Human Resource Management Case Study

1109 Words3 Pages
bulb-icon

Recommended: Importance of human resources function within an organisation

Human resources are considered the most crucial asset of any organization. However, few organizations harness the potential of their human resources fully. In today’s turbulent environment, organizations need to address their human resources more carefully for them to attain their goals and to acquire a competitive advantage. The intense communication due to globalization not only forces company to embrace low cost, speed, innovation and adaptability but also raise the need of managing human resources strategically for them to be a source of sustained competitive advantage. This paper studies a case of a HR department of a company with subsidiaries in China, India and Germany. These countries have significantly different societies and employee …show more content…

However, the true impetus driving these attributes of success results from employees. The act as the success catalysts in raising the competitiveness of the firms and their failure or absence is likely to cause a vacuum through which any organization would fail and disappear into obscurity (Kaliannan & Adjovu, 2015). Consequently, human resources (HR) policies have to be compatible with business strategic planning. It would be inappropriate to consider employees as variable expenses. Rather, they ought to be categorized as assets bearing in mind that they are precious and a critical source of competitive advantage as their skill, capabilities and experiences are for the benefit to the company. Thus, the human resources management practice adopted to the by the company need to contribute in improving performance to grow and gain sustainable competitive advantage (Paşaoğlu, …show more content…

The importance of communication gets magnified when dealing with different countries with contrasting cultures. The significance of the invisible but influential cultural differences in business communication would be impossible to neglect in pursuing success. Cultural factors assume a central role even though the market is increasingly becoming global. Still, nations continue to voice claims to their rights to culture even in international businesses. National culture remains a critical factor shaping demographic behavior, economic development and general business policies. The HR department has to approach this reality as an invisible to encounter in working with different countries. Being aware of and sensitive to differences in culture is essential to succeed for a transnational firm. It is essential, however, to acknowledge that cultural values keep changing. Especially in China and India, cultural values have been changing over the decades with their trend shifting from traditional collective values as a reflection of modernization, westernization and priority of the individual over the collective (Sparrow,

Show More
Related

  • Twenty1 Wireless Case Study

    1264 Words  | 3 Pages

    In closing it is important to note that making HR a strategic partner, having the ability to attain a competitive advantage through HR, creating an effective performance management policy and having the ability to effectively measure HR’s impact will be a key driver to success

    Read More

  • International Human Resource Management Case Study

    1264 Words  | 3 Pages

    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:

    Read More

  • Globalization Of Human Capital Case Study

    1522 Words  | 4 Pages

    Globalization of human capital is where, human resources are sook after by companies from all over the world. Due to the increased demand for skills at a lower cost, companies will tend to look for employees to work in their premises from all over the world (Webforum, 2015). In this regard, since companies are extending their operations the entire world over, human capital globalization is inevitable since they will need to work with people from these countries for them to successfully exploit global markets.

    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

  • Interview With a Human Resources Manger

    1933 Words  | 4 Pages

    How well a business manages its assets and resources predicates its overall success. Companies that spend financial resources foolishly are apt to find themselves in bankruptcy. Companies that work capital equipment resources beyond the machine’s capabilities or for other than intended purposes are apt to experience downtime and/or lose the equipment to failure. The same premise holds true for a company’s human assets. However, unlike other company assets, which depreciate over time, human assets appreciate over time when managed properly. The article, Importance of Human Resource Investment for Organizations and Economy: A critical Analysis, explains the importance of managing human assets as follows:

    Read More

  • Human Resource Management Case Study

    1475 Words  | 3 Pages

    Employee benefits coordinator play a significant role in Human Resource Management. Employee Benefits coordinators are responsible for assisting with employee benefits, maintaining employee data base, managing all insurance billings and maintain employee files, sick pay, vacation and retirement. This study explores the importance of employee benefits to corporations, government agencies and non profit organizations. This paper also researches the effects on the management team and on individual employees’.

    Read More

  • Strategic Human Resource Management

    2031 Words  | 5 Pages

    However you define the activities of management, and whatever the organisational processes are, an essential part of the process of management is that proper attention be given to the Human Resource function. The human element provides a major part in the overall success of the organisation. Therefore there must be an effective human resource function. In the past, most organisations viewed Human Resource Management (HRM) as an element function, that is an activity that is supportive of the task functions and does not normally have any accountability for the performance of a specific end task. Because of the emphasis on analysis and precision there is a tendency for strategists to concentrate on economic data and ignore the way in which human elements and values can influence the implementation of a strategy. 'Economic analysis of strategy fails to recognise the complex role which people play in the evolution of strategy - strategy is also a product of what people want an organisation to do or what they feel the organisation should be like.?(1).

