The paper "Human Resource Management" discusses the importance for organizations of the usage HRM, that deals with control and management of human capital which includes knowledge, skills, abilities, talents, attitudes, and aptitudes possessed by individuals in an organization…
Download file to see previous pages...
Some people believe the HR function can be performed by any person since traditionally; the role was performed by individuals who were the masters of the business. However, the business climate is dynamic and the role of HR has become more complex to be performed by any individual. Efforts such as certification are therefore being made to professionalize HRM and make HR professionals to be taken seriously by the senior management just like other fields and be considered as the strategic partner (Price, 2007). The nature and scope of HRM are very wide hence HR professionals perform many functions in the organization. This may warrant them to be recognized as professionals since their role is essential to the business. However, HR professionals need to demonstrate their value to the organization by showing results for them to be taken seriously. They also need to demonstrate certain qualities such as business knowledge, ability to support policies with data, strategic thinking among others (Roehling et al. 2005). Most importantly, the managers must “continue to change and adapt to today’s complex, dynamic and fast-paced organizations if they are to grow and add value to the organization” (Sims 2007, p. 28). Scope and Concept of HRM The concept of HRM has evolved over time from personnel management to the current strategic human resource management. Just like other disciplines such as finance or marketing which are considered professional, HRM continues to grow and become more valuable especially as a result of globalization and other changes in the environment which require organizations to adapt to the changes and remain competitive or be pushed out of the market. For example, the growth of multinational has made the role of HR practitioners more complex as they have to deal with diversity issues (Redman & Wilkinson, 2009). Sims (2007) traces the origin of human resource management to England whereby craftspeople organized into guilds to regulate employment conditions and also ensure quality. Later, the industrial revolution changed the nature of work to the factory system where employees were supervised by a person who was not the owner of the business. The workers undertook a trade test in order to join an organization and their jobs became more stable. Organizations in the 1920s began to have personnel departments to deal with employee payments, recruit workers and ensure compliance with government regulations. After World War II, there emerged new trends in personnel management with the formation of unions. The personnel managers had to deal with the unions to negotiate workers employment conditions hence the role of industrial relations emerged. According to Sims (2007), the personnel managers also undertook the role of recruiting and training women who were absorbed in the labour market. There was also the need to improve productivity hence the matching of people with jobs and concern for the worker's needs. It was believed that a satisfied worker was more productive. The development of theories such as Maslow’s hierarchy of needs led to the emergence of new ways of managing people.
...Download file to see next pagesRead More
Cite this document
(“Human Resource Management Essay Example | Topics and Well Written Essays - 3500 words”, n.d.)
Retrieved de https://studentshare.org/management/1391730-contemporary-human-resource-managment-research
(Human Resource Management Essay Example | Topics and Well Written Essays - 3500 Words)
“Human Resource Management Essay Example | Topics and Well Written Essays - 3500 Words”, n.d. https://studentshare.org/management/1391730-contemporary-human-resource-managment-research.
It is seen that a large majority of the individuals who remain unemployed in the economy are either educated poorly or possess inadequate skills, while organizations are increasingly demanding high skilled personnel from the labour market. The consequence of this condition is high labour shortage in the economy.
From these findings, my assumption is that HRM must be a very important part of an organization’s management, because it oversees the most essential assets of the organization: the employees. From my research data, roles of the HRM department are diverse and cover Equal Employment Opportunity, Affirmative Action, employee planning, recruitment, and training, selection, development of human resources, safety and health, compensation and benefits, and employee labor and relation.
The paper includes a discussion on the aspects in which organizations practice HRM and the issues arising after implementation of HRM. The paper includes major discussion on the issues pertinent to job satisfaction of employees, selection of employees on merit basis and uprightness of Human Resource Managers.
One of the major functions of human resource management is to ensure that all decisions and activities that affect the human resources are effectively managed. This includes, recruitment of staff, ensuring that staff is highly motivated through better remuneration, provision of benefits and training among others.
The development of technology has facilitated managers in using self-service tools. The tools help in changing the mutual work of both HR and line managers, altering the types and styles of work that both perform and thus affecting the result of the business.
Morrison is of the opinion that only business attire can lead the workers to achieve a level of professionalism and the casual dresses at workplaces lead the people to indulge in a more casual behaviour. At Career Partner 3, employees are only allowed to wear “business only” dresses.
In doing this, individual employees tend to appreciate and perform their rightful roles in the workplace. Employee retention is a key function in human resource management which is only possible if employees are offered an environment which is conducive to work in.
3 Managing Diversity ………………………………………………………….. 4 Issues and Challenges of Diversity that can pose various HR practices…….. 6 Diversity and Hiring …………………………………………………. 6 Diversity and Management …………………………………………..
Team building helps in improving job satisfaction, motivation, increasing productivity, communication and trust within the team. (Definition of team building, n.d) The team that I worked with recently was very successful as we had good coordination and developed number of goals.
The second difference lies in the manner the Competency-Based Pay is more focused than the traditional Job-Based Pay. This means that the two methodologies have much to understand when coming head to head with one another. The third and last difference between Competency-Based Pay and traditional Job-Based Pay is that the former emphasizes on one particular task at hand while the traditional method was more open, as it involved different tasks as and when these cropped up.
4 Pages(1000 words)Coursework
GOT A TRICKY QUESTION? RECEIVE AN ANSWER FROM STUDENTS LIKE YOU!
Let us find you another Essay on topic Human Resource Management for FREE!