Human Resources Essays

I had heard through the grapevine that this person was about to be called to the big office very soon if their performance did not improve and if they did not start following the rules of the company. I knew I had to step in and help the person before he was blindsided by the idea that he was safe in his conduct. 

With empowerment, the organization has to ensure that the job that the employee is given matches his capabilities. The employee should not feel overworked. There should be appropriate compensation and bonuses etc. so that he feels that his work and his salary are justified (Bowen and Lawler 1995, p.73-80). 

Some people thrive in group tasks, yet others feel threatened by having others in their groups. The group/team leader is responsible for creating a conducive environment in the group for the accomplishment of tasks. The group leader decides who gets to be in the group, what activities should be performed by which member, etc.

The authors further concluded that those changes that were linear, meaning developed sequentially from the obvious without in-depth understanding, resulted in failure. The successful were the ones that were complex and dealt with accordingly. The authors also accepted the fact that this study was limited in nature.

Maslow was the inspiration for other theorists who expanded and modified his ideas, leading to sophisticated ideas regarding these issues. This discussion briefly assesses Maslow’s motivation theories before examining theories by Herzberg, Alderfer, and Vroom and others while relating their respective usefulness.

Job satisfaction as an integral part of the employee successful performance at work has become a subject of acute attention only recently; simultaneously, only a few firms (organizations) were able to apply its recommendations and strategies to their activity. Job satisfaction should be taken as the opportunity for the organization to easily improve its general performance.

Employee retention is a critical human resource management practice and is crucial for an organization which aims to maintain its growth and prosperity in the future. Employee retention is one of the most persistent and difficult problems managers have to face in all industries and all locations (Carlaw, Deming& Friedmann, 2002).

The transformational leadership style has four components: charisma or idealized influence, inspirational motivation, intellectual stimulation, and individual consideration. Transformational leaders tend to go beyond what is happening around their environment since they have the ability to implement new ideas all the time.

It was crucial to design a questionnaire that would fit the frame of reference of all the three classes of employees who would respond i.e. the engineers, the technicians, and the filed workers. In this regard, a number of questions had to be revisited and edited in order to fit the individual requirements.

In conclusion, the individual in the workplace needs to be innovative in the sense that, he/she should not wait to be told what to do but should take initiative and be the first to do something in a manner that is right. Also, he/she should be creative and able to come up with new ideas to make the organization a notch higher.

Various literature is pregnant with different research methods to be used for diverse proposals. There is a scientific method, wherein a scientist or pseudo-scientist investigates and develops. Our research proposal which involves the introduction of e-learning as a tool for HRM in banks cannot consider this for obvious reasons.

Two main problems that the human resource department is facing are workplace diversity and work-life balance. Those days are gone where HRM follows a reactive approach to the human resource problems, in the present era decisions have to be taken beforehand and so there is a high demand for SHRM. SHRM analyses the external and internal market environment, the threat and opportunities and the core competency of the organization.

This helps in determining their motivation to work in their positions and their overall job satisfaction. For an organization to achieve high job satisfaction, it must motivate the employees first. This shows that there exists a connection between motivation and job satisfaction exhibited by the employees. 

In the context of the U.S of America also grip of federal laws over unequal treatment of women has become stronger. Perhaps, it is due to these reasons participation of women and the process of gaining their rightful claim in workplaces have increased to a greater extent than that of the previous times.

Reflective practices and exercise are important tools that are designed to add value to the overall personality of the so that they would be better able to meet the challenges of the time with equanimity and confidence. The art of effective communication is one of the most important ingredients of leadership. 

The strength of the group is in its diversity, and this diversity can be most explicit when the vitality of the group is continued, where communications are fostered, appreciations are mutual, hopes are consistent, and pride is an asset. The leader is a facilitator of these through maturity and generativity. 

New perspectives of the organizational theory have broadened the horizon of organizational research and methodology. The main objective of the new perspectives of organizational theory is to provide a comprehensive understanding of this complex organizational structure. This essay looks into the relevant issues including the physical structure of organizations as well as their culture and power.

