from a position of stability to one of a completely unstable stance as it acquires different means of gathering the market and its driving factors that come along with it. The firm has to change its position with the changing times otherwise it will literally vanish away from its competitors and more so the customers, for which it actually exists. 

Non-profitable organizations may have a different goal of improving the standards of living of a community and hence may not use employees as a means to an end, which according to Kant’s theory is ethical. On the contrary, if a company has to make profits, it has to ensure that competent employees are employed to help it maintain competitiveness.

The period 1890 to 1945 saw the most important developments in the role played by collective bargaining and trade unionism. Even prior to the 20th century, there were significant pieces of legislation passed that impacted the legal obligations between employers and employees, such as the Employers Liability Act of 1880.

The customers who come to the hotel for accommodation, conferences, and food services all come here for the quality of services offered. For them, the value does not have to translate to low prices. Therefore the management and workforce at the Intercontinental are always on their feet to ensure that the customers’ needs are all met.

Emotional Intelligence is a strengthening factor for any employee in an organization. It means to be in control of one’s emotions and therefore being focused on the goal and clear about one’s course of action. Somebody who is emotionally intelligent and handles a situation effectively in both rough and calm times would prove to be a great asset to any organization.

The company should apologize if anything goes wrong n its behalf. It is simple and customers will appreciate it. The customer may not always be correct, but the customer must always succeed. Take care of difficulties straight away and let customers know what you have done. Make it convenient for customers to criticize.

Greg Smith, the owner of GS Plumbing, has his issues with bookkeeping and is unsure of the breakdown of his workload. He thinks that some of his employees are unofficially working after hours and collecting cash for their services, but he does not want to speak to his employees in this regard as he feels their morale will get affected with such accusations.

Human resource management (HRM) practice has growing significance in the corporate world as it has been identified as one of the central contributing factors of organizational success. Human resource management or simply HR can be defined as the management of the workforce or the human resources of an organization. Human resource management is a strategic and coherent approach to the management of an organization’s most valued assets.

Researchers attempted to find specific characteristics that distinguished leaders from other group members. In fact, there is a great deal of evidence that the trait approach is flawed. Studies have shown that leadership ability differs among tasks. Thus, we cannot believe that leaders are consistent across different circumstances.

Evaluate Mike’s proposal and advise Helen as to how she should proceed. The present paper wishes to present some of the issues that are involved in setting up an offshore facility in Turkey that has the same organisational management systems and practices. It is

In accordance with the above, organizational resistance can be both positive and negative for the organization. However, regarding the issues already examined, workplace resistance tends to have a negative impact on the organizational performance causing delays on the performance of employees and reducing the firm’s profits. Only if the manager has the appropriate competencies, this resistance can be transformed into ‘positive’ power.

This portion appears to be asking for two kinds of response::  One, on the barrier to change (First sentence).  Two, on likely barriers to implementation (in parenthesis)  These are not the same questions.  However, to accommodate, TOPIC 1 presents a general discussion on what is perceived as a barrier to change which is a matter of individual perception on what this barrier is and how the writer would try to overcome it.

These changes have seen some serious strides that have been made with regards to increasing interdependence as well as mergers and interacting units between people from different locations and companies with diversified interests. With the passage of time, the phenomenon has grown at a steady rate whereby the setting.

William James said: “The essence of genius is to know what to overlook”. The truth is that most people live making constant perceptual errors. Meanwhile, the right perception is key to human relations. Our perception is always based on our previous experience. Gathering information from the outside world we always give our own interpretation to it.

Understandably, we cannot expect the company to immediately close its operations in offshore locations where labor is being exploited and we cannot expect a radical change in the operations of the company to come overnight. However, there are a lot of things which the company can do in the next 100 days.

Understanding the structure can be made easy if the company’s analysts work step by step and collectively. Inlay man’s terms, understanding a structure basically means understanding the path or flow of data and information. There is an example of a textile selling company, here the author would create the structure for the marketing operations.

At the same time, employee retention has been very poor due to the jumping of candidates from one company to another company. Hence the traditional recruitment systems couldn’t succeed in meeting the recruitment needs of the companies. The only solution to this problem is in the form of online recruitment.

Currently, the Army is composed of three components: the Regular Army, the Army Reserve, and the Army National Guard. The reserve components are comprised mainly of part-time soldiers who train one weekend every month (i.e., the Battle Assembly or Unit Training Assemblies), and undergo an additional two weeks annual training.  The U.S. Army is under the leadership of the Secretary of the Army, a civilian.

