Changing Roles of HRM, SHRM and Knowledge Management - Coursework Example

Reflective Journal Student’s Name Institution Week four Changing roles of HRM Explain: Over the years, structures of organizations have been forced to adapt to current trends in the business world. Adapting to the new trends ensures that an organization has the ability to compete with other rival organizations. The human resource department has traditionally been used as a link between the employees and the employer. This is to say that it was through the HR department that both the employers and employees would communicate their issues. However, this position has over the years changed and this can be attributed to the changing environment of the business world. The HR department is in modern times regarded one of the most important department in any given organization. This is attributed to the fact that organizations are able to achieve their objectives through the HR department. The prescribed reading by Ulrich (1998), tries to demonstrate the importance of HR department and how its roles have changed over time. He achieves this by discussing the importance of HR department in an organization. Additionally, he lists five new roles that the HR department plays in the modern time, all in the name of fostering good relationship between employers and employees. Expand: According to Glaister (2014), change in the role of HR is inevitable, and this is attributed to the changing dynamics of business organization. This is evident in the fact that HR departments play a more strategic role compared to the traditional role of administration. Additionally, according to Rousseau and Barends (2011), HR has evolved to the extent that it requires an individual to incorporate other factors such technology and law in reaching decision touching on the organization. Additionally, in order to achieve the objectives of the organization, HR decision are based on evidence. Therefore, ensuring that an organization does not reach a decision without backing evidence, as this could compromise the ability of the organization in attaining its objectives. Reichel and Lazarova (2013), demonstrates how changes in human resource have taken over the years. In doing so, they look at the impact of HR outsourcing and how it has streamlined the operations of the HR department. HR outsourcing refers to use of external human resources in running the HR department. Through HR outsourcing it has become quite easy to set out and enforce strategies for the organization. Critical reflection/ analysis In an effort to understand how the roles of human resource have changed over the year I examined Google and how its HR department impacts on the growth of the organization. Google is one of the major search engines in the internet. However, over the years Google noticed that it was losing manpower especially women. Upon examination by the HR department it found that certain policies for woman especially maternal policies contributed to loss of manpower. Therefore, in an attempt to ensure to prevent further loss, the HR department implemented changes in the maternal policies. This has proved to be quite successful as fewer women left the positions. Therefore, it is clear that HR has evolved to a point that it is responsible of developing strategies for the benefit of the organization. References Glaister, A.J (2014). HR outsourcing: the impact on HR role, competency development and relationships. Human Resource Management Journal, 24(2), 211–226. Reichel, A & Lazarova M (2013). THE EFFECTS OF OUTSOURCING AND DEVOLVEMENT ON THE STRATEGIC POSITION OF HR DEPARTMENTS. Human Resource Management, 52(6), 923-946. Rousseau, D.M & Barends, E.G.R (2011). PROVOCATION SERIES PAPERS: HRM IN THE 21ST CENTURY Becoming an evidence-based HR practitioner. Human Resource Management Journal, 21(3), 221–235. Ulrich, D. (1998). A new mandate for Human Resources. Harvard Business Review, 76(1), 124-135. Week 5 HR in international context Explain: As years pass organizations have moved from the era of operating within their national boundaries, to an era whereby they operate globally. The notion of operating globally has been a great motivator form many organization. However, operating internationally has its fair share of challenges that many organizations come across in conducting their operations. Human resource is one the areas that has proven to be quite challenging due to the different business environments that an organization is exposed to. It is also clear that the manner in which organizations are run differs greatly from one country to the other. This could be attributed to various factors such as culture which has a great bearing on individuals within an organization. The prescribed reading by Schuler and Tarique (2007), explains the importance of understanding international human resource managing. In order to achieve this, the article looks at various factors such as multinational enterprises, cross-border alliances and how they impact on IHRM Expand: According to Hofstede (2007), the manner in which Asian organizations greatly differ from the way American or European organizations are managed. This is attributed to the fact that Asian organization try to ensure that their employees are empowered. This is to say that more resources is placed on the employee’s wellbeing. As a result Asian organization are more likely to witness growth not only domestically but also