Free

Human Resource Management - Learning - Assignment Example

Comments (0) Cite this document
Summary
There are some areas of specialization in which CEOs and managers have very advanced skills, for example the technical aspects and the marketing and sales side. This is not, however, sufficient expertise to run a large company and HRM experts have very advanced skills, for…
Download full paperFile format: .doc, available for editing
GRAB THE BEST PAPER92.8% of users find it useful
Human Resource Management - Learning Assignment
Read TextPreview

Extract of sample "Human Resource Management - Learning"

Human Resource Management - Learning Assignment Why do you think it is important for HR to be a strategic partner to the business? There are some areas of specialization in which CEOs and managers have very advanced skills, for example the technical aspects and the marketing and sales side. This is not, however, sufficient expertise to run a large company and HRM experts have very advanced skills, for example in dealing with people issues and the challenges involved in change management. In some fields there is significant change in the environment occurring at a very fast pace. The example of technology firms shows that HRM can deliver appropriate management training and develop tools and interventions which are matched to the needs of the future, rather than out-dated industrial models (Garavan, 1991). In order to understand these new needs, and fit the support systems to the business context, HR professionals need to be part of the planning process right from the start. The strategy that a company adopts has to be deliverable, and the contribution of HR can make sure that the whole organization is geared up to match strategic objectives, using tools like rewards systems, orientation programs, working time arrangements and many others. If strategic planning and HR are separate, then a gap can develop which hampers progress towards corporate objectives.
[198 words]
2 What benefits do you think the employees derive from this arrangement?
If HR is involved in strategic planning then employees can be sure that details such as the terms of their contracts and the working arrangements in their teams have been put together in alignment with company objectives. There is consistency across the board when points of debate or contention arise, and employees are less likely to be caught between conflicting messages. HR can serve as a useful channel for information to flow from the very top of the organization to the very bottom, and across the whole width of different departments or sections. The organization is therefore bonded together more fully. This means employee views are heard and their concerns can be fed into all processes at all stages. Sensitive processes like down-sizing are likely to run much more smoothly and fairly when HR considerations have been included in the planning stage. Management directives and core corporate values are much more likely to be adopted if HR has influenced their formation and implementation (Williams, 2010).
[165 words]
3 What do you think are the risks involved (to HR and the organization as a whole) if HR does not make this a priority and instead remains a purely task-oriented department mostly administrative in nature?
If HR remains a task-oriented department it will more than likely find itself in a reactive situation, having to fix problems that have been caused by management decisions (whether or not these decision were necessary, useful or appropriate). Priorities will be set by others, and there may be inherent contradictions and conflicts within policy which cause problems for HR staff. If HR accepts the role of passive supporter and problem-fixer within the organization then the root causes of problems are not likely to be addressed, job satisfaction of HR teams is likely to be low, and the organization will operate much less efficiently than it might have done. There may well be a tendency towards defensive behaviors across the organization, and the opportunity to exploit the synergy between crisis and opportunity will be missed because no-one is prepared for, or supported in, taking risks (Cascio and Boudreau, 185). This reduces the flexibility of the organization, which can be a critical factor in a fast-moving business context.
[166 words]
References
Cascio, W.F. and Boudreau, J.W. (2012) Short Introduction to Strategic Human Resource Management. New York: Cambridge University Press,
Garavan, T.N. (1991) Strategic Human Resource Development. International Journal of Manpower 12 (6), 21-34.
Williams, S.L. (2010) Strategic planning and organizational values: links to alignment. Human Resource Development International 5 (2), 217-233. Read More
Cite this document
  • APA
  • MLA
  • CHICAGO
(“Human Resource Management - Learning Assignment”, n.d.)
Human Resource Management - Learning Assignment. Retrieved from https://studentshare.org/miscellaneous/1607355-human-resource-management-learning-assignment
(Human Resource Management - Learning Assignment)
Human Resource Management - Learning Assignment. https://studentshare.org/miscellaneous/1607355-human-resource-management-learning-assignment.
“Human Resource Management - Learning Assignment”, n.d. https://studentshare.org/miscellaneous/1607355-human-resource-management-learning-assignment.
  • Cited: 0 times
Comments (0)
Click to create a comment or rate a document

CHECK THESE SAMPLES OF Human Resource Management - Learning Assignment

International human resource management

.... (2008). Introduction to Human Resource Management. Oxford University Press. Bauernberger, J. (2007). Human Resources in the Global Market. GRIN Verlag. Bognanno, M., & Sparrow, P. R. (1995). Integrating HRM strategy using culturally-defined competencies at British Petroleum: Cross-cultural implementation issues. European Casebook on Human Resource Change Managememt, Compton, R. L., & Nankervis, A. R. (2007). Effective Recruitment and Selection Practices. (5th ed.). Australia: CCH Australia Limited. Cornelius, N. (2001). Human Resource Mnagement: A managerial Perspective. (2nd ed.)....
10 Pages(2500 words)Assignment

Human resource management

...are fired. References Boice, D. F. & Kleiner, B. H. 1997. Designing effective performance appraisal systems. Work Study, 46, 197-201. Cole, G. A. 2002. Personnel and human resource management, Padstow, Cornwall, Thomson Learning. Jones, R. 2005. Redundancy - making sure you get it right [Online]. Available: http://www.baineswilson.co.uk/pdfs/Redundancy%20-%20making%20sure%20you%20get%20it%20right%20-%20Dec%202005.pdf [Accessed August 4 2012]. Kaminski, J. 2000. Leadership and change management: Navigating the turbulent frontier [Online]. Nursing Informatics. Available: http://www.nursing-informatics.com/N4111/changemant.pdf [Accessed July 28 2012]. Sony....
6 Pages(1500 words)Assignment

