Nobody downloaded yet

Human Resource Management: Effort to Confront a Workforce - Coursework Example

Comments (1) Cite this document
Summary
A paper "Human Resource Management: Effort to Confront a Workforce" reports that the HRM department opened the doors to employee benefits, safety training, employee health and many other resources to keep the workforce healthy and as happy as possible…
Download full paperFile format: .doc, available for editing
GRAB THE BEST PAPER96.4% of users find it useful
Human Resource Management: Effort to Confront a Workforce
Read TextPreview

Extract of sample "Human Resource Management: Effort to Confront a Workforce"

Download file to see previous pages In spite of the tremendous amount of research showing that happy and well-trained employees were more productive and held longer-term associations with a company, as late as the 1960’s the HRM professional was often viewed as little more than a glorified file clerk who planned the company picnic. This all changed with the passage of the Civil Rights Act of 1964 and the subsequent social, demographic, technological, and economic trends in the '70s and '80s. Top management began to take notice, and the modem HRM professional was born. (Jamrog, and Overholt 2004: 52) While there is still some truth to the image of the HRM department as keeping track of birthdays and other events for the betterment of the morale of the staff, HRM is now developing into a much more sophisticated part of the overall business network. In fact, there is bound to eventually be a complete split between the duties of the ‘file clerk’ aspect and the duties of the director of the department.There are several aspects of the HRM department that have now defined it as a primary and essential part of the organization infrastructure. Although this has not been an easy task: the Society for Human Resource Management (SHRM) Global Forum report on ‘The Maturing Profession of Human Resources Worldwide’ (2004) showed that over half (54.8%) of HRM professionals say the most frequently encountered obstacle to career advancement is HR's not being held in high esteem by the organization. One thing is certain, HRM is evolving and the profession will either be driven reactively by external changes or will more proactively define its own future. (Vosburgh 2007: 13) Much as there is now accepted a split between the accounting and the finance department in any organization (Boudreau 2005: 20; Boudreau and Ramstad 2006: 25), in fact at present even in the smallest of companies there is a difference between the bookkeeper and the finance director that seems to go without saying. One of the first steps in bringing HRM into a more productive and strategic part of the business model is to make the same type of paradigm shift in the separation of functions. While many HRM professionals today still struggle to get a seat at the business table, the HRM profession in the future should continue to evolve and take more responsibility for overall organizational effectiveness. To do this the HRM professional will need to become better at utilizing systems thinking and systems measurement. (Jamrog, and Overholt 2004: 54) There are two main components that the HRM department of any organization will cover. The first is comprised of management, leadership and employee motivation and the other is the traditional realm of HRM practices which include performance appraisal, training, recruitment, and selection, as well as compensation management (salary and bonuses).  ...Download file to see next pagesRead More
Cite this document
  • APA
  • MLA
  • CHICAGO
(“Human Resource Management: Effort to Confront a Workforce Coursework”, n.d.)
Retrieved de https://studentshare.org/management/1392359-critical-evaluation-of-hrm-and-organisation
(Human Resource Management: Effort to Confront a Workforce Coursework)
https://studentshare.org/management/1392359-critical-evaluation-of-hrm-and-organisation.
“Human Resource Management: Effort to Confront a Workforce Coursework”, n.d. https://studentshare.org/management/1392359-critical-evaluation-of-hrm-and-organisation.
  • Cited: 0 times
Comments (1)
Click to create a comment or rate a document
ni
nikkostamm added comment 1 year ago
Student rated this paper as
Brilliant paper! Used it to finish an assignment for a management course. It was easy as ABC, for the first time in my life.

CHECK THESE SAMPLES OF Human Resource Management: Effort to Confront a Workforce

Human Resource Management

...Human Resource Management Introduction Armstrong (2008, p. 5) defines human resource management as “the strategic and coherent approach to the Management of an organization’s most valued assets-the people working there, who individually and collectively contribute to the achievement of its objectives.” The field of HRM thus deals with control and management of human capital which include; knowledge, skills, abilities, talents, attitudes and aptitudes possessed by individuals in an organization. The HRM discipline has evolved over time from personnel management which...
13 Pages(3250 words)Essay

Human Resource Management

...Human Resource Management Keeping employees happy is not one of the significant priorities of many organizations in the current economic times. However, most researches have established that the wellbeing and happiness of employees is a vital business issue, which directly affects the performance and productivity of any organization. Fostering a happy workforce, on the other hand, is one of the challenges that most organizations experience. It is the responsibility of company’ s Human and Resource Managers to maintain a happy workforce, as stipulated in the Health and Safety Act of 1974. This act...
6 Pages(1500 words)Essay