on the international level. Cappelli et al (2010), try to explain this phenomenon by looking at India in relation to how an Indian organization is run. According to their article Indian organization pursue a social mission, whereby employee empowered. Through empowering of employees, it becomes quite easy for Indian organizations to realize success compared to the American counterparts. This can be attributed to the fact that American organization are more oriented on shareholding. This means that American organizations base their interest on maximizing their shareholder value and giving little concern to their employees. Thite (2004), states that it is important to get a clear understanding of culture and how it impact on concept of international human resource. This is attributed to the fact that high context culture live a more social life compared to low context culture who live a more private life. Therefore, culture does play a significant role in determining whether companies in the global market are successful or not. Therefore, it is up to organizations to incorporate both cultures in their organizations to ensure survival. Critical reflection/ analysis In an effort to critically reflect on the issues raised, I examine an article by Australian school of business which tries to demonstrate how companies can be successful in china. According to the article one of the main issue that organization have to consider is the culture of the Chinese people. The Chinese are more social in that they view everything as communal rather than an individual. As a result Chinese employees put in a lot of effort in their duties in an effort to ensure that the organization is successful. Therefore, for organizations intending to work in china they have to put into perspective the Chinese culture. However, this can only be achieved by the HR department since it is the one tasked with governing relationship between employers and employees. References Australian School of Business (2013). What Western Firms Need to Know to Succeed in China. Retrieved from http://knowledge.asb.unsw.edu.au/article.cfm?articleid=1809 Cappelli, P., Singh, H., Singh, J & Useem, M (2010). The India Way: Lessons for the U.S. Academy of Management Perspectives. Hofstede, G (2007). Asian management in the 21st century. Asia Pacific J Manage 24, 411–420. Schuler, R.S & Tarique, I (2007). International human resource management: a North American perspective, a thematic update and suggestions for future research. Int. J. of Human Resource Management, 18(5), 717–744. Week 8 SHRM and knowledge management Explain: Knowledge management plays a crucial role in human resource as it assists in coming up with appropriate strategies for any given organization. This is attributed to the fact that knowledge management tries to ensure that knowledge existing in any organization is utilized within the organization. Therefore, by tapping the knowledge that exists in an organization it becomes quite easy for any given organization to enforce its strategies. This is attributed to the fact through knowledge management organizations become more innovative in undertaking their duties. Therefore, this ensure that they are capable of maintaining their competitive advantage over their rival companies. The prescribed reading by Thite (2004) describes knowledge management to be quite significant in achieving the strategies of an organization. Additionally, human resource management could greatly benefit from knowledge management. This is due to the fact that the HR is responsible with coming up with strategies for the company. Therefore, with the help of knowledge management it becomes quite easy for HR department to establish clear and appropriate strategies. Expand: According to Scarbrough (2003) innovation in any organization is dependent on knowledge management. This is attributed to the fact that employees within an organization possess certain skills and knowledge necessary for undertaking of tasks at hand. Therefore, it is important for the human resource department to identify these skills and knowledge. As a result of identifying the skills and knowledge it then becomes quite easy for an organization to come up with new ventures and ideas relating to its operations. Additionally, the presence of employees with skills and knowledge to undertake various tasks becomes quite handy when navigating challenges that may face an organization. This is attributed to the fact that by incorporating such skills a company increases its chances of overcoming challenges that it may come across. Therefore, knowledge management is quite integral in the running of any given organization, and it is the mandate of the HR department to ensure that knowledge within the organization is put into use. Failure to do so could lead to the collapse of the organization or in other cases loss of competitive advantage in relation to rival organization. Critical reflection/ analysis In an attempt to understand the implications and importance of knowledge management and its relation to human resource, I will look at the function of Nokia. Nokia is one of the leading manufacturer of handsets in the world. However, Nokia faces tough competition from its rival companies. Therefore in an effort to maintain a competitive advantage over the competitors Nokia embraces continuous learning. Through continuous learning Nokia employees gain an advantage over their rival employees. This