What Are the Aims of Human Resource Management - Assignment Example

Human Resource Management and Multicultural Organizational Management Name Institution Course Tutor Date Q1: Human resource management (HRM) is among the important functional areas in an organization. Indeed, no organization can achieve its objectives without human resources. It is concerned with the management and effective utilization of the people skills and abilities for the benefit of the organization. People manage organizations and without them, the existence of organizations cannot be achieved. HRM entails management of human resources which is the knowledge, skills, education, proficiency and training of organizational members (Durai 2010, p. 01-02). Human resources are distinct with other organizational resources because the production of an output that is larger than the input can be achieved by human resources alone. This is as a result of innovation and creative skills of human beings. However, in order for this to materialize, human resources must be managed effectively. HRM is used by organizational management in carrying out this function and others. HRM is an organizational function directed towards the achievement of various aims. The main aim of HRM is ensuring that a committed and competent workforce is available in the organization (Randhawa 2007, p. 07). In this era of globalization and intense competition, employees who are competent, dedicated, motivated and visionary are required if the organization is to achieve its objectives successfully. HRM exist to help an organization acquire talented, innovative and creative people in the market. In turn, these individuals use their abilities in assisting organizations realized it goals. Another aim of HRM is to ensure that human resources are utilized effectively (Kumar 2011, p. 06). Human resources then utilized all the other resources of the organization in an effective manner. Generation of maximum development of human resources in the organization by giving employees opportunities to advance through further education and training is the objective of HRM. Human resources should be fully developed in order to get their maximum benefits. HRM aims at establishing and maintaining an organizational structure of relationships among all the organizational members (Kumar 2011, p. 06). This is realized through the division of organizational tasks into various functions, jobs, and positions. Moreover, each job responsibility, accountability, and authority is clearly defined together with its relations with other jobs. In recent decades, human resources have been identified by some studies as a source of competitive advantage (Montoro-Sanchez & Soriano 2011, p. 11). This even makes HRM an important function in an organization. In order for an organization to take advantage of this scenario, they must have good human resource practices that help to attract and retain best and talented people within and outside the organization. The effectiveness of coordination and utilization of human resources determine the success in achievement of organizational objectives (Kumar 2011, p. 07). HRM is important management function directed towards the achievement of some specific aims. It is expected to achieve and maintain high morale among organizational employees by establishing better human relations (Kumar 2011, p. 07). Furthermore, the aim of HRM is identification and satisfaction of individual needs through the provision of monetary and non-monetary rewards. It is an organizational function that rewards employees by giving bonuses, trips and extended leave to the most hardworking and innovative employees. The objective of HRM is to also reconcile individual and group goals with those of the organization in a manner that makes people feel a sense of loyalty and commitment towards the organization. In retail businesses, HRM is as important as in any other business. At Walmart, world’s largest retailer, aims of HRM discussed above are put into effect through various ways. Walmart employs many people to work in its various stores all over the world. The aims of HRM at Walmart are put into effect through motivation, promotion and external recruitment of competent and talented individuals to work as associates. At Walmart, individuals who are hired are not called workers or employees but are referred to as associates. Bonuses are given to those employees who have worked for more than one year and their families get discounts as a way of motivating them towards the achievement of its HRM objectives. Internal promotion is carried out at Walmart in order to commit their associates and make them loyal to the business. On the other hand, Walmart recruits individuals and managers that have entrepreneurial characteristics and are best in their fields. In general, Walmart is utilizing human resource management strategies successfully in order to achieve aims of HRM. Consequently, increase productivity and efficiency and effectiveness of associates are being continually achieved at the retail store. Walmart are successfully in putting aims of HRM into effect because they have created an organizational culture that thrives on respect, understanding, and common interests. Furthermore, everyone is treated equally and there are no bosses as all organizational members are called associates who perform their respective roles and responsibilities towards achievement of the business objectives. Q3: Organizations today are composed of people from diverse cultural backgrounds. Globalization has led to increasing in multicultural organizations as borders no longer prevent people from working in different parts of the world. Indeed, global organizations are increasing at a faster pace. Migrations of people and increase in the number of women that have entered the workforce have resulted in a heterogeneous workforce. Organizations have responded to these changes by