1. Identify and discuss six competitive challenges facing organizations as it relates to human resources management departments? Explain each of your responses
• Going Global- Once going global, there are considerations especially when involving different languages and their barriers as well as any type of legal issues that end up occurring before going global. There are different situations that are needed to be changed based on cultural issues as well as policies. Promotions in different countries get handles much differently than the United States. New Technology- Every Human resources needs to analyze as well as adapt to any type of new technology. Human Resources are needed to be able to be trained and as well be able to support different
Human resources planning is the way organizations as well as business makes sure that each one in their staff are doing what they are responsible on doing and are doing their needed and just making sure that everyone are put in the right corresponding jobs. Overall, strategic human resources management is focused on being able to be protective over the management of people that working for the organization or business. Strategic planning is gathering all different views and coming up with a conclusion on where the organization or company need to be at the end and just doing what is best for the overall success of the business. The way that the overall planning occurs with HR tends to include different areas one being deciding on what type of employees are needed or coming up with the knowledge of what the company can be able to provide to make the job much easier to accomplish. With these different concepts helps the whole strategic human resource management and has it collaborated with employee development which also include different steps which are implementation, strategy formulation as well as overall forecasting. An example that I can provide would have to be when there is a steady working schedule and all of a sudden there is layoffs that are about to happen during the slowest months of work. Human resources in this matter would need to come to a conclusion and find out a number of people that will be potentially laid off. Afterwards a strategy would need to be created to focus on being able to bring back the potential employees that are getting laid off or at least have them come into work as part-time providing them with min hours a week to keep them working. The overall implementation of this particular plan is to figure out different ways to continue to have these potential laid off working
While there are many various global issues that affect the International Human Resource Management to run efficiently, there are two key concepts that play a major role in understanding how to approach them with cohesive and a well coherent strategy; they are the International Human Recourse Management Strategy and Understanding the Cultural Environment. In the International Resource Management strategy, many companies will do their research in finding companies that offer the following:
On the medium term, the key questions, the Human Resources department needs to answer, are following ones, in order to align its strategy with the company’s one:
In the fields of management and business, Strategic Human Resource Management (SHRM) has been a powerful and influential tool in order to motivate employees to perform productively. (Ejim, Esther, 2013). According to Armstrong (2011), SHRM refers to the way that the company use to approach their strategic goals through people with a combination of human resource policy and practices. The purpose of SHRM is to produce strategic capability that the organisation must ensure such that employees are skilled, committed, and well-motivated in order to achieve a sustainable competitive advantage, (Armstrong, 2011). Particularly, the organisation must be able to carefully plan strategic human resource ideas, aimed to increase the productivity.
There are many functions of Human Resource Management, one of the most integral parts revolves around the process of acquiring human capital and the methods used to retain, motivate, and compensate employees. There are many factors involved in the overall process, to include the following: a job analysis, recruitment and selection, hiring the best candidate, evaluating and compensating them appropriately. Each part of the process affects the other, from ensuring that you have an accurate job description to determining the appropriate level of compensation.
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.
The Employment relationship is the only reason public and private limited organisations work effectively. The Employment relationship is a fragile tie between an employer “management” and employee “worker”. This relationship can be affected by 3 factors which are interests, control and motivation. Employers have to balance these factors in order to maintain a productive working relationship.
According to this definition, we can see that human resource management should not merely handle recruitment, pay, and discharging, but also should maximize the use of an organization's human resources in a more strategic level. To describe what the HRM does in the organization, Ulrich, D. & Brocklebank, W. (2005) have outlined some of the HRM roles such as employee advocate, human capital developer, functional expert, strategic partner and HR leader etc.
Strategic workforce planning is the first component of human resources management (HRM) from which all other HR activities are derived from and flow out of. It is based on anticipated HR requirements from the perspective of the present HR environment. This requires a proactive posture, analyzing internal and external factors, to determine the most appropriate responses to future needs. Additionally, when formulating long-term proactive plans, an element of flexibility must be
In dynamic, global competitive markets, successful organizations are likely to be staffed with managers capable of adapting to constantly evolving roles, and with the capacity to achieve and sustain optimal levels of performance. The global market place has currently impacted the practice of human resources management in the United States and will continue in the next ten years.
Understanding the strategic potential of HRM is a relatively recent phenomenon. Strategic HRM attempts to bring HRM to the boardroom. It requires personnel policies and practices to be integrated so that they make a coherent whole, and also that this whole is integrated with the business or organisational strategy.
An organizational human resources department utilizes the hiring and firing process to meet the organization’s personnel needs. Organizational human resource departments are charged with the oversight of an organizations administration department. The practice of hiring and firing people is a process employer’s conducts on a daily basis. This process has to be done in a proper manner and not in haste. The implication that can occur from the improper hiring and firing process could and can have a positive or negative impact on an organization. Therefore, employers must carefully evaluate their decision to hire/fire individuals and its impact on the organizations’ workplace environment and others employees. Human Resource Management is important for an effective organization. In today’s organization, HRM is valuable to the organization because of increase legal complexities and its known for improvement in productivity. However, management should realize that poor human resource management could result in an outburst of hiring process followed by firing or layoffs. According to (Satterlee 2013, p. 194), “Hiring the best candidate who is also a good fit for the organization is crucial for the success of an organization, because a poor hiring decision will have repercussions across the entire organization”. Satterlee made a valid point because poor hiring could have an impact on the bottom line performance of the firm. In other words, HRM is the contributing factor to the success of the organization including motivating and maintain the staffs. The purpose to the motivation is to ensure that all employees grow to a full potential. According to (Sims 2006, p. 5), “HRM efforts are planned, systematic approaches to increasing organizati...
In education, human resource planning serves as a link between human resource management and the overall strategic plan of the sector (Human Resource Planning, 2012, p.17). According to Beardwell & Holden (...
Organizational success or failure is dependent on a myriad of variables that can be challenging to measure and interpret. Success or failure can simply be luck and timing or an orchestrated and deliberate effort. As new technologies allow organizations the ability to rapidly measure and assess its internal and external environmental factors, more efficient strategies can be quickly implemented. The focus of this literature review is specifically on one of these mentioned variables. The paper will detail the relationship that Human Resources (HR) practices have with an organization’s strategic goals and vision.
A comprehensive Human Resource Management Strategy plays a vital role in the achievement of an organisation 's overall strategic objectives and visibly illustrates that the human resources function fully understands and supports the direction in which the organisation is moving. A comprehensive HRM Strategy will also support other specific strategic objectives undertaken by the marketing, financial, operational and technology departments.
1. Define human resource management. What critical human resource management functions must be performed regardless of the organizations size? (Up to 10 pts.)