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...
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...
(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 undertaken at the headquarters to subsidiaries situated overseas. Consequently, practices at the organization's subsidiary will have a close… Continue Reading...
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 most productive, and make the greatest contribution possible to the strategic mission of the organization (SHRM.org, 2016).
Key Functional Areas
There are several key functional areas in which human resource managers work. There are five key functional areas that have been identified.: Staffing, development, total rewards, employee relations, and safety. The following section will take a look… Continue Reading...
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...
ascertain the most appropriate training 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...
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...
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...
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...
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...
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...
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 often have to choose between home-country… Continue Reading...
impacting salary negotiations. Therefore, social media 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...
maintaining high performance levels, the company will not be able to implement change. The head of human resources has to therefore make a personal appeal to the CEO to champion the plan. If the CEO buys in, then as per Amazon's culture the rest of the company will fall into line. Changing the CEO's mind might require a coalition that includes a number of other senior executives, not just HR but operations and finance as well, who represent other major stakeholders. Finance is actually quite important because the change has to be framed as being in the best interests of the shareholders in order to truly… Continue Reading...
Abstract
Human resources managers are increasingly called upon to contribute to ethical decision making in their hiring practices. Hiring policies and practices are a critical gateway to fulfilling organizational ethical commitments. Using standard screening methods like background checks or screening applicant social media accounts present ethical dilemmas, pitting the need for due diligence against the need to resist any form of discrimination in hiring. By engaging in hiring policies and practices that reflect legal ground rules and also ethical codes, human resources managers achieve critical security goals and also protect the… Continue Reading...
determinant, less standardized and therefore more fluid." Thus, there are different views of diversity from which human resources organization can draw from. The social organization perspective doubtless arose as the result of the Civil Rights Act of 1964, which specifically barred discrimination of specific peoples on the basis of social organization, essentially compelling organization to become less visually homogenous. The literature basically backfilled the argument that adding… Continue Reading...
organization, retention, company, work, absenteeism, work-related stress, working environment, human resources, personnel management.
Conclusion
The focus of this research is to examine factors that contribute to increased employee turnover and high levels of absenteeism and work-related stress in an organization. Based on the findings of the data analysis, employee retention in the organization is affected by several factors including organizational culture, gender roles in the company, and family conflict. While the study was conducted on a group of participants from diverse backgrounds and demographics, organizational culture has a major impact on employee retention in the workplace. Organizational culture affects… Continue Reading...
hostility in the workplace, while also encouraging human resources to play a more active role in weeding out problematic employees during the hiring process and when considering leadership development strategies. Punitive measures may not always be successful at uprooting hostile behaviors, given that many of the problematic behaviors are deeply embedded in social and cultural norms. Furthermore, many of the persons implicated in cases like that of Otto May are themselves in positions of power—managers and leaders who view themselves as being above reproach because of their title and status in the company. Therefore, senior managers always… Continue Reading...
