Managers within an organization have their own particular values and beliefs that they establish for successful business operations and maintaining effective human resources practices. Corporate culture is simply defined as “the way that things are done in the business”…
Download file to see previous pages...
Corporate culture affects a business and its workers in different ways so that workers become more creative and innovative. According to Hawken and Lovins (1999), a business that functions as a learning organization, rewarding measurement, monitoring continuous improvement always outpaces a corporate culture.
A strong corporate culture provides a sense of identity for its employees so that they feel as part of the firm. A sound corporate culture can help form a effective teamwork among its workers. Corporate culture encourages workers to become more committed to the business and as a result industrial relation or high labor turn-over problems can be solved. Corporate culture contributes employee motivation that in turn increases the productivity of the employees. The corporate strategy can be used by managers as a measure to control managerial activities and to shape employee behavior and attitude towards the business. The researchers have found that strong corporate culture often damage company performances and its effectiveness in operation (Lowney, 2003, p. 209).
People in a group or organization may be different in expressing values, rites or symbols and hence there can be subcultures within a corporate culture. The corporate culture can be ‘integrated, or differentiated or fragmented. The integration perspective of corporate culture is a unitary in which culture is shared and it would be unambiguous. The differentiation perspective is one in which culture forms in different ways. In fragmentation perspective, there would be little consensus between the workers in an organization regarding what is their culture.
“Leadership is a process whereby an individual influences a group of individuals to achieve a common goal” (Northouse, 2009, p. 3) Leadership is the process of guiding the behavior of other people towards attaining organizational objectives. Leadership causes subordinates to behave in a particular
...Download file to see next pagesRead More
Cite this document
(“Human resource management Essay Example | Topics and Well Written Essays - 1000 words - 3”, n.d.)
Retrieved from https://studentshare.org/miscellaneous/1561246-human-resource-management
(Human Resource Management Essay Example | Topics and Well Written Essays - 1000 Words - 3)
“Human Resource Management Essay Example | Topics and Well Written Essays - 1000 Words - 3”, n.d. https://studentshare.org/miscellaneous/1561246-human-resource-management.
In the contemporary market characterised with intense competition, most organisations have diverted from conventional perception of human resource as passive resource that can be manipulated to get things done.
One of the major functions of human resource management is to ensure that all decisions and activities that affect the human resources are effectively managed. This includes, recruitment of staff, ensuring that staff is highly motivated through better remuneration, provision of benefits and training among others.
Human resource management of an organization deals with a number of management decisions which have a major impact and influence on the people of the organization. The human resource management when dealt with in a strategic manner with strategic plans and well thought out and strategically devised practices, then this is referred to as Strategic Human Resource Management. The main aim of this paper is to compare and contrast the various approaches of strategic human resource management.
This transformation has had major impacts in organizational management. The concept of SHRM has evolved as a bridge between the management of organizational human resource and business strategies. The major impact has been seen through the alignment of the human resources to the performance of the firm to give it a competitive advantage.
Strategic human resource management can be defined as an efficient management process of utilizing human resources to the best extent and it aims at enhancing the organizational efficiency (Fombrun et al., 1984). It is a complex process that is continuous in nature
al with this problem, the HR department will have to make required changes in its policy, management style and strategy so that the employees are motivated to perform well and remain loyal to the company for a long period. Two theories that can be applied to an organization
The two concepts are interrelated but one elicits higher performance than the other. There was need to develop this advanced form of human resource management as a result of the changing nature of technology, economy and market. There was a need to come up with a
One element that plays a substantive role in ensuring the success of an organization is the job description, and, therefore, the paper discusses the aspect of job analysis as the cornerstone of human resource
Fordism supported domestic mass production and the allocation of high wages among laborers. It was under fordism concept that mass consumption considerations got integrated with accountabilities on production. The philosophy of fordism has influenced business operation
They can improve the knowledge, skills, and increase retention of quality employees while enhancing the nonperformers ability to suit the firm’s needs (Liker & Michael, 2010). An inquiry made regarding this argument is that a company’s current
1 Pages(250 words)Essay
GOT A TRICKY QUESTION? RECEIVE AN ANSWER FROM STUDENTS LIKE YOU!
Let us find you another Essay on topic Human resource management for FREE!