Thus, recruitment efforts seek to fulfill the needs of both the applicant as well as those of the organisation. From this assertion, Pfeffer (1989) also concurs that companies which are serious about making profit through people ought to “expend the effort needed to ensure that they recruit the right people in the first place.”

The most successful and smartest of firms have responded to this by shifting their base towards using capital-intensive production processes, which are capable of yielding better quality goods at cheaper rates thus adding to the company profits and hence investment funds.

The study and the choice of criteria selected for the study and the conclusions drawn made on the evidence of the observations are on the basis of the importance of the tools in organizations, the Importance of tools in personality life, the importance of tools in organizational development and personal development.

The decision for the provision of the software – related training seminars to specific employees is for this reason supported both in the theoretical and the practical field. For this reason, the argument of the two employees for the existence of age discrimination in the specific HR decision cannot be supported and should, therefore, be rejected by any public authority that would possibly examine the particular issue.

Since the system of quality management is designed to identify gaps in the service and also to follow operating processes and practices that aim to repair these gaps, the quality improvement system must be continuous and ongoing, and it is directed towards identification of opportunities and system problems that demand resolution.

These three selection tools, when combined will yield better hiring results than other mediums or forms of hiring future employees because the first two tools are aimed at measuring skill and knowledge while the third step appraises the character traits of the applicant. It is better to focus on the skill at the beginning of the hiring process.

Organizations maintain some specific cultural traits which distinguish them from other firms and corporations. Organizational culture is the central part of a company’s organizational behavior and is highly beneficial for leadership. It is HRM that establishes and promotes some particular cultural traits in an organization.

Every organization requires to give importance to diversity. A mix of staff within an organization allows the productivity of the organization to improve in a number of ways since there are are a number of different perspectives and different interpretations of problems that can help the organization to move to its goals and improve its performance

The concept of feasibility of working from home is nothing new. It is as old as the human civilization when almost all the business transactions were carried from home. A man prepared all the articles of their use in small villages or townships at his home. The concept, however, got lop-sided after the industrial revolution. 

The purpose of this study is to understand the link between the executive leader’s perception of HR management and the development and use of an HR management system. After discussing the leader’s perceptions of HR planning, the human resource manager is also to be interviewed to discuss the impact these perceptions on the development of hiring, career path development, and retention tools that are parts of the HR management system.

Human Resources Management is one of the most critical departments in a hotel. This is the differentiating factor between a well-performing and a poor performing hotel. The Human Resources Management approaches that are adopted are wanting since this department has proved ineffective in making the hotel compete favourably in the market, which is characterized by high competition.

A company corporate culture is a behavior, acts, belief system, general workplace atmosphere, customs, and tradition of a company is its corporate culture. This paper is an ethical audit of a company doing business in the 21st century that was previously involved in actions that were unethical. The company showcased is Siemens Corporation.

The author of the paper states that proper and adequate recruitment and selection at the subsidiaries of our multinational organization ensures that the business processes and management activities are carried out in a fine manner, a manner that will ensure the sustainability of processes and activities which have been thus undertaken.

The immigration laws need an amendment to facilitate the transition of the legal and the illegal immigrants into either permanent lawful residents or legal temporary workers. There are a number of undocumented immigrants that contribute to the US economy by way of taxes and have not committed any crimes.

That organization in the United Kingdom need highly qualified staff in order to survive in the competitive market cannot be gainsaid. Therefore, most managers do not view flexibility as a contradiction of commitment and quality, but an incentive to better services. In this context, employers shop for staffs that are highly flexible and adaptable.

The paper picks Kenright and Moores, an insurance company based in the UK as its company of focus. This is mainly due to recent developments at the company where cases of sexual harassment and sexism were reported together with a declined performance. The paper further investigates the relationship between employment law and sexism.

In order to be successful in the global context, the organizations need to devise strategies to share work-related information with its offices located in different locations around the globe. Moreover, cross-cultural training needs to be imparted to the workforce along with training in a foreign language to help them operate in the global sphere.

Improving employee morale and satisfaction toward meeting organizational goals is not often an easy task, considering the cultural diversity in today’s rapidly globalizing environments. However, it is considered one of the most fundamental success opportunities in order to find a competitive advantage and meet long-term strategic goals. Some organizations rely on technology as a method of improving employee perceptions of autonomy. 

The author of the paper states that when change is contemplated, organizations are faced with the dilemma of resistance from the employees and this becomes a major hurdle. Therefore, apart from other changes, managements now feel that employee involvement through empowerment takes priority in any change event.