Human Resource Management Issues - Assignment Example

Running Head: Human Resource Management Human Resource Management of Human Resource Management What influenceshow HR operates? Think of external/environmental factors, internal/organizational factors and individual/personal factors. Human resource management is influenced by a number of variables. Economic environment is one of the major external factors which influence HR operations. Economic prosperity creates heightened demand for merchandize and services. HR department needs to retain qualified and skilled workers. Economic recession on the other hand can force HR department to downsize the work force. The labor market should also be able to fulfill the requirements of organizations. The HR department frequently understands the dynamics of the labor environment in order to hire skilled and specialized workers. Another important external factor is globalization which has created new business opportunities. HR departments have to analyze the benefits and costs of outsourcing business processes (Richardson & Thompson, 1999: Pg 67). The HR department is also influenced by the internal factors. Technology, innovation, and creativity might be implemented at the workplace. The HR department can seek to hire and recruit workers who have adequate skills in installing and configuring technological applications. Innovation and creativity is also required in order to enhance productivity and output. HR departments need to take into account the individual factors. Employees must have high levels of organizational commitment and job satisfaction in order to function at optimum levels. The HR department plans a system of incentives and rewards for performing employees. It can use assessment instruments in order to create satisfactory work environment. 2. How should/could HR contribute to corporate strategy formulation? What are the advantages and disadvantages of a dual HR strategy? And for whom? Think of the various different types of human ‘resources’! The HR department is at the forefront of an organization’s corporate strategy. The work force should be selected on the basis of certain competencies. Workers should exhibit high levels of efficiency and effectiveness. Their ability to work as teams and under pressure improves the corporate strategy of the organization. Further the work force should demonstrate efficiency and effectiveness. The goal of the HR department should be develop specific competencies like leadership, management, organization, planning, and coordination amongst the work force. Workers should be trained to collaborate and cooperate with each other (Beaumont, 1993: Pg 123). A dual HR strategy refers to the creation of appropriate business rules and regulations. It seeks to regulate and monitor employee actions and performance. The advantages of this approach are that it enables the department to create accurate and reliable job descriptions. Further employee concerns and aspirations are addressed in a smart and reliable manner. A dual HR strategy seeks to implement diversity in the workplace. It helps to create a friendly and relaxed work environment that stimulates and motivates the work force. However there are certain disadvantages to this approach. Sometimes work team conflicts cannot be remedied or rectified using this strategy. Employees might not be satisfied with the organizational environment and goals. Also if employees have low levels of intrinsic motivation to perform at the workplace, they will not be stimulated by incentives and rewards. 3. What factors are affecting the current labor market – whether local, national and/or global? How do these affect employment for women, graduates, older workers? Globalization is a major force which has changed the labor market. Organizations are cutting costs by outsourcing business processes to countries with cheap labor rates. Further globalization also means the rapid integration and application of technology at the workplace. Organizations require technically qualified employees in order to manage and administer their complex technological systems. Economic recession has significantly impacted the number of jobs available in the market. Organizations are cutting their costs by downsizing work force and reducing services. Another important factor is government regulations that call for implementing work force diversity. This is done in order to create a robust and dynamic work team. Diversity enables business organizations to share and exchange vital information. It also enables the organization to increase its consumer segment (Mullins, 1996: Pg 56). Further the organization can recruit a talented and skilled work force through diversity. Globalization and technology have enabled women and elderly people to have access to jobs through the comfort of homes. Telecommuting has become an attractive option for organizations and individuals. Married women and elderly workers can enjoy decent incomes without the threat of personal limitations preventing them from having meaningful employment. Graduates are increasingly integrating themselves with the global economy. Proficiency in information technology is a lucrative and attractive career option. 4. To what extent does the shift from T&D to HRD parallel the move from personnel to HRM? How important (strategic) is learning and development for an organization? What are the differences between learning, training, education and development? Whose responsibility is it to improve skills – the individual, the organization, the government/state? Training and development (T&D) refers to the enhancement of employee skills and competencies. Human resource development (HRD) is defined as boosting and augmenting organizational processes by the creation of a dynamic and proactive work team. In recent decades, HRD has come to reflect an essential and integral element of organizational development and change. The shift from T&D to HRD seeks to focus on the efficiency and effectiveness of human resource management. The objective is to enhance the department in order to create a productive and optimum work force. It seeks to incorporate managerial and leadership skills into the work force. It also aims to create robust and dynamic processes for the development and training of workers (Legge, 2004: Pg 62). Learning and development enables the business organization to respond to external and internal challenges. It allows the