Managing and understanding organisations - Essay Example

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Running Head: Managing and Understanding Organisations Managing and Understanding Organisations Managing and Understanding Organisations Introduction It has been over five decades that human resource management has established itself a distinct field of study and central to the business management yet academicians and experts have not been able to develop a consensus over a single definition of human resource management…
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Download file to see previous pages 4). All people related aspects and functions performed in any organization, regardless of the size of the organization and regardless of the fact that who is performing them, come under the umbrella of human resource management. From job analysis to planning for labour needs, from recruitment to selecting, from orienting employees to training the, from conducting performance appraisals to deciding on wages and salaries, from allocating benefits and perks to building employee commitment and motivation, human resource management deals with all of them. Companies may have various assets that “make things” possible but these are the people in the company that make “things happen” (Legge, pp. 63-64, 2005). According to its definition, organisational behaviour is the systematic study and knowledge about process of understanding, prediction, and management of human behaviour in organizations and workplace setting. Important here to note is that organizational behaviour in itself is an interdisciplinary field, which converges topics from management, human resource management, psychology, sociology, and communications. ...
R&D development dollars have nothing to with the level of innovation that any company would be able to achieve but innovation depends entirely on the people, their talent, and their leadership (Mathis & Jackson, pp. 354-356, 2010). Discussion A. Resourcing an Organisation Small and Medium sized Enterprises have various distinct advantages over the large businesses and in this digital era, these advantages have further amplified. More control, greater freedom, quick feedback, and others are few advantages. However, as SMEs enter into their growth phase, they encounter various problems that are primarily related to their lack of knowledge about human resource management. Most SMEs have one person managing all human, financial, production, supply chain, distribution, administrative and other aspects of business (Torrington, Hall & Taylor, pp. 98-99, 2008). Not only there is no expert person to deal with human resource issues but also at the same time, the owner finds himself or herself with little or no time to address them or even if he or she does, it becomes difficult to do justice with those issues in relation with time and effort. In fact, almost 65 percent of the small businesses fail during the first three years of operation and one important reason behind the same is poor human resource management. In addition, this is one factor where large companies have inherent advantage. Internet has taken away many of the advantages related to size, geographical reach, scope, economies of scale, communication and others present to large business over SMEs but this is one advantage, even competitive advantage for some firms, that remains with large business despite the revolution of this digital age. Large firms are more likely to have an established separate department to ...Download file to see next pagesRead More
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