Strategic Approach to Human Resources - Assignment Example

Human Resource Management AFFILIATION: Human Resource Management DQ 1. What is meant by the "Strategic approach to human resources"? How does this approach differ from the functional approach? Strategic approach to human resources means to develop a framework of strategies for managing the human resources in a firm and envision the long term goals and strategies of the organisation accordingly keeping in view the human resources of the firm. The functional approach basically revolves around fulfillment of the job roles by the human resources whereas the strategic approach focuses on the needs and requirements of the human resources in accomplishing their task successfully. 2. What are the components of a Human Resources audit? Explain the purpose of an HR audit and when is it appropriate to conduct an audit? The components of a human resources audit are the HRIS system, the recruitment and selection of employees, the compensation and benefits system, the documentation work of the entire workforce, and lastly performance appraisals and evaluations comprise of the human resources audit. HR audits are conducted to ensure that the human resources are performing well and the audit identifies the strengths of the workforce and also the areas that require improvements. HR audits can be conducted twice or thrice in a year to ensure that things are working as per requirements and goals and objectives are being attained successfully. DQ #2 – 1. What profound changes are likely to occur in the labor market sector, and how will this effect Human Resource Management? The structural changes in the organization may affect the labor market sector, the economy upturns and downturns may cause the labor to make decisions regarding changing jobs and demanding more pays from their respective organizations. The HRM needs to carefully consider the needs of their employees and accordingly address the needs of their employees; policies and benefits package of the employees may require a revision. 2. What impact do outside forces have on the strategic Human Resources plan (e.g., labor market, technology, economic conditions, and so on)? The strategic human resource plan needs to be developed keeping in view the external environment as well as the internal environment of the organization. The policies, rules and regulation are formed keeping in view the legal environment of the country where the business is operating; the technology is used to ensure that the firm remains competitive. The decisions taken by the human resources department are impacted by the outside forces to a very large extent. DQ #3 – 1. What are the important strategic choices that managers should make regarding Equal Employment Opportunities? The strategic choices that managers should make regarding Equal Employment Opportunities are that they need to ensure there is no biasness in their policies, the compensation and benefits packages should be on fair grounds amongst the workforce. The working conditions should be proper for the workforce and there should be no gender biasness as well. 2. Why should managers conduct a job analysis? What purpose does it serve? Is it really worth it? Managers should conduct a job analysis to ensure that they recruit and select the right employees for the respective job so that the roles and duties of the job are fulfilled according to requirements. The purpose of job analysis is to have a systematic selection procedure of hiring employees for the job. Yes, it is really worth it, as this allows talented and skilled employees to perform the job roles. DQ #4 – 1. What types of strategic choices do managers have when deciding on recruiting and selection efforts? How should managers make these choices? The strategic choices that managers have to make in their recruitment and selection efforts are to decide upon the mediums the job ad will be placed, the criteria on which the job will be designed, the candidate needs to fit the organizational culture of the organization and it is the human resource manager’s job to ensure that such type of candidates are. Managers make these choices while interviewing the candidate and while reviewing the credentials of the candidate. 2. How can a manager increase the core job dimensions for their employees? What strategies are available? How would you decide which one(s) to use? The manager can increase the core job dimensions for their employees via job rotation and job enrichment strategies. Employees can be empowered with certain tasks so that this boosts their level of confidence. By working in teams can also increase the core job dimensions for the employees. The strategy to be used depends upon the nature of the job and also it depends upon to what extent the employees can be given empowerment. DQ #5 - 1. What are the strategic choices that managers should make before considering redesigning jobs? The strategic choices that managers need to make before redesigning jobs are that they need to find out where the loophole in the job is and accordingly address that issue. While redesigning the job, the manager needs to ensure that the roles and responsibilities for the job are encouraging for the employees to perform. The content of the job needs to be reviewed and analyzed while redesigning the job. 2. What is negligent hiring? What are negligent referrals? How can they be avoided? How big of a deal is this? Negligent hiring is when an employee makes a claim against the employer that the employer should have conducted a check on the employee’s character and background before hiring him or her. Negligent referrals are when one employer refers a particular employee to another organization or employer without being aware of the credentials and background of the employee being referred. Negligent hiring and referrals can be avoided by conducting a thorough candidate check of background, character, verification of the educational documents and confirming the references of the particular candidate while hiring. Negligent hiring is a big deal as unreliable and corrupt employees may cause the organization to face heavy damages to the firm’s reputation and productivity. DQ #6 – 1. What can an organization do to determine which employees need training and what type of training they need? Through monitoring and evaluating the performance of the employee, the organization may detect the areas for improvement within employees’ performance and accordingly provide them with that particular training. 