organization to prepare itself for a competitive work environment. The increased demand for products and services can be met only if the work force has required competencies. Learning is concerned with developing appropriate behavior in employees. Such behaviors can include communication skills, conflict management, planning, and organizational skills. Training on the other hand focuses on improving specific competencies. Workers can be trained on information technology applications that are designed to streamline and automate the process. Education refers to a comprehensive and formal course at the undergraduate or postgraduate level to enhance the aptitude of work teams. Finally development seeks to develop work force talents (Legge, 2004: Pg 70).This means providing interesting job duties to the work force. It also means empowering employees to apply creativity and innovating in problem resolution. Business organizations are tasked with the responsibility of skill development. This is because the organization has the resources and assessment instruments to determine the limits and constraints of employees. Further organizations can achieve organizational and business goals through employee skills development. 5. What is the purpose of e-learning? To what extent is it used in your organization/organizations generally? Why? What are the factors influencing e-learning? What are the benefits and drawbacks? E-learning seeks to utilize technologies like Internet in order to provide formal education to students. The purpose of e-learning is to facilitate the process of education by taking advantage of technologies. It seeks to reduce the limitations imposed by conventional forms of learning. E-learning has acquired rapid prominence in many business organizations. They have learned the benefits and advantages of e-learning in order to enhance worker output and productivity. The sharp rise in online education centers means an increased demand for e-learning (Armstrong, 2006: Pg 82). Business organizations have embraced e-learning because it offers a dynamic and proactive learning model. It reduces the physical limitations and drawbacks of conventional learning models. Employees can receive orientation and tutorials through the office environment. The organization also reduces costs of conventional learning methods. Business and labor market dynamics require employees with multiple skills. Conventional learning models do not impart skills like decision making, problem solving, and critical thinking skills. They adhere to standardized textbooks which have little practical relevance. E-learning enables business organizations to use simulations and scenarios in order to improve employee competencies. E-learning carries a number of advantages not found in conventional learning models. It is cost effective while eliminates the physical requirements of conventional learning models. It also enables students to become associated with people from different countries. However it is also hindered by its inability to ensure direct communication between teacher and student. Also students might exhibit procrastination and low levels of motivation. 6. Explain the following dimensions of the employment relationship: • Economic • Political • Legal • Psychological • Social • Ethical/moral What are the differences between the formal employment contract and the ‘psychological’ contract? Employment relationship is a formal contract that outlines the terms and conditions between employer and employee. Economically, the employer must be able to provide adequate remuneration and compensation to employees. There should be no political discrimination or bias towards employees. Legally the organization is bound to comply with government regulations. Labor laws need to be adhered to in order to prevent lawsuits (McLean, 2004: Pg 90). Psychologically, the employee should be provided with incentives in order to enhance organizational commitment and job satisfaction. Socially the employment relationship seeks to create acceptable norms inside the workplace. Ethical and moral principles must be implemented in the workplace. Integrity, honesty, trust, and confidence are the norms which must be present in employees. A formal employment contract stipulates the legal and official employee duties. It also contains the employer obligations and duties. Remuneration details are also provided in the contract. A psychological contract refers to the informal set of conditions that have been agreed by both parties. These can include future promotions and incentives that are promised by employer. 7. To what extent should employees be involved in an organization’s decision-making? What is the role of trade unions in today’s organizations? Is there still a need for trade unions? Why/why not? Employees form the backbone of business organizations. A talented and skilled work force improves the revenues and sales of organizations. It also helps in the accomplishment of business and organizational goals. Employees are directly impacted by policy changes and initiatives. It is essential for the organization to empower the employees in the decision making process. This will help the work force to apply ingenuity and novelty in resolving problems (Ivancevich, 2003: Pg 87). It will also motivate them to initiate work activities. Trade unions are an essential and integral part of modern organizations. They help to safeguard and defend employee rights. Discrimination, harassment, bias, and prejudice can be collectively countered through the use of trade unions. Trade unions retain their relevance in the contemporary work environment. References: Richardson, R &Thompson, M (1999).The Impact of People Management Practices on Business Performance: A Literature Review London. Institute of Personnel and Development. Beaumont, P.B. (1993).Human resource management: key concepts and skills. London: Sage Mullins, L. J. (1996).Management and Organizational Behavior. 4th. London: Pitman Armstrong, Michael (2006). “A Handbook of Human Resource Management Practice (10th Ed.)”. London: Kogan Page. Legge, Karen (2004). “Human Resource Management: Rhetorics and Realities (Anniversary Ed.)”. Basingstoke: Palgrave Macmillan. McLean, G. N., Osman-Gani, A. M. & Cho, E. (Eds.). “Human resource development as national policy”. Advances in Developing Human Resources, August (2004). Ivancevich , John M (2003). Human Resource Management . McGraw-Hill/Irwin. Read More