Leadership has become an important topic for researchers specializing in shaping organizational success. Petroleum Development of Oman (PDO), the leading oil production company in Oman, is a major contributor to the country’s economy. However, recently, PDO has been experiencing a decline in oil production.

Companies should look into their current employee programs and should make sure that strategic recognition programs play a huge part in their human resource development strategies. Through such programs, it can be discovered that employees can be lifted from their ‘recessionary rut,’ which is an inevitable situation.

Understanding human nature is very essential in order to motivate and lead them. The exercise indicates that I am motivated to manage. From the exercises, I realized that I need to develop my Emotional Intelligence. All the modules indicated that I need to give more importance to people’s feelings and understand their emotions.

The bundle approach strategic fit is the most comprehensive approach that can be used in the organization to bring positive results because it comprises a bundle of other methods. Any organization can use it to increase its productivity. The approach has fewer limitations compared to the other methods. It is the role of HR to come with the best strategic fit that is competitive.

Dell uses performance appraisal in order to specify the strength as well as the weakness of and individual staff so that personnel development plans can be formulated for each and every person in the organization. This will improve the competitiveness of the workforce of the company, which helped them a lot in distinct them that of competitors. This is the reason for the success of Dell Computers over the years. 

Build collaboration as it is the essence of every organization that's greater than the sum of its parts. Many aspects of management foster collaboration, while others inhibit collaboration. Does your performance appraisal process, as many do, create separate goals for each individual that are kept secret from everyone else? 

Meetings cost money and resources. We have seen how managers spend their time in companies in meetings in the performance of their functions.  If meetings are not wisely handled it could amount to grandstanding and they could be just exercises in futility. Meetings, however, have their purposes, which include communication in an organization.

The functions performed by the human resource department were discussed later, then I have elaborated on an important and basic role of the Human resource department that is: recruitment process. I have analyzed that HRM is a vital part of an organization; without this department, we can not be able to manage and process the business issue properly.

After the annual Corporate Planning Session, HR should separately conduct its own Planning Session. This ought to involve key managers, supervisors, and staff in the formulation of HR strategies. During the activity, each HR unit will be asked to draft their own SWOT analysis, including challenges and support requirements.

Human resource management is a sphere where the influence of globalization is evident. On the background of globalization, relations between employers and employees are tending to be similar in Europe. A connection between globalization and HRM is an interesting and relevant topic for discussion. Moreover, there are even considerations about the convergence of HRM practices in Europe.

The role of the HR operations team requires a definition that allows it to provide effective support. Change management processes can be derailed by flawed communication at different levels and by varied perspectives on the actual versus intended outcomes of the process. The ability to mold the larger business intent to reality is largely dependent on a mechanism that allows for an effective flow of communication.

Online recruitment has been used by most organisations in today’s world that use the power of the internet to match the candidate’s skills with the jobs. Online recruitment is all about advertising regarding the vacancies on corporate as well as job sites. It has been effective in getting a greater response than the conventional methods.

Data collected in an organization is of various types and forms. The data collection may depend on the type of organization and its practices related to human resource management. Though there are various types of data namely, qualitative and quantitative, data collected in an organization is entirely different.

Since the main aim is to get the required data for the analysis and objective is to find the effective relationship of HRM with organizational goals, it is advised to follow the guidelines that have been set up. It will provide the conceptual framework to carry the research work. This process makes the work done in a way required by the study.

The present case study examined and probed the soft and hard HRM theory and practice to find out the contradictions in an organization’s claim in their use and practice. It was concluded that most of the organizations claim to be making use of soft HRM when in reality they are more focused on hard HRM.

It is quite vital for the sustainable profitability of the company to have honest approach towards the job. The screening process during the inception of employees will have to be made strict so as to ensure that no anti-organizational elements get into the fleet of employees.

