Human Resources

644 Words2 Pages
bulb-icon

Recommended: Introduction on the importance of communication in the workplace.org

Introduction
There is far-fetched number of pressures on today's businesses. For instance: environmental pressures like escalating globalization, swift technological modifications, and stiff competition; Business changes such as novel organizational joint ventures, new organizations’ structures and chain of command, new means of allotting work, and very high rates of alterations; changes in the labor force, including staff’ priorities, potential, and demographic nature. In such scaled pressured businesses, there is a call for the human resource department to play a vital role in aiding organizations find the way through these changeovers. To stage this role, nevertheless, HR will have to augment its real and perceived value. (Renckly, R. G. 2011).
The HR department has changed tremendously and the main aspects of change are technology, work force diversity and employee motivation. All these elements form the basis of any successful workforce. The HR manager cannot ignore these three elements in developing any Human Resource strategy. Their prospects are as well changing as day’s move on.
Factors or Trends for further analysis
Technology
Technology has altered the business globe several times over. Many organizations cannot even operate exclusive of computer technology. This influence is seen in almost all spheres of business, as well as human resources, where technology persists to have a major impact on HR function and its practices. Recently we have experienced situations of staff working from the comfort of their own homes. This creates flexibility but it as well comes along with some challenges such as supervisory challenges. There are instances of employees spending a lot of time on the social networking sites such as Face b...

... middle of paper ...

...to be.

Works Cited

Makes technology Concrete.. (2011, December 7). Journal of Engineering, 3, 16. Haasen, A., & Shea, G. F. (2011). A better place to work: a new sense of motivation leading to high productivity. New York: AMA Membership Publications Division, American Management Association.
Jackson, S. E. (2012). Diversity in the workplace: human resources initiatives. New York: Guilford Press.
Jacobsen, C. B., Hvitved, J., & Andersen, L. B. (2013). Command And Motivation: How The Perception Of External Interventions Relates To Intrinsic Motivation And Public Service Motivation. Public Administration, 3, 12-15.
Renckly, R. G. (2011). Human resources (3rd ed.). Hauppauge, NY: Barron's Educational Series.
The Telecommunication industry: growth and structural change. (2011). New York: United Nations
Hislop, D. (2012). Technology in the workplace. London: Routledge

Show More
Related

  • The Family and Medical Leave Act of 1993 (FMLA)

    861 Words  | 2 Pages

    Cañas, K. A. & Sondak, H. (2011). Opportunities and challenged for workplace diversity: Theory, cases, and exercises. Upper Saddle River: Pearson Prentice Hall.

    Read More

  • The Impact of Workforce Diversity

    672 Words  | 2 Pages

    Diversity management initiatives are long term and strategic in focus. They strive not only to recruit, but to actively develop, promote and capitalize on the different skills and perspectives of minority employees (Marquis, 2007.) Every day, peopl...

    Read More

  • Diversity In The Workplace Essay

    5055 Words  | 11 Pages

    Gender, racial, and ethnic diversity means different things to different people. Some believe that diversity is about quotas, and affirmative action. Others believe that diversity is something that will happen on its own with out intervention. Some experts who study diversity, however, believe that diversity is not something that should be left up to chance. It is important, therefore, for organizations to take action to encourage and foster diversity in the workplace (Clarke, 1995, p. 13).

    Read More

  • The Importance Of Human Resources

    774 Words  | 2 Pages

    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)

    Read More

  • Human Resource Challenges of the 21st Century

    1350 Words  | 3 Pages

    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.

    Read More

  • Ethical Leadership and Diversity

    1169 Words  | 3 Pages

    Riccucci, N. M. (2002). Managing diversity in public sector workforces. (p. 28). Boulder, Colorado: Westview Press.

    Read More

  • The Value of Workplace Diversity

    1053 Words  | 3 Pages

    The impact of diversity in the workplace is contingent upon several factors. Across companies diversified workforces are becoming increasingly common. To successfully manage a diverse workforce, organizations are ensuring that employees understand how their values and stereotypes influence their behavior toward others of different gender, ethnic, racial, or religious backgrounds; are gaining an appreciation of cultural differences among themselves; and behaviors that isolate or intimidate minorities are being improved (Noe et al., 2010, pg. 302).