    Read More

  • Entrepreneurship: Advice on Starting a Business

    3528 Words  | 8 Pages

    Iveta, G. (Mar. 2012). Human Resources Key Performance Indicators. Journal of Competitiveness. Vol. 4, Issue 1. Retrieved from http://www.cjournal.cz/files/89.pdf

    Read More

  • Human Resources Management (HRM) and Organisational Performance

    1614 Words  | 4 Pages

    In my opinion, HR practices can make positive contributions to organisational performances, because except the unpredictable external environments, human resource management can improve the most factors that affect employees’ performances which finally influence organisational performances in long-term perspectives. This essay is aim to prove human resource practices can positively effect organisational performances based on literature discussion and empirical evidences. The next section briefly brings few negative views about the limitation of HRM related to improving organisational performances. The third section discuss the positive relationship between HR practices and organisational performances are established by applying HRM processes of hiring, selecting, placing employees as well as creating employment relationships within organisations. The final section is going to analyse an example company Mark & Spensers successfully utilised HR practices to improve their organisational performances and created competitive advantages.

    Read More

  • Human Resource Management In The Workplace

    796 Words  | 2 Pages

    Human resource is the most valuable and unique asset of an organization. The successful management of an organization’s human resource is an exciting, dynamic and challenging task , especially at a time when the world has become a global village and economies are in a state of flux. The lack of talented resource and the growing expectation of the modern day employee has further increased the difficulty of the human resource function.

    Read More

  • Human Resources and Organizational Strategy

    2373 Words  | 5 Pages

    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.

    Read More

  • Globalization Means Communication with Different Countries

    798 Words  | 2 Pages

    With the rapid growth in globalization there are a number of firms who have taken their businesses abroad. Their challenge, cross cultural management and communication. An effective communication strategy begins first with understanding who the sender of the message is and who the receiver of the message is. Many companies have realized this and offer training in the different cultures to help better facilitate communication between leaders (Cross-Cultural Communication, mindtools.com). Without this basic understand between sender and receiver it can be very difficult for companies of multicultural to even begin to communicate. The second important understanding is that leaders must demand a cultural tolerance of acceptable behavior between cultures to facilitate effective communication (Cross-Cultural Communication, mindtools.com).

    Read More

  • A Critical Analysis Of Mcdonald's Human Resource Management Strategy

    1309 Words  | 3 Pages

    Introduction 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. In essence, an HRM strategy’s aim should be to capture the ‘people’ part of an organisation and its medium to long-term projection of what it wants to achieve, ensuring that. It employs the right people, those have the right mix of skills, employees show the correct behaviours and attitudes, and employees have the opportunity to be developed the right way.

    Read More

  • Different Theories of Human Resource Management

    1692 Words  | 4 Pages

    In the 1980’s, the birth of a new concept called ‘Human Resource Management’ was born. This trend comes after an intense period of Taylorisation, Fordism and now, McDonaldisation. HRM came to counter balance these trends and to consider the concept of the Man as a Man and not as a machine. For the last several decades, the interests of companies in "strategic management" have increased in a noteworthy way. This interest in strategic management has resulted in various organizational functions becoming more concerned with their role in the strategic management process. The Human Resource Management (HRM) field has sought to become integrated into the strategic management process through the development of a new discipline referred to as Strategic Resource Management (SHRM). In current literature, the difference between SHRM and HRM is often unclear because of the interconnections linking SHRM to HRM. However, the concepts are slightly different. Thus, we can ask, what is strategic human resource management? What are the main theories and how do they work? What do they take into account and how are they integrated? What are the links between SHRM and organization strategy? In order to answer to these questions, we will precisely define strategic human resource management, followed by a look at the different approaches built by theorists, and finally, we will see the limits between the models and their applications depending on the company’s environment. Discussion Strategic Human Resource Management: definition Strategic human resource management involves the military word ‘strategy’ which is defined by Child in 1972 as "a set of fundamental or critical choices about the ends and means of a business". To be simpler, a strategy is "a statement of what the organization wants to become, where it wants to go and, broadly, how it means to get there." Strategy involves three major key factors: competitive advantages (Porter, 1985; Barney, 1991), distinctive capabilities (Kay, 1999) and the strategic fit (Hofer & Schendel 1986). Strategies must be developed with a relevant purpose to sustain the organizational goals and aims. SHRM is one of the components of the organizational strategies used to sustain the business long-term. SHRM defined as: “all those activities affecting the behaviour of individuals in their efforts to formulate and implement the strategic needs of the business. (Schuler, 1992)” or as “the pattern of planned human resource deployments and activities intended to enable the firm to achieve its goals.

    Read More

  • Competitive Advantage In Human Resource Management

    970 Words  | 2 Pages

    The human resource management stands for the management of an entity’s workforce and all that relates to the workforce. The significance of human resource management includes recruitment, orientation, and the ability to retain employees. The human resource management with other managers utilizes these practices in order to produce a solution that relates to challenges. A competitive advantage refers to the business ability to gain the advantages of its economic activities that, it recognizes the organization’s ability to survive and overcome competition in the marketplace. This paper will discuss the concept of competitive advantage in human resource.

    Read More

More about Human Resource Management Case Study

Open Document