Human resource management

...and related to vision or mission of the organisation. Employees who have been bullied by other employees or managers would fall under equal opportunities considerations. Creating better psycho-social systems to facilitate more effective knowledge transfer would fall under diversity policies; as one example. Topical human resources Performance management is founded on goal-attainment and the role of individuals or teams in the organisation toward meeting these goals. It involves using 360 degree feedback concepts to gain knowledge of employee performance from multiple raters, establishing learning interventions through training, development of performance...
6 Pages(1500 words)Assignment

Strategic Human Resource Management

...Brands are changing. Retrieved Oct 23, 2012 from http://www.brandchannel.com/images/papers/76_Hotels.pdf Kim, B., & Oh, H., 2004. How do hotel firms obtain a competitive advantage? International Journal of Contemporary Hospitality Management, 16(1): 65–71. Knowles, T., 2000. Hospitality Management: An Introduction. Harlow: Longman. Lado, A., & Wilson, M., 1994. Human resource systems and sustained competitive advantage: A competency-based perspective. Academy of Management Review, 19, p. 699-727. Mabey, C., Skinner, D., & Clark, T., 1998. Experiencing Human Resource Management. California: SAGE. Mathis,...
12 Pages(3000 words)Assignment

Subject is Learning,Training and development. (Human Resource management).You have to answer the question in analytical way

...) ‘Understanding relations of individual-collective learning in work: A review of research.’ Management Learning, 39, 3: 227-243. Grugulis, I. (2006) Skills, Training and Human Resource Development: A Critical Text. New York: Palgrave Unilever. (2011). (Online) http://www.jobstreet.co.th/jobs/2011/4/default/70/130385.htm?fr=J Harri-Augstein, S. and L. F. Thomas (1992) `Self-organized-learning for personal and organizational growth', Training and Development. Harri-Augstein, S and Webb (1995) Learning to Change: A Resource for Trainers, Managers and Learners based on Self-Organised...
10 Pages(2500 words)Assignment

Global Human Resource Management

... might be transferred to certain other branches of the United Arab Emirates so that they might enhance their ways of work and responsibilities. Works Cited Briscoe, D. & et. al. “International Human Resource Management, 4E”. 2012. New York: Routledge. Print. Dowling, P. J. “International Human Resource Management: Managing people”.2008. London: Thomson Learning. Print. Hayton, J. & et. al. “Global Human Resource Management Casebook”. 2012. New York : Routledge. Print. McCourt, W. “Global Human Resource Management: Managing People”. 2003. London: GRIN Verlag. Print.... Global Human Resource Management Background of Union Nation Bank Union National Bank (UNB) is one of the most reputed and...
3 Pages(750 words)Assignment

Human Resource Management

...with appropriate training and awareness in terms of culture, policies, and objectives of diversity management. Through high sensitivity, fairness and integrity, leaders can instill motivation and inspiration among employees thereby resulting in enhanced organisational performance. References Books: Ferris, G.R, Rosen, S.D. and Barnum, D.T. (1995).Handbook of human resource management. U.K: Published by Wiley-Blackwell. Griffin, R.W and Moorhead, G. (2009). Organisational Behaviour: Managing People and Organisations. 9th ed. U.S.A: Cengage Learning,. Jackson, S.E, Schuler, R.S and Werner, S. (2008). Managing...
5 Pages(1250 words)Assignment

Management of human resource

...Multisource Assessments Multisource Assessments Question Results may show disparities because of the differences in expectation with the involved parties. There might be a case of over expectation from the management. Secondly, those who are using the assessment may be biased in one way or the other, especially the peers because of the interpersonal differences that may be affected by the past their past experiences (Hosie, 2006). The other reason is that, the employee or the peers may lack sufficient knowledge on the essential parameters that should be considered when using this approach of multisource assessment. This will result to errors in assessment. The last factor could be the changing job circumstances that may...
1 Pages(250 words)Assignment

Human Resource Management /Work and Learning ( HRMT406 ) Ass#3

...Human Resource Management of the of the Table of Contents Introduction 3 2.Role of labor education in empowering employees and democratizing workplace 3 3.Importance of EDS in empowering employees and democratizing workplace 4 4.Conclusion 5 References 7 1. Introduction It is indeed true that labor education and introduction of extensive employee development schemes (EDS) plays a significant role in the empowerment of employees as well as the democratization of workplace. Employee empowerment and workplace democracy are two fields of modern human resource management which have garnered considerable amount of attention from academic...
6 Pages(1500 words)Assignment

Human Resource Management /Work and Learning ( HRMT406 ) Ass#5

...(Deogratias, 2009). Cultural competency training is an important tool for an organization to make people aware about all the cultural diversification in the workplace and to train them about the procedures to utilize this diversification for organizational betterment. This training facility is sponsored by the Ministry of Citizenship and Immigration in Canada (Human Resources Professionals Association, 2012). This certified training program helps a workplace to be culturally inclusive. It also influences the organization to introduce new strategies that will help them to hire, train and retain workers from different cultural background in Canada (Human Resources...
6 Pages(1500 words)Assignment
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.

Let us find you another Assignment on topic Human Resource Management - Learning Assignment for FREE!

Contact Us