2. What are some of the major strategic choices that organizations should make prior to implementing a performance appraisal system? The strategic choices that should be made by the manager are that the performance appraisal should consist of all the relevant elements such as punctuality, effectiveness at job, timely completion of tasks and other such elements while appraising the performance of employees. There should be no biasness and favoritism during performance appraisal by the managers. Employees should have a right to discuss their performance results with higher management. DQ #7 – 1. How can training and development help increase productivity? Does training always improve productivity? Why? Training and development can allow employees to perform the job according to its requirements. Training and development may increase the effectiveness and efficiency level of the employee at work. Yes training always improves productivity as training is provided to those employees that lack in certain areas and skills which are required to perform well. 2. What strategic choices does an employer face in managing a benefit program? What factors affect the decision on each choice? The strategic choices faced by a manager while managing a benefit program is to decide the perks and benefits that should be allotted at each designation and equity and fairness while deciding the benefits should be demonstrated by the employer. The health plan benefits, insurance and premiums, grants and bonuses and other such decisions for each designation need to be planned. The market competitive impacts the decision for each factor of benefits as employees will compare their benefits with other similar designations in the business market. DQ #8 – 1. If you were asked to design an employee health & safety program for your company that would help to eliminate accidents in the workplace, what would your plan include? My plan would include firstly educating the employees about all the possible hazards at workplace and the safety measures required to be practiced by the employees. A workshop or seminar would be conducted to educate the employees about workplace hazards and safety measures. 2. What are organizational ethics? How are ethical standards instilled in people? What, if anything, can an organization do to raise or alter the ethical standards of its employees? Organizational ethics is the way the organization responds to the internal and external environment and stimulus of the firm. Ethical standards are instilled in people by the culture they are living and working in, they learn about the ethical way through it. An ethical code of conduct can be prepared for the employees so that they are fully aware of the ethical behavior and performance required at workplace. DQ #9 – 1. In your opinion, should management resist the formation of a union? Why or why not? What are the advantages for the company? Are there disadvantages to having a union? Management should resist union formations as there are many laws currently that protect the due rights of employees. Unions may prove to be an extra cost for the organization. Advantages of unions for the company are that there are fewer negotiations, union issues are specifies areas of rules and conflicts, and communication is easier with the entire workforce via union formation. Disadvantages of unions are that terminating employees may be difficult; competitiveness of the firm may be eliminated, there may be corruption from the union groups, and strikes may halt organization productivity. 2. What is organizational restructuring? What does it usually involve? Is it normally good or bad? Why? Organizational structuring is to make changes in the departments of the organisation either by forming more or reducing some departments. Changes are also made in the human resources of the organization to gain competitive edge in the market. Business modes may also be part of organizational restructuring. It is normally good for organizations, as restructuring is based on the changes taking place in the internal and external environment of the firm. The organization may become competitive through restructuring. DQ #10 – 1. What were three things you learned from the class? The three things I learned in class are that human resource managers need to devise the policies for the workforce carefully so that all important elements are addressed such as perks and benefits, performance appraisal of employees and other such factors. Human resource managers need to design the job descriptions according to the requirements of the job so that the right candidate can be recruited and hired. Training and development allows the employee to enhance their skills and expertise in the workplace and progress in their career accordingly. They may prove to be competent and productive after their training and development sessions. 2. What was the most surprising thing you learned from the class? Did you learn anything that will change how you look at Human Resource Management in the future? The most surprising thing learned in class was that unfair decisions regarding any matter may impact talented employees to a very large extent and they may immediately leave the organization in the middle of critical tasks. Such a situation may prove to be highly consequential for the firm as immediate replacements are difficult to attain in urgent situations. Human resource management is an extremely vital function for any organization and they need to be very careful in their recruitment and selection phases as any wrong placement of employees may hinder the productivity of the organization in both the short and long term. Read More