Related Essays
Abstract
A company’s most valuable asset is its people. Human resources refer to the people who comprise the organization. The practice of human resource management includes employee recruitment, hiring practices, employee development and retention, discipline, motivation, and to a degree, organizational culture and socialization. Human resource management also involves job or role definitions and clarifying hierarchies and relationships within an organizational structure. Ethical codes and codes of behavior may also be covered under the rubric of human resources management. Human resources departments often operate independently but in conjunction with other departments to create a cohesive strategy for management and… Continue Reading...
in measuring the success or effectiveness of the organization, the non-profit does use different employee management strategies and techniques. Human resources management strategies used in nonprofit firms often do mirror those used in their for-profit counterparts. For example, motivation, employee engagement, training and professional development are all major issues for human resources managers no matter what their sector. The literature on human resources management in non-profit organizations is extensive in general, but few studies have applied qualitative methods to assess the actual HRM practices used in nonprofits. Similarly, few studies have used qualitative methods to determine HRM and employee perceptions of employee training and development programs. Existing studies on… Continue Reading...
1. I was first inspired to study the identification and development of high potential employees from the human resources management perspective, which is inherently a multidisciplinary approach. Although my dissertation project seems a long way away, now is a good time to dive into the body of evidence and theory surrounding this important issue. Understanding how to identify, motivate, and develop high potential employees is something that can add value to an organization and increase its overall productivity, effectiveness, and competitiveness in a dynamic market environment.
My research has thus far introduced me to a number of different theories and approaches to studying this topic. For example,… Continue Reading...
of security programs today. For example, when employees believe they are being observed by organizational human resource or security representatives for any reason, they will likely alter their behaviors in accordance with prevailing corporate regulations and guidelines. This natural response on the part of employees to being observed, whether overtly or covertly, means that security managers can leverage this response in ways that effectively reinforce compliance with existing security protocols and procedures as well responses to any subsequent changes in their respective provisions.
4. In your opinion, is the Pygmalion… Continue Reading...
Organization Brief Description
International Human Resource Management (IHRM) can be delineated as a set of activities purposed at the management of organizational human resources at the global level to attain organizational aims and accomplish competitive advantage over rivals at national and global levels. It encompasses characteristic human resource management functions like training and development, recruitment and selection, as well as performance appraisal undertaken at the global level. So as to closely incorporate company operations across the globe, multinational corporations try to cultivate and instigate standardized human resource management practices by transmitting the practices being… Continue Reading...
HRM
There are a number of challenges facing human resource departments today. Key trends such as increasing diversity, skills deficiencies, and an aging workforce each affect the environment in which HRM managers work. Further, HRM consists of many different functions, each governed by its own laws and regulations. Today's human resource manager must work in the context of these different functions to deliver a coherent human resources strategy that meets the needs of the organization. That means not just hiring people, but setting out a full slate of HRM policies that allow those people to be at their… Continue Reading...
chaotic, because the rapid pace of growth places strain on the talent within the company. The human resources department has to keep a rapid pace of hiring, ensuring all the while that it is bringing in the right people to support the mission going forward. Just as important, the new hires have to blend in with the existing organizational culture. This can be a significant challenge when the growth comes as rapidly as it did for Apple in the 2000s. The company's growth trajectory started with an established culture under Steve Jobs, the introduction of the iPod, and then the introduction of the iPhone started Apple… Continue Reading...
and development programs for their employees. In fact, theory-based information helps human resources managers to structure training and development for specific groups of people. The most relevant theories include those that are related to learning, and those that are related to social relations and identity construction.
Learning theories can be based on basic behaviorism, including patterns of reward and punishment that can be used to motivate specific behaviors and discourage undesirable behaviors that detract from inter-group harmony (Duggan, n.d.). However, cognitive theories of learning can be even more helpful for structuring effective employee training programs designed to cultivate specific skills or… Continue Reading...
faced with a skills shortage, which has affected its recruitment and selection strategies. This human resource (HR) plan provides strategies the company should utilize to recruit, select, hire, and socialize candidates for the vacant Helpers position.
Description of Industry and Industry Trends
The construction industry where ColonialWebb operates it is a branch of the commercial enterprise sector that focuses on the development of buildings and mechanical systems. This industry has experienced tremendous growth in certain parts of the world, especially regions that have been characterized by increased urbanization. Construction industry is a crucial sector in the economic growth and development of a country because… Continue Reading...
HR Shared Services
When it comes to the craft and practice of human resources, one of the unmistakable trends that is emerging and changing the face and shape of the work field is the use of a "shared services" framework. Something that is common and inherent to these shared services frameworks is a passionate mission and vision behind the department and how precisely their iteration of human resources will be used to assist and empower the organization via the effective utilization of human resources practices and procedures. This may come off as navel-gazing and self-aggrandizing corporate speak to many people. However, there… Continue Reading...
divided into three distinct sections. That is organizational structure, organizational strategy and human resource management. So, J&J organization structure will be explored, the various strategies that the company has pursed over the years will be elaborated and finally J&J human resource management practices will be discussed. Other sections in the paper include organizational design theory and emerging issues in HR management.