Human Resource Management

...in this area of human resource management to achieve the desired results. For instance, the desire to retain the top position in education, made Berkeley Campus realize that they needed to train their employees. This would help them cope with the changes in this field and their desires for sustainability in the years to come. Development strategies The management at Berkeley campus realized that growth of the employees required concerted efforts of all stakeholders. This strategy ensures that every effort and activity within the institution supports workers growth. It looks into what the students and their parents can do to contribute to...
7 Pages(1750 words)Essay

International human resource management

...? International Human Resource Management Introduction People are integral parts in any organization. Organizations cannot operate without their human resources. In the contemporary, complex competitive world, the choice of the most appropriate individual for a position has far reaching connotations in the organization’s functioning. Employees well selected would not only contribute to the efficient operation of the company but also offer momentous latent for future replacement. Hiring is an essential aspect of human resource planning which assists in the determination of the number and kind of individuals the firm...
10 Pages(2500 words)Assignment

Human resource management

...? Unit 2 Assignment: Human Resources Management Section Although the terms human resource management and personnel management are often used interchangeably, they are not always considered to be identical. Personnel management is used to refer to any aspect of management that is involved with employment, training, safety, recruitment, departure or redeployment of employees (Cole, 2002) Human resource management can be defined as an approach to the management of employees which aims to create a capable and committed...
6 Pages(1500 words)Assignment

Human resource management

...? Managing Human Resources BY YOU YOUR SCHOOL INFO HERE HERE Managing Human Resources Examining the differing perspectives of HRM Guest’s acknowledgement of the hard versus soft views of HRM involve the level by which human capital is considered as valuable organisational assets and their role within the organisation. The hard model of HRM involves aligning organisational goals with business and profitability objectives, considering workers to be much like tangible operational resources. Using a practical, experience-based example, the hard model focuses on scheduling of employees to meet specific...
6 Pages(1500 words)Assignment

Strategic human resource management

...? Strategic Human Resource Management Contents Contents 2 0 The Seven-Step Model for Implementing HR Scorecard 3 2.0 Balance Scorecard 6 3.0 HR Scorecard for Google Company 7 3.1 Step 3- Creating Strategy Map 7 Source: Author’s Creation 10 3.2 Step 6- Strategic HR measurement system 10 3.3 Step- 7- Implementing the Strategy 11 References 14 1.0 The Seven-Step Model for Implementing HR Scorecard There are seven steps associated with implementation of HR Scorecard in the organization. Seven steps can be illustrated in the following manner. Clearly Defined Business Strategy Top management of the company needs to communicate business objective throughout the organization in a...
6 Pages(1500 words)Essay

Human Resource Management

...?Human Resource Management Instruction: Task: Human Resource Management Human Resource Management as a department that deals with the welfare of workers and other important broad roles and responsibilities. This is in terms of coordinating with other similar offices to ensure organizations recruit, select and train workers who are competent and capable of delivering goals and objectives (Armstrong 2006, p.34). HRM also has a connection to the line managers in term of issuing them the mandate to ensure employees work in a suitable environment. Additionally, there are critical Acts that protect workers from gender and race discrimination that part of the jurisdiction of the HRM. This helps in the HR planning processes that entail... ...
8 Pages(2000 words)Essay

Human Resource Management and workforce

...the psychological ones. 5. Strategic Human Resources Management aims at optimum utilization of the available resources to achieve the business goals of the organization both in the short and medium term. This involves designing goals that have individual alignment with the business needs of the organization. SHRM has designing and implementation of initiatives aimed at the individual designed to meet the strategic needs of the organization. B. Case Study: A. 1. The fundamental flaw in the manpower projections laid out is that it is not aligned with the business strategy. The business strategy as per the CEO is to develop new products and Ithaca's Own would act as a...
4 Pages(1000 words)Essay

Convicted felons in the workforce vs human resource management

...Felony versus Human Resource Management Effective human resource management is undoubtedly one of the biggest factors that make up a successful organization. This paper is about what makes up an excellent human resource pool by carefully choosing the individuals who will join the organization’s workforce. To be precise, in this study, the researcher would like to investigate the controversial issue about employing convicted felons in a company, and how this can affect the company’s development. This topic is controversial because one of the main factors that contribute to whether an...
14 Pages(3500 words)Research Paper
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.

Let us find you another Coursework on topic Human Resource Management: Effort to Confront a Workforce for FREE!

Contact Us