is attributed to the fact that through knowledge management, the employees are always kept informed of the changes in the mobile industry. Additionally, Nokia ensures that important information or skill possessed is not lost to its rival companies. Therefore, through the HR department Nokia is able to make good use of knowledge within the company toots advantage, thus maintaining a competitive advantage over rival companies (Masalin, 2003). References Garvin, D.A., Edmondson, A.C & Gino, F (2008). Is Yours a Learning Organization? Havard Business Review, 109-116. Scarbrough, H (2003). Knowledge Management, HR, and Innovation Process. International Journal of Manpower, 24(5), 501. Thite, M (2004). Strategic positioning of HRM in knowledge-based organizations. The Learning Organization, 11(1), 28-44 Masalin, L. (2003). Nokia leads change through continuous learning. Learning & Education, 2 (1), 68-72. Week 9 SHRM, business ethics and corporate social responsibility Explain: The dynamics in the business world have led to numerous changes affecting both the societies and the organizations. Thesis evident in the fact that organizations have integrated the society in conducting their operations. This is to say that organizations have moved from the concept of profit making, but have become more concerned issues touching on the society. This hassled to fostering of a good relationship between the society and organization. Organization have undertook projects to try and assist the society in all possible ways. The prescribed reading by Sloan and Gavin (2010), captures this concept clearly. It describes how organization strive to ensure that they participate in the society. In doing so it identifies three responsibilities of the Human Resource department in in ensuring that the organization is ethical. The first responsibility is to establish ethical HR practices. Secondly, it tries to facilitate changes as the organization adopts ethical responsibilities. Lastly, it tries to promote a culture that leads to individual ethical organization. Expand: According to Mirvis (2012), corporate social responsibility plays an integral part in the operations of any given organization. This is attributed to the fact that through corporate social responsibility it becomes quite easy to motivate the employees. Additionally, corporate social responsibility creates a sense of purpose, which in return enhances the manner in which employees conduct their duties. According to Cohen et al (2011), human resource management (HRM) plays a critical role in implementation of corporate social responsibility. It achieves this by ensuring that employees get training on how to sustain the environment when using product with dangerous chemicals. In addition to this, HRM tries to foster good working condition both internally and externally by ensuring there is equity and fair ness within the organization. However, according to Wright and Snell (2005), the human resource department also finds itself on crossroads. This is attributed to the fact that the HR is required to implement the policies of the organization but at the same time trying to ensure that these policy do not affect relationship between the organization and its employees. Beatty et al (2003), on the other hand, state that organization have to observe ethics when conducting their operations. However, this has not been in the case with most organization as they stray out of the ethical requirements in an attempt to be successful. However, since human resource is responsible in ensuring that individuals in an organization conform to ethics, has ensured that individuals conform to ethical requirement. Therefore, the HR department plays a crucial role in fostering good relationships within the organization, and ensuring that the organization conforms to ethical requirements. Critical reflection/ analysis: In an attempt to understand the implication of ethics and human resource management I chose the Australia Defense force. The defense force puts a lot of resources in ensuring that individuals within the defense force abide by a code of ethics. This was evident when the defense force was rocked with sex scandal involving military men. According to the military human resource department the military acted outside the ethics code which led to termination of employment. They were of the view that their action painted a bad picture for the army and could compromise the integrity of the organization. Therefore, by examining the sex scandal it is clear that ethics is given high priority in operations undertaken by organizations, and it is up to the HR department to ensure ethics is observed. References Beatty, R.W., Ewing, J.R & Tharp C.G (2003). HR’S Role In Governance: Present And Prospective. Human Resource Management, 42(3), 257. Cohen, E., Taylor, S & Muller-Camen, M (2011). HR’s Role in Corporate Social Responsibility and Sustainability Mirvis, P (2012). Employee Engagement and CSR: Transactional, Relational and developmental Approaches. California Management Review, 54(4), 93-117. Sloan, K & Gavin, J.H (2010). Human Resource Management: Meeting the Ethical Obligations of the Function Business and Society Review 115, 157–74. Sex scandal in Australian Defence Force Academy. http://www.youtube.com/watch?v=X2FA4JAs3Zw Wright, P.M & Snell, S.A (2005). Partner or guardian? Hr’s challenge in balancing value and values. Human Resource Management, 44(2), 177–182. Read More