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Human Resources management interventions
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Introduction
The human resource management is a very complex, and dynamic field where many managers find it difficult to keep up with the expected results of the field. As of today, the human resource management is challenged with many other factors affecting the field (Martin, 2005:23). Due to the turbulent business climate brought by the increased global competitiveness in price, changing system of employment legislation, changing technologies, and the changing workforce composition are some of the factors affecting the complexity of this field (Anderson, 2005:567). This paper will seek to provide a critical evaluation of human resource management and organizational behaviour, theories, and frameworks that link to the performance in the public sector in America. Given that human resource specialists face certain challenges while executing their daily duties, there are some intervention mechanisms that they put into consideration in order to drive both organizational, and individual performance in a multinational company. As such, this paper will also give a critical evaluation of t...
The Human Resource (HR) Sergeant plays a big role in the Profession of Arms. In this paper, I will discuss what it means to be a profession, balancing the role of the Profession’s Leaders, the Army Professional Culture, and the Human Resource Sergeants Role in the Army Profession. Every profession in the Army has specific skills and duties. All Army professionals must have excellent leadership skills and moral character to promote within their designated fields. It is expected for all Human Resources Sergeants to be good leaders. As a leader, they are responsible for balancing between multiple job duties, guiding their soldiers, and accomplishing the mission or goal. I hope this paper proves the importance of the Human Resource Sergeant in the Profession of Arms.
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)
Noe, Raymond A., John R. Hollenbeck, Barry Gerhart, and Patrick M. Wright. Human Resource Management: Gaining a Competitive Advantage. 7th ed. Boston: McGraw-Hill Irwin, 2010. Print.
Lengnick-Hall M.L.; Lengnick-Hall, C.A.; Andrade, L.S.; Drake, B. 2009. “Strategic human resource management: The evolution of the field.” Human Resource Management Review, 19, pp. 64-85.
Organizations’ other resources can be hired, retained and discarded at any time but human resources needs special treatment. It needs to be carefully hired, deserve an extra effort to retain it and requires training & development to upgrade and improve its capabilities. Other resources depreciate with the passage of time but when the human resource gains more and more experience, it becomes more beneficial for the organizations. These characteristics have brought human resources to be the central element for the success of an organization. (Mohammed, Bhatti, Jariko, and Zehri, 2013, pg. 129, para. 2)
I am interested in pursuing a second master’s degree because I found a career path that I am very passionate about. I have strategically aligned myself with the right combination of education and experience to develop and grow my career as a Human Resources (HR) professional and this strategy has been the key to my current success. Applying to the Masters of Professional Studies (MPS) Human Resources Management (HRM) program is the next step in becoming even more successful within my field because I plan to work as a Vice President of International Development and Workforce Planning. I believe Yale is a fit for my career goals because with a concentration in International HR the core courses offered in the program will help me improve my strategic thinking and theoretical experiences that will overflow into my practical experience.
I have been hoping and planning to earn an M.Sc in Human Resources Management, not just in any school but in a prestigious university as Georgetown University for the past few years since graduating from Covenant University where I studied Sociology at a B.Sc level and I am excited to now be on the verge of making that dream a reality.
Another large debate in the issues and impacts of obesity is the responsibility of employer’s. Especially for those whose obesity comes from a sedentary lifestyle. Or perhaps need the preventative measures of keeping obesity at bay. A hot topic on the rise is whether or not employers should be mandated to give employees a work-out period in their schedule. The employers could offer employee’s incentives for utilizing resources (a company gym, discounted memberships, and dietician, walking a company track) and by using the resources keep costs low. Though initially it could be costly to take on the responsibility to offer extra incentives to employee’s it could offer long term potential savings. (Villareal, Apovian, Kushner, and Klein 2005) Those whose companies offer various programs and actively engage in them express more happiness, productivity, a greater quality of life, and overall better health. Better health allows for employee’s to serve their employers better. They use less sick pay, keep insurance premiums low, and are more likely to be in tune with their daily job. So while the initial cost may be high, the long term financial gain of a happy, healthy, productive team is hard not to invest in!
The decision for me to become an industrial relations major was not really my own, I have to admit. My uncle, a human resource manager with Welch-Allyn, spent the majority of every holiday gathering throughout my senior year of high school trying to dissuade me from becoming a business major. He would tell me, "This is a rare undergraduate degree and a growing field." Then he would frighten me by saying, "We have very similar personalities, so you would be a fantastic H.R. manager." Eventually he convinced me that it was my best option. And I haven't regretted it.
Describe and explain how this factor can potentially have a positive influence on workplace relationships
Alfred Marshall distinguished investment in human beings as the most valuable capital, and this view perhaps inspired the formal economic analysis of education not merely as a consumption good, but rather as a sub-division of neo-classical economics that had begun to place the individuals at the center of any developmental agenda (Chattopadhyay, 2012). The Human Capital theory, while marking a resurgence of the orthodox view, inspired an overt stress and predominance of education in public policy, arguing that the acquisition of intangible forms of capital such as education plays a key role in determining positive outcomes in the labour market (Schultz, 1961; Mincer, 1974; Becker, 1975) by way of enhancing creativity, cognitive skills and the ability to perform. If human-capital theory formed a theoretical micro-economic underpinning for the rational, utility-maximizing individual’s cost-benefit analysis of education (Becker, 1975), the complementary macro-economic new growth theories of the 1980s advocated investment in human capital, and hence, education as necessary for growth in knowledge-based economies through increased productivity and knowledge spill-overs (Romer, 1986). However, Amartya Sen’s work on ‘development as freedom’ in the late 1980s and early 1990s created a paradigm shift in theory and policy for economic development and steered the discourse on human welfare beyond mathematical calculations of rates of return. This paper revisits the debate between human capital and human development theories in guiding the development process.
The United Nations World Public Sector Report 2001 concluded that countries, which were successful in gaining benefits of globalization, were generally those which had the most developed and comprehensive public sectors. United Nations lays emphasis on revitalization of public administration to improve its performance since it plays an important role in accomplishing important development goals. The Public Administration and Development (PAD) report of the United Nations reviews measures adopted in the process of revitalization of the public sector over the last few years and emphasizes the lessons learned by the Member States while doing the same. While acknowledging, “institutions are as good as people who operate them” (U.N. 2005,a, p.16) this report gives importance to the principal role played by human resources in the revitalizing process. Laying emphasis on this crucial aspect the United Nations World Public Sector Report 2005 (WPSR 2005) gives important guidelines for Human Resource Management (HRM) of public sector. Nonetheless, the reports are confined. Thus the purpose of this paper is to identify major lessons learned from revitalizing public sector particularly through reforms in HRM and to critically review them.
Performance management is a process that guarantees an organisation and all of its available resources are working collectively and effectively towards achieving the organisation’s mission or goal. Performance management affords an understanding of what drives an individuals, and even organisations, performance at all levels. An understanding of performance management allows for the identification and minimisation of unproductive areas of an organisation, as well as an ability to predict future performance. It is a powerful tool that can be used by managers at all levels of an organisation to help improve a company’s productivity.
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.