    Read More

  • Interview With a Human Resources Manger

    1933 Words  | 4 Pages

    In an effort to gain a working understanding of the Human Resources field, I chose to interview the Director of Human Resources for an organization in Miami, Florida. What I learned goes far beyond any classroom or textbook instruction. It is clear; the field of Human Resources will never be static, as society, technology, and legal environments change, so will the field of Human Resources.

    Read More

  • Human Resource Management and Health Care

    1335 Words  | 3 Pages

    Knouse, S. B. (2005). The Future of Human Resource Management: 64 Leaders Explore the Critical HR Issues of Today and Tomorrow. 58(4), 1089-1092.

    Read More

  • Motivational Theories

    1748 Words  | 4 Pages

    There are numerous motivational theories that attempt to explain how motivation works, but the challenge is applying these theories to actual situations or individuals. Many experts believe utilizing a combination of several motivational theories is more effective than selecting a single theory and applying it all-inclusively. To further explore the practical application of motivational theories, we will attempt to apply different theories to an organization that includes several types of employees, including salespeople, production workers, and administrative staff.

    Read More

  • The War For Talent Case Study

    1611 Words  | 4 Pages

    In recent times, Human Resource Professional has faced a growing number of challenges in responding to the needs of the contemporary workforce and attempting to win “The War for Talent”. These include globalisation, increasing workplace diversity, technological change and an aging workforce among others. This essay will attempt to show that the three most pressing concerns the Human Resources Professional faces today in satisfying the needs of the contemporary workforce are those, of addressing skill gaps, ensuring employee wellbeing and adapting to increased workplace diversity. Companies will need, to address these three areas; in order to become “Employers of Choice”, meet the needs of their employees and achieve their Strategic Human Resource objectives and ultimately succeed in “The War for Talent”.

    Read More

  • Theories of Motivation

    1158 Words  | 3 Pages

    Mullins (2002) classifies motivation into Intrinsic and Extrinsic types. Intrinsic motivation involves psychological rewards to enhance job satisfaction, such as the opportunity to use one's ability, a sense of achievement, receiving appreciation and positive recognition or being treated in a considerate manner (Mullins, 2002:P490). Such methods ensure employees are constantly motivated while being engaged in activities that are enjoyable and rewarding.

    Read More

  • Does Technology Yield More Harm Or More Good In Our Lives?

    1537 Words  | 4 Pages

    But in the use of the term “technology” today, there is far more associated meaning than automobiles or washing machines. It has ushered in an entirely new way of working, and in increasing numbers of organizations, increased options of just where work associated with a particular job will be done. More employees than ever have the option of working at home yet still being employed either full...

    Read More

  • The Importance of Motivation in an Organization

    1539 Words  | 4 Pages

    Mullins (2002) also classifies motivation into Intrinsic and Extrinsic types. Intrinsic motivation involves psychological rewards to enhance job satisfaction, such as the opportunity to use one's ability, a sense of achievement, receiving appreciation and positive recognition or being treated in a considerate manner (Mullins, 2002:P490). Such methods ensure employees are constantly motivated while being engaged in activities that are enjoyable and rewarding.

    Read More

  • Motivation and Conflict Management

    1025 Words  | 3 Pages

    Motivation is the concept of stimulating or arousing a person to achieve a goal. Motivation has much to do with desire and ambition, and if they are absent, motivation is absent too (What is Motivation and How to Strengthen It, para. 1). Motivation theories are unique to each organization. Some organizations have come up with motivation theories such as setting work goals, job performance evaluations, and fair treatment policies within the work environment to keep employees motivated. The impact that individuals, groups and structures have on behavior within organizations is Organizational Behavior. Motivation is affected by organizational behaviors, which is why different organizations apply motivation theories to motivate employees.

    Read More

More about Human Resources

Open Document