creating work environments that address the needs of a multicultural organization. Organizational managements are continually seeking to establish a multicultural organization because of the benefits. In fact, for a very long time, the value of multicultural organizations that are well-managed has been recognized (Chernesky 2005). Organizations are capable of reaping the benefits brought by individuals of different cultures. They should strive to create an environment that enables employees to work together in the achievement of organizational goals and objectives. Diversity competent organizations have created policies and practices that will be used in responding to the needs of employees. The growth of multicultural organizations can be attributed to its benefits. Diversity in a workplace improves organizational performance. This is because of different abilities and skills that are possessed by employees. Furthermore, decision-making and problem solving can be enhanced as well as increased creativity and innovation (White 1999, p. 477). However, if not well-managed, a multicultural organization can lead to loss of employees’ morale and a decrease in productivity. The key to having a diverse management and a stable multicultural organization hinges on creating people-centered policies and undertaking strategic thinking (Shen et al., 2009, p. 236). It is a good starting point to have a motivated workforce as cultures differ in the way it perceives different aspects in the society. Cultural dimensions influence people’s perception and the way they relate to other people. This gives rise to more risk and less risk averse individuals. People who are likely to be more risk averse are those from a different culture from the one their organization is in. They stick to the normal way of doing things and are afraid to try anything new or introduce new ways of accomplishing work. On the other hand, people who accustomed to the prevailing organizational culture are likely to be less risk averse because they understand the culture very well. Cultural understanding is very important to any multicultural organization. It plays a significant role in harmonization of employee relations. Attitudes and values of people from different ethnic and cultural backgrounds are not the same. Cultural understanding is important because organization culture determines the performance of employees (Chernesky 2005). A strong organizational culture can lead to organizational effectiveness. Employees share common beliefs and values that are exhibited in their decisions and behaviors. An organizational culture that value togetherness and supportiveness are preferred by many employees as it helps them to achieve their personal and organizational objectives. In order for organizations to be effective, employees must work together in teams and individually. The relationship between them should be good and it must have been as a result of common understanding. Cultural understanding significantly affects employee relations because differences are recognized and appreciated by the organizational culture (Chernesky 2005). Furthermore, the uniqueness of each employee is respected and resources and rewards are distributed with no regard to race, ethnicity, age, and gender. Cultural understanding ensures that there is minimal occurrence of discrimination, prejudice and groups conflicts.. Organizational culture exists and it is playing an important role in shaping the behavior of organizational members and the organization itself. The culture exhibited by an organization is a reflection of different attitudes, values and expectations of employees that are brought together through cultural understanding. Busch (2012, p. 10) points out that cultural understanding is an instrument of social inclusion. Differences in attitudes, values and beliefs of employees are harmonized through cultural understanding. Organizations are able to managed different expectations by adopting policies and practices that give rise to a common shared vision and values that are cherished by everyone. The organizational culture encourages stability as certain norms, characteristics and behavior are maintained in spite of leadership and membership changes. The current management continues to direct it towards the achievement of the same goals and objectives before changes to the organizational membership. Above all, cultural understanding carries a significant weight as new members need to be aware of the organizational culture. After they understand the culture, their relationship with other employees improves and is therefore enhanced to help an organization achieve its mission. References Busch, D 2012, ‘Cultural theory and conflict management in organizations: How does theory shape our understanding of culture in practice?’ International Journal of Cross Cultural Management, vol. 12, no. 01, pp. 09-24. Chernesky, R 2005, ‘Managing Agencies For Multicultural Services’, in EP Congress & Gonzalez MJ (eds), Multicultural Perspectives in Working with Families, 2nd edn, Springer, New York. Durai, P 2010, Human resource management, Pearson, Chennai. Kumar, R 2011, Human resource management: Strategic analysis text and cases, I.K. International, New Delhi. Montoro-Sánchez, Á & Ribeiro Soriano, D 2011, ‘Human resource management and corporate entrepreneurship’, International Journal of Manpower, vol. 32, no. 01, pp. 6-13. Randhawa, G 2007, Human resource management, Atlantic Publishers, New Delhi. Shen, J, Chanda, A, D'Netto, B & Monga, M 2009, ‘Managing diversity through human resource management: An international perspective and conceptual framework’, The International Journal of Human Resource Management, vol. 20, no. 02, pp. 235-251. White, R. D 1999, ‘Managing the diverse organization: the imperative for a new multicultural paradigm’, Public Administration & Management: An Interactive Journal, vol. 04, no. 04, pp. 469-493. Read More