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Effective reward management
Essays on international human resource management
Essays on international human resource management
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Human Resources Management (HRM) has become a critical component in business strategy of a company which could provide a comprehensive, strategic approach to the management of people, particularly, the MNCs. However, IHRM is largely more complex than HRM, especially the complicated operation. In this essay, I am going to state the functions and activities of HRM and IHRM, then mainly analyze the complex of IHRM through organizational strategy and operation.
The HR practitioners have become more and more popular and important job title in last two decades. As a domestic HR practitioner, there are a few steps and operations he/she need to concern. Firstly, HR practitioners need to have a “big blueprint” to understand the business strategy, and then, develop a mission statement, which is related to the people of organization. Besides, a SWOT analysis can help HRM well focus on internal and external information. Subsequently, conducting a detailed HR analysis is the most important operation, HR practitioners concentrate on the organization's COPS (culture, organization, people, HR systems), such as the belief and ethic of employees, management style and culture of the organization; the structure and job roles of the organization; staff skills and potentials; the connection with LMs, staff selection, reward system, employee relationship, training and development.ect. Finally, developing the solution of the HR analysis and implement the operations. US department of labor had clear characteristics of good HRM operation in 1993: careful and extensive systems for recruitment, selecting and training; formal system for information sharing with employees in organisation; clear job design; participation procedure; monitoring of attitude; i...
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Johnson Gerry, Scholes Kevan(1998) Exploring Corporate Strategy, Pearson Education.
O'Keeffe, T. 2003 Preparing Expatriate Managers of Multinational Organisations for the cultural and learning imperatives of their new environment. Journal of European Industrial Training: MCB University Press, Vol. 27: Number 5
Porter, M (1985), `The value chain and competitive advantage` in Competitive Advantage: Creating and Sustaining Superior Performance, Free Press, New York, page 33-61.
Price Alan (2007), `Human Resource Management in a Business Context` Third Edition, Thomson, Page 202.
Storey, J. (1992) Developments in the Management of Human Resources, Oxford: Blackwell.
Storey, J. (2007) ‘Human Resource Management Today: An Assessment’ in J. Storey Human Resource Management: A Critical Text (3rd Edition) London, Thompson, page 3-14.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2014). Fundamentals of human resource management (5th ed.). New York, NY: McGraw-Hill Education.
Gomez-Mejia, L. R., Balkin, D. B., & Cardy, R. L. (2007). Managing Human Resources (5th
Mathis, R., & Jackson, J. (2007). Human resource management . (13th ed.). Mason, OH: South-Western Cengage Learning. DOI: www.cengagebrain.com
In conclusion, Human Resources department plays a significant role in the organization providing a wide range of valuable services to employees in various functional areas such as recruiting and training people, developing public relations, performance appraisals, maintaining workplace atmosphere, employee relations, benefits administration and much more. More than likely, HR essentially contributes to organization’s strategies and objectives through promotion of leadership activities, building friendly workplace environment and ensuring an efficient management of talented employees overall. As a strategic asset of a company, HR improves the human capital utilization and establishes the competitive workforce based on business and market demand.
Dessler, G. (2011). A framework for human resource management (6th ed.). Upper Saddle River, NJ: Prentice Hall. ISBN: 9780132556378
Mathis, R. L., & Jackson, J. H. (2010). Human resource management (13th ed.). Mason, OH: Thomas/South-western
Noe, Raymond A., et al. Human Resource Management: Gaining a Competitive Advantage. 7th ed. New York: McGraw-Hill/Irwin, 2010. Print.
Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes to “establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent with but also support the achievement of business goals.” (Massey, 1994, p. 27)
Dessler, G. (2011). A framework for human resource management (6th ed.). Upper Saddle River, NJ: Prentice Hall. ISBN: 9780132556378
Changing Roles. Traditionally, HR has been an administrative position-processing paperwork, benefits, hiring and firing, and compensation. However, recently HRM has moved from a traditional to a strategic role, the emphasis is on catering to the needs of consumers and workers. Before, HR was seen as the enemy and employees believed that HR’s main purpose was to protect management. Now, the position requires HRM to be more people oriented and protect their human capitol, the staff. In addition, human resource management has to be business savvy and think of themselves as strategic partners in the 21st century.
Noe, Raymond A., et al. Fundamentals of Human Resource Management. 5th. New York: McGraw-Hill/Irwin, 2014. Print. 27 March 2014.
Willy McCourt & Derek Elridge (2003), Global Human Resource Management, pp 311 - 315. Edward Elgar publishing.
Human Resource Management (HRM) is fundamentally another name for personnel management. It is the process of making sure the employees are as creative as they can be. HRM is a way of grouping the range of activities associated with managing people that are variously categorised under employee relations, industrial/labour relations, personnel management and organisational behaviour. Many academic departments where research and teaching in all these areas take place have adopted the title department of human resources management. HRM is a coordinated approach to managing people that seeks to integrate the various personnel activates so that they are compatible with each other. Therefore the key areas of employee resourcing, employee development, employee reward and employee involvement are considered to be interrelated. Policy-making and procedures in one of these areas will have an impact on other areas, therefore human resources management is an approach that takes a holistic view and considers how various areas can be integrated.
The main purpose of Human Resource Management is to increase the effectiveness and contribution of employee’s attainment of organizational goals and objective (Youssef, C.). Many areas of HRM have been discussed in this course. Those areas are EEO and Affirmative action, Human resource planning, recruitment, and selection, Human resource development, compensation and benefits, safety and health, and employee and labor relations. All these categories have an impact on how an organization is managed. Although there are many things that impact a business, the most important thing about managing a business is selecting the right people to help the company succeed.
HRM comprises a set of policies designed to maximize organizational integration, Employee commitment, flexibility and quality of work. (Guest, 1987) as cited by (Armstrong, 2009) this statement entails that HRM function has policies to guide its activities, if these policies are well integrated with the strategy of the organization, it can enhance employee commitment and result in quality of work, as cited by (Armstrong, 2009) that the overall purpose of human resource management is to ensure that the organization is able to achieve success through people, however the function of HRM is affected by several other factors, this essay will look at three Internal and external environmental factors affecting HR Specialist.