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Read and discuss - Essay Example

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It may be said that it is no longer enough to term anything as sufficiently good. The main HR specialists in the world only base their focus on the roles they play and how best to nurture…
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Human Resource Management Introduction A global environment of business has made it hard to consider something as tasty enough. It may be said that it is no longer enough to term anything as sufficiently good. The main HR specialists in the world only base their focus on the roles they play and how best to nurture them in case they come across questions concerning the future. Others focus on the eventual outcomes that result from these roles. However, I may introduce a paradigm sample. Everything may be considered clustered around the roles of HR: compensation, training, communications, staffing and many others. They should aim at reflecting the eventual HR challenges, and not just through HR practice investments but through making use of practice in the creation of value outcome.
Chapter 11
The author clearly states that within every function of management, the inability to anticipate accurately about the future may result in incomplete execution of errors which may have the ability to cause harm to the organization. For example, in case there is an incorrect design of something by the engineering department, it will have to go back to square zero in order for amendments to be made. If manufacturing fails to meet the cost required, quality requirements or delivery, there will be a quick correction of the problem and so on. I can go on and on to explain various circumstances, but as the authors of this text put it, in case HR managers fail to prepare for the future and fail to prepare an adequate plan, there will be more than just machines, designs, number and sales affected; a large number of peoples’ lives would be touched too. It may never be possible to undo such a terrible mistake.
According to the authors, there may be a large number of failures caused by HR professionals, who may be administratively focused on future anticipation, although none of them may be more delayed in serious progress than the inability to gauge and watch movement of civil rights’ impact. This describes the extreme effects that may impacted an organization as a result of improper demand anticipation of economic, social, demographic, global and ethnic changes.
Chapter 44
The author might have been keen on addressing the key issues faced in a work environment as a result of worker discrimination. He puts to table the different consequences faced due to the practice of this growing vice. It is up to every HR to ensure that there is no discrimination in every single working environment if he ever wants to achieve positive, enticing organizational results.
Supporting data
In 1941, Philip Randolph, the Brotherhood of Sleeping Car Porters’ president managed to convince President F. Roosevelt into signing an order which sought to put to an end to the defense plant discrimination of jobs in the US. Most people viewed this move as one that characterized the beginning of fair practices in the employment sector and more so, affirmative action. However, how many academic, consultant or practitioners HR thought of pausing to put to consideration the inner meaning of such moves to individuals who had born the discriminatory practices brunt for their professions’ future requirements?
The order issuing by the US military together with all jobs regarding the Federal Civil Service pose a question: how many leader HRs viewed this tactic change within the nation’s largest employer as a workplace’s key issues redundancy?
Another indicator for decision leading had been exhibited by the Supreme Court in a bid to enhance probable workplace changes, which was the challenge of allowing that black and white individuals could interact in the office freely just the same way they do in schools. So many other attempts to reduce the discriminatory practices at the work place had been registered as World War II ended, but could still not be considered by HR managers, thus leading to the emergence of a humongous hole in the labor market internationally.
Opposing view point
Contrary to this, from 1998 to 2001, there had been remarkably tightly increased labor markets; there had been a considerable challenge in finding workers and a sharp rise in wages had been recorded. A future shortage in labor deduces that this period might be said to stand for the onset of a significant labor market shift, and in other ways, the slack market labor reverse during 1970.
Behind the upcoming labor shortage prediction may be an event that had been demographic, and had been referred to as Baby Bust Generation. The main assumption had been that this generation cohort may be entering the force of labor although they may have entered ten years ago. Just before it, within the population may be another bigger cohort which most people call Echo to the Baby Boom. This bigger cohort may be considered to be gradually entering the labor force. Immigration and echo cohort ensured the labor force’s 2% annual growth, and this growth has been said to increase at a faster rate up until 2014. After that, it will start slowing down even though the growth of labor force will continue to be all time high for a couple of years to come. The projected 2010 labor force may be said to be older, though smaller than the previous one. This opposes the author’s view that the future labor market would deteriorate due to the unethical practices carried out by a number of HR specialists.
Works Cited
Effron, Marc, Robert P. Gandossy, and Marshall Goldsmith. Human Resources in the 21st Century. Hoboken, NJ: J. Wiley & Sons, 2003. Print.
Losey, Michael R., Susan R. Meisinger, and David Ulrich. The Future of Human Resource Management: 64 Thought Leaders Explore the Critical HR Issues of Today and Tomorrow. Alexandria, VA: Society for Human Resource Management, 2005. Print.
"Product Market Structure and Labor Market Discrimination." SUNY Press. Web. 18 Mar. 2012. . Read More
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