Learning and Subsequently Utilising of Relative Resource Manager - Essay Example

Relative Resource Manager (HRM) Table of Contents Overview 3 Learning Obtained from work 4 Learning through Experiences 5 Future Application ofthe Learning 7 8 References 9 Overview In the current day context, learning and subsequently utilising the learning in the practical field is considered to be quite vital to obtain appropriate growth prospects in the professional field. Various courses are nowadays offered for ambitious candidates where they are taught about a particular area as per their interest. A similar course is also being pursued by me, where I gained the opportunity to learn about the application of the doctrine of Human Resource Management (HRM) which fundamentally aims at the most effective utilization of the workforce within a company for the better functioning of the available resources. In context of the modern day businesses, human resources are also considered as one of the chief sources to reward competitive benefits to the company in the long run (Mathis & Jackson, 2011). It is in this context that preparation of reflective summaries or reflective logs can prove to be beneficial in identifying the strengths and the weaknesses of the learner and further obtain a structured planning to utilise the learning obtained. With a similar view, I would intend to develop a reflective log based on my learning in relation to HRM practices. I would initially construct a brief description of my learning through the module and further depict my expectations and goals to implement the learning obtained in my professional career through the discussion henceforth. Learning Obtained from Coursework Based on my learning in this module, I can state that the principles of HRM attempt to specify human resources of any organisation as its asset and therefore, assist the leaders in directing the workforce towards a determined goal on the basis of shared values. It is in this context that various theorists have been arguing human resources to play a fundamental role in organisational success and thus, should be deal with efficiency in terms of its allocation. It is also regarded as one of the crucial managerial tools, which plays an effective role in implementing changes in relation to the policies of the company issues related with the deliverance of the product in an effective and productive way (Chandramohan, n.d.). As per my learning, for any organization to be successful, utilizing the skills of the human resource with cost effectiveness is quite significant. I have learnt that companies should be quite particular while recruiting human resources or manpower to contribute to the organisational success. HRM holds an important role in supervising the employees in any company. In this regard, I learnt that the doctrine of HRM encompass various range of activities including recruitments, appraisals, rewards and training facilities among others which are solely aimed at the development of employee productivity and organizational sustainability on the whole. It is in this context that being an HR manager is certainly not any easy task. Apart from monitoring each individual employee’s productivity and characteristics to manage them efficiently, HR managers also need to take into account various aspects such as the legal influences, employees’ requirements, their satisfaction, their development as well as similar other factors which tend to impose a direct impact on employees’ performances and thus, cause an effect on the overall organizational competencies (Vijayaragavan & Singh, n.d.; University of California, n.d.). It is very important for the companies now-a-days to develop its operations in a manner that will reward competitive advantages to it over the existing rivals companies. In this regard, HRM strategies play an imperative role by assisting with the systematic management of human resources in the company. Moreover, I have also learnt from my study that every individual as an employee always desire for equal compensation and benefits in accordance with their effort rendered towards the accomplishment of organisational goals. It is in this context that compensation has always been observed to work effectively towards motivating employees and thus yielding better productivity from the workforce. Also with the increased cost of living the need for equal compensation has also increased substantially to an extreme level. I have also learnt that poor compensation framework and motivational strategies are quite likely to result in employee dissatisfaction and therefore cause an increase in the attrition rate of the organisation. At the broader level, such practices also act as a major issue to influence the labour force to migrate from one company to another for search of better opportunity (SHRM, 2013). Similar to compensation and motivation, there are various other factors which tend to have a significant impact on the performance of the organisation as a whole such as ethical concerns, governmental regulations, wage practices, training and development and similar others (Sims, 2007). Learning through Experiences Apart from the course materials or the classroom sessions, I was also able to obtain adequate learning from my experiences working as a Marketing Assistant, HRM Assistant and other Marketing related jobs. A major aspect regarding HRM that I have learnt during my working experiences was the importance of the safety of the workers or the employees in the workplace. In the absence of these variables, companies often have to witness significant obstructions in its growth prospects owing to which the HR policies of the company should clearly outline the health and safety measures of the employees in the workplace. It is the responsibility of the company to ensure that the workers are safe being free from any kind of health hazards in terms of stress or workload or even in terms of work-life balance. As I had observed, these factors, accumulatively play a major part in motivating the employees of the organization towards the accomplishment of the organizational goals (CCOHS, 2013; JB Publishing, n.d.). It is worth mentioning in this context that various models have been developed with the sole intention to assist organisations in effectively implementing its HRM strategies. For instance, the ADDIE model of training and development