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

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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…
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Human Resource Management: Effort to Confront a Workforce
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"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
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nikkostamm added comment 2 months ago
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Brilliant paper! Used it to finish an assignment for a management course. It was easy as ABC, for the first time in my life.
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