Investment of more time and effort in the establishment and sustenance of healthy relationships with workers keep employers updated on their workers’ progress in both personal and professional areas. Motivating workers can be a challenge for leaders.  However, it is well worth the time and effort in the end, as the workers themselves will bear fruits for the organization.

The human capital theory deals with the efficiency and productivity of human resources. It argues that the investment made on developing the human productivity should be considered as an investment rather than an expenditure. The productivity and efficiency of a worker are not related to race, class or gender, but it depends on the intelligence, attitudes and other cognitive aspects. 

In one’s life choosing an appropriate career path plays an important role in setting out the professional goals and developing effective strategies. The path of appropriate career development by outlining a professional career plan assist individuals to evaluate themselves based on their strengths and weakness.

This paper summarizes the views and findings of Dunford, Snell and Wright (2001) and outlines its relation with the general issues being discussed in the modules. This paper also identifies the practical implications and strengths and weaknesses of the masterwork.

The employees have the right to work in an environment free from any kind of harassment. Employers are responsible in ensuring the employees are safe. The victim has also have every right to ask the employer, union or take legal counseling to take necessary course of action against workplace harassment. The local government should also have legal protection in place to protect people from any form of workplace harassment.

Hence, there is dire need to ‘enter in strong psychological contracts’ so that a business firm could motivate and encourage its workers to openly communicate, collaborate, participate and contribute to the timely achievement of business goals and objectives. For instance, there would be performance-related rewards for those who showcase their best.

The role of human resources in M&A can have many types of impacts. Factors such as the success and failure rates of M&A, motives of merging, and merger types provide proper insight into the role of HR in M&A deals. A study by the London School of Business shows that HR functions are a theory to have a minimum role to play in M&A processes. 

Although the ideal setup is yet to come to the realization, it is evident that like-mindedness, information, and resilience for what is right can help in dealing with discriminative and undesired issues in the labor movement. The ideal environment may not be realized, but undesired issues can be handled effectively using the appropriate measures.

Primary data will be gathered through questionnaire surveys of the employees at Ramseyer Shipping. This will help gain insight into the attitude and behavior of the employees and investigate the causes of low morale which impacts performance. Data would also be gathered on the education level of the employees.

There are definitely many benefits to working in the electric utility industry. The very diverse groups of different job roles needed to support the industry are excellent job opportunities. Younger workers can remove some of their competition by looking toward this industry, can find better training programs, and even be given better pay when accepting roles with certain hazards attached to them.

The paper has given a description of what the group learned from the seminar such as the characteristics of an effective team. The team has also understood from the seminar the conditions of a successful team. We identified the recurrent problems that we had due to our failure as a group to follow the stated conditions of an effective team.

For judging the competency of the employee or a team member, the competing model with the following competency can be used with factors like communication, accountability, result orientation, teamwork or level of collaboration, self-confidence and job competence. A general performance review is one way of going about it.   

Human resource (HR) planning is primarily the process of identifying the appropriate personnel for organizational opportunities at the proper time. The planning process entails estimating the future human resource requirements of an organization and subsequently accomplishing the needs via providing the manpower available with it.

HR Strategy consulting or change management positions are present within generally larger consulting firms, small boutique consultancies, and also HR niche consulting firms. Companies are progressively realizing the fact that the HR department is the connection between potential and current employees and also the organization’s business strategy.

Through their leadership, trade unions are able to engage in collective bargaining, therefore, ameliorating the pay and working conditions of their members (Kirton and Healy, 2013:1). Trade unions also pay an important function in teaching other employees about their employment rights. Trade unions function to increase productivity within the firms by motivating their employees.

The shift of functional emphasis to cultural emphasis is backed by the economic and organizational theory of diversity, which talks about the differences which can impact the organization and the economic effects of these differences. However, in order to assess this article well, the historical and contextualized approach should be utilized.  

While building such a team, they install their values, vision, and wisdom into their team members so that given any situation; the subordinates are able to guess what their superiors want from them. Last but not the least, they are masters in time management that they can handle many things at one time and still concentrate on all of them.