HUMAN RESOURCES MANAGEMENT - Essay Example

1. a). How Can a Human Resource Manager Make General Management Aware of HR Implications when developing a business strategy? The human resource manager needs to develop strategic and operation capacity and planning then communicate the business strategy they come up with to the general management (Reilly and Williams, 2006). Communication between the general management and the human resource manager is vital since it will make them decide on the viability of the business strategy. The two parties will look at the pros and cons of the strategy and make a decision if to adapt to the strategy.

For the strategy to be successive the general management has to be aware of how it is going to be implemented, hence they need to understand it properly. For example, the general management will avail the resources required and give signatories to implement the strategy; hence they need to be aware of the strategy and its implications on the operations of the company. Providing all the information about the business strategy to the general management is vital in ensuring that they give a go ahead so that the strategy is implemented.b). What Kind of Structure Can help HR Support Strategy Make It Work?

The human resource organizational strategy, which will make their policies work, is one that divides the role of decision making among the employees, which is referred to as employee or labor relations (Abella, 2004). For example, different groups will be assigned different tasks, which they will be responsible for and ensure that the tasks they are assigned are accomplished. Sharing decision-making makes employees comfortable with their job since they will have a feeling of self worth.

Consequently, this will enhance the operations of the company and productivity will rise. In addition human resource can use a compensation strategy, which will see that the hard working employees are given bonuses for the extra work they do.2. Stage 6 in Moral DevelopmentTo be a stage 6 manager in the construction company, the manager needs ensure that their practices are directed towards achieving the goals the company has set within the time provided while taking care of the needs of every worker (Armstrong, 2008).

The manager should use orientation where he will ensure that all the workers are protected in terms of justice and welfare, which will be the same for everyone in the company. The manager should ensure that every worker is entitled to a medical cover and incase of injury or sickness, they are treated promptly and in the best way. He should also ascertain that workers are entitled to joining unions, which will be responsible for forwarding their complaints to the management. Furthermore, the manager should ensure that his motives are moral and should be ready to share ideas so that the decisions he comes up with are for everyone’s benefit.

The manager should advocate for everyone in the company to uphold ethical standards and make certain that their actions are acceptable and produce benefits to those that they affect. For example, employees should be expected to protect the environment from pollution by ensuring that they dispose off waste in the designated areas so that the ecosystem is protected from pollution. The manager should guarantee that he upholds ethical decision making and be concerned with the society and ascertain that the operations of the company are of benefit to the society at large.

The decisions the manager makes should be properly evaluated to ensure that workers are comfortable and they work towards meeting the company’s goalsBibliography Abella, V. 2004. The HR Function of the Future, New York: SGV and Co.Armstrong, M.2008, Strategic Human Resource Management: A Guide to Action, London, Kogan Page Publishers.Aurora .2011. Functions of Human Resource Management. [Accessed], November 27, 2011. Bohlander, G. and Snell, S. 2009. Managing Human Resources, London, Cengage Learning.Reilly, P. and Williams, T. 2006. Strategic HR: Building the Capability to Deliver, Hampshire, Gower Publishing Ltd.

Sistare, H., Shiplett, M., and Buss, T. 2008. Innovations in Human Resource Management: Getting the Publics Work Done in the 21st Century: Transformational Trends in Governance and Democracy, New York, M.E. Sharpe. Sims, R. 2007, Human Resource Management: Contemporary Issues, Challenges, and Opportunities; Contemporary Human Resource Management, Charlotte, IAP. Workinfo.com. 2007. A Guide to Strategic Human Resource Planning [Accessed], November 27, 2011.