and Maslow’s Need Hierarchy for motivation are often accounted as two most vital theoretical frameworks of HRM (Yasgoor & Bressler, 2008). The real life scenario is also not quite dissimilar from the aspects noted in these theories. One common aspect which is noted in almost every theoretical framework of HRM is that HR, in any of the modern organization, has multiple roles to perform. For instance, performing frequent analyses is considered to be a major role of HR in today’s modern day organisations. The organization should always seek to understand the gap between the existing performance of the company and the desired performance of the company with the assistance of the HR department. Once the dimension and extent of the gap is known to the company, necessary steps can be implemented in the form of training and development in order to minimise the gap between the actual and the desired performance of the workforces (Deutsch, n.d.). I have also learnt from my study that HR managers also have a key role to perform towards individual development. Individual development is very essential for the effective operation of the company which aims to assist the employees in rendering better productivity and thus contribute actively towards the attainment of the determined organisational goals (Antoniu, 2010). Moreover, my study also enabled me to understand the role of HR in change management activities of the companies. There are many changes that an organization might adopt during its functioning. These changes should be monitored and supervised by the HR department effectively (Regnier & Taylor, 2011; Durai Pravin, 2010). Future Application of the Learning I believe that the knowledge I have acquired from the overall study and my experiences would certainly help me in the future and would enable me to work more effectively towards the accomplishment of the organizational goals. Contextually, the HR planning that I have learnt would help me in recruiting and selecting employees as well as providing precise job description. Hence, by performing effective managerial functions, I will be able to contribute towards the competitive advantage from its competitors. I would also like to mention it in this context that the learning I was able to obtain through my course and my work experiences will assist me in obtaining better growth and competencies in my future job endeavours. Furthermore the HR development study further helps me to developed and train employees and ensure a workforce better that the competitors. I would treat all the employees equally and would not discriminate among them. As a HR personnel, I would aim to make every employee get better compensation as well as benefits in accordance with their contribution towards organisational goals which would further result in self motivation among the employees and would certainly enhance their productivity. As per my experiences, communication also plays a major role in performing the HR functions in an appropriate way. It is in this context that learning and its application requires continuous practicing and development owing to which I intend to implement few strategies with the aim to incessantly acquire more in-depth learning regarding my professional area. Initially, I would like to enhance my communication skills when interacting with my subordinates and peers, which is often regarded as mandatory to facilitate better work culture within an organisation. I would also aim at attending regular sessions, seminars and lectures where issues concerning the contemporary HRM challenges are being discussed so as to gain a better knowledge of the phenomenon. Furthermore, I would also follow the Action Learning Sets (ALSs) which has often been regarded as a powerful mode of learning among individuals (Revans, n.d.). Following the ALS framework, I will participate in debates, as well as group discussions which shall enhance my rationality towards decision making which I have observed to be another major concern for modern day managers. Such involvements shall also assist me in enhancing my communication skills as well as leadership skills and therefore, assist me to groom myself as an effective professional. References Antoniu, E., 2010. Career Planning Process and its Role in Human Resource Development. Annals of the University of Petrosani, Economics, Vol. 10, No. 2, pp. 13-22. Chandramohan, A., No Date. Human Resource Mgt. APH Publishing. CCOHS, 2013. Health and Safety Guide for Human Resource Professionals. Publications. [Online] Available at: http://www.ccohs.ca/products/publications/pdf/samples/humanResources.pdf [Accessed March 06, 2013]. Durai Pravin, D., 2010. Human Resource Management. Pearson Education India. Deutsch, H., No Date. Closing the Employee Performance Gap: Boosting Competitiveness and Profit. The Kensho Group, pp. 1-5. JB Publishing, No Date. What is Human Resource Management? Chapter. [Online] Available at: http://samples.jbpub.com/9781449653293/27829_CH01_003_032.pdf [Accessed March 06, 2013]. Mathis, R. L. & Jackson, J. H., 2011. Human Resource Management: Essential Perspectives. Cengage Learning. Revans, R., No Date. Action Learning Sets. Resources. [Online] Available at: http://www.intrac.org/data/files/resources/733/Action-Learning-Sets-An-INTRAC-guide.pdf[Accessed March 06, 2013]. Regnier, B. & Taylor, G., 2011. Role of HR in Managing Change. Documents. [Online] Available at: http://www.russell-cooke.co.uk/clientUpload/document/file/Workshop%20D%20-%20Role%20of%20HR%20in%20Managing%20Change.pdf [Accessed March 06, 2013]. SHRM, 2013. Compensation’s Role in Human Resource Strategy. Documents. [Online] Available at: http://www.shrm.org/Publications/Books/Documents/5_chapter3.pdf [Accessed March 06, 2013]. Sims, R. R., 2007. Human Resource Management: Contemporary Issues, Challenges and Opportunities. IAP. University of California, No Date. Selection Criteria. Guides. [Online] Available at: http://hrweb.berkeley.edu/guides/managing-hr/recruiting-staff/employment/recruitment/selection [Accessed March 06, 2013]. Vijayaragavan, K. & Singh, Y. P., No Date. Chapter 14 - Managing Human Resources within Extension. Fao Corporate Document Repository. [Online] Available at: http://www.fao.org/docrep/W5830E/w5830e0g.htm [Accessed March 06, 2013]. Yasgoor, K. S. & Bressler, S. C., 2008. Kaplan Human Resource Certification. Kaplan Publishing Read More