Organizational Design Theory
Organizational design (OD) theory is “the study of how organizations function and how they affect and are affected by the environment in which they operate” (Stanford, 2015). An organization is defined as the deliberate arrangement of people to… Continue Reading...
HR Plan: Philips Academy Andover
Introduction
The Human Resources (HR) department of any organization is the spine of the entity. This is where the integrity of the company needs to reside, and where the team members can be protected from potential abuses of power. Abuses of power are more common than most people care to admit, and are one of the reasons that HR was born in the first place. As history has demonstrated without a doubt, where there are human beings there will always be abuses of power, as power as the tendency to corrupt others.… Continue Reading...
turnover is amongst the highest costs that a company can incur in its Human Resources department. Therefore, in order to eliminate this cost, it is vital that the company works towards retaining its talent. However, it is not possible to eliminate this cost completely since there are employees who would still feel the need to leave no matter what is offered in terms of compensation or benefits. In such cases, it is best for the company to understand that employees leave a company for diverse reasons and the employer only needs to ensure that they are not leaving because they are not satisfied… Continue Reading...
Activity 1: Human Resource Management (HRM)
HP Corporate Objectives
Profit: Recognizing that profit constitutes the single most effective measure of the organization's contributions to the community, in addition to being the most basic source of business strength. Attaining maximum possible levels of profit in line with other business goals is the aim.
Striving for constant advancement in company offering (i.e., services and products) quality, value, and utility (Hewlett-Packard, 2016).
Field of Interest: Focusing efforts and constantly pursuing fresh development opportunities, whilst simultaneously limiting participation to areas wherein the company possesses capability and… Continue Reading...
Human Resources and Change: Major Responsibilities of HRM
The three major roles of human resources management (HRM) are (1) administrative, (2) operational, and (3) strategic. The functions that fall within these roles include: recruiting and selecting hires, orientation, maintaining stable and quality workplace environments, managing employee relations, and training and developing staff. This paper will show how the HRM of the company Tesla, Inc., including the manufacturing, finance, and marketing subsystems are in need of change. By comparing these subsystems to other successful subsystems, this paper will indicate that Tesla… Continue Reading...
& Freese, 2013). The shifting psychological contract has consequently presented a significant challenge for organizations, specifically their human resource management (HRM) function. The challenge relates to maintaining and improving employee motivation, commitment, and job satisfaction, which tend to be crucial drivers of both individual organizational productivity and performance (Smissen, Schalk & Freese, 2013).
It is imperative for organizations to acknowledge the shifting psychological contract, and create new contracts that are favorable to both the employer and the employee. With reference to literature in the area of organizational behavior and HRM, this paper explores the changing employer-employee relationship and its implications on HRM. First, a comprehensive definition of… Continue Reading...
Executive Summary
This document considers the various points of correlation between human resources, management information systems, and supply chain management in relation to critical IBM concepts of managing an organization. It identifies how these three areas intersect and their long term value for organizations as a whole. Ultimately, they are vital aspects of operations in the contemporary business world.
Introduction
There are a number of eminent facets involved in the management of contemporary organizations. Encompassing a wide range of characteristics, the most notable of these pertain to information technology, resource allocation, and varying elements of procurement. Effecting competitive advantage today no… Continue Reading...
successful (Noorderhaven and Harzing, 2003).
One of the major complexities MNCs face relate to human resource management (HRM). Indeed, managing human resources in the international context can be a daunting task. This is particularly because of considerable cultural, institutional, economic, and political differences across countries (Thite, Wilkinson and Shah, 2012). National (country-of-origin) characteristics tend to influence how MNCs behave in the host country. They influence not only corporate strategy, but also the kind of HRM practices MNCs adopt in the host country (Sethi and Elango, 1999; Yu, Park and Cho, 2007; Cox, 2014; Chung and Furusawa, 2015). For their subsidiaries or overseas operations, MNCs… Continue Reading...
should not be relied on as an initial recruitment tool.
Recruiting Plan
A human resources manager’s recruitment strategy begins with needs assessment; recruiting is about first determining what the organization needs in order to thrive in that department and then to fulfill those needs with human resources (Caran, Barton & Carey, 2015). Recruiting strategies vary considerably depending on the position could involve culling top talent from competitors; in the case of a warehouse manager, recruitment efforts will not necessarily require aggressive strategies because the warehouse manager role and duties are not highly specialized enough to warrant such means (Mathlin & Jarvinen, 2018). Core… Continue Reading...
Diversity Socialisation for Newcomers
Head of Human Resources
XYZ Investment Limited
Dear Sir,
Re: Diversity Socialisation for Newcomers
The significance of organisational socialisation cannot be overemphasised. Through the process, new employees are equipped with the knowledge, attitudes, and behaviours necessary for successful organisational membership (Cable, Gino & Staats, 2013). In most cases, however, the process of socialisation focuses on aspects such as the goals of the organisation, individual role and responsibilities, behavioural patterns, as well as rules and principles pertaining to the organisation. Often, there is little or no attention to workplace diversity issues (Mcmillan-Capehart, 2005;… Continue Reading...
