QUESTION 1
(A)
Strategic Human Resource Management is anelegant and organizedis a plan of actto build up human resource department. Human resource management in the earliercalled personnel departments. It containsof exhaustive pathsto implement Strategic Human Resource Management and HR plans.
Strategic Human Resource Management
• The major objective of organization want to achieve
• it will includes long-term goals
• develop the business throughout the global countries
Human Resource Management
• Particular action carried out to succeed the plan
• it will includes short-term goals
• staffswork within the organization
1) Responsibility of Human Resource
Human resource managers have planned and practical tasks. Which also involve humanresource
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Provided feedback box in staff room to achieve goal faster. Help the employers to improve and acquire skills. Improve personal communication. Health and safety environment to all employers and advertises job vacancies in websites.
Administrative Expert:
The administration expert is a transactional positionof Human Resources. Exclusive ofexistencea trustful paperworkspecialistHuman Resource can’tperform strategictasks. They have deep knowledge of manpower and dealing with difficult employees. Which also involve data entry and basic sources about employee. Strategic plane about business development plan.
Example
The Tarmac Company has started better perform to improve the administrative technic also started online programmes for the staff training and reduce paper work. The developed the software to scan the resume of application to reduce the cycle time of hiring the better candidates for new jobs.
Employee Champion:
Employee Champion is an essential Human Resource role. It mainly represent employer. It will we represent voice of employee.it will get opportunity for employee to apply new role in organization.it help the employee to competencies with new world. The employee can enjoy there fair treatment from the organization.
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In conclusion the role are signification to the human recourses strong role to plan in organisation are more important function linking within organisation.
(C)Three Major Hr Strategies That Tarmac Implemented:
HUMAN RESOURCE STRATEGY-
It is plan where the organisation can built the organisation by making – decision and also implementation the rule in the management function.
But the tarmac company following basic activity by fictional the role in the organisation which build the strength to the organisation and will be more effective for using in this organisation. There are three major HR Strategies that Tarmac Implemented:-
RECRUITMENT AND TRAINING:
It will be one of major reasonable that every recruitment team mainly focus on training. The focus on the related specialised course that help the organization to build the career to the staff. Also create a job decripitation.
Q: Which of the following two concepts is more critical for international Human Resource Management: understanding the cultural environment or understanding the political and legal environment? Why? Include key terms and concepts from the textbook.
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.
They also have to maintain planning ,controlling and coordinating function .In maintain the planning ,managers must be selecting some staff who are skilled and experience and some staff for handling any kind of situation ,Finally ,they set the plan .
Agrawal, R., Nanda, S. K., Rama Rao, D. D., & Rao, B. N. (2013). Integrated Approach to Human Resource Forecasting: An Exercise in Agricultural Sector. Agricultural Economics Research Review, 26(2), 173-184.
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.
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’.
The first function of management is planning. Planning is a process that managers use to identify and involve goal setting and decide the best way to achieve the goal.(Bartol 2007) Planning connect the gap between where we do, where we intend to go. It predict the possible things to happen which would not otherwise happen (MSG 2012). There are several steps to the planning process, which are determine the goals of the organisation, evaluate the current position, consider possible future conditions, identify possible alternative actions and choose the best. Planning is the criteria thinking through goals and making decision to achieve the goal of the organisation’s objective, which requires a systematic way. Also objectives focus the managers how to achieve the final result as managers have to predict anything will happen, avoid the problem and fight back to competitors. An example of planning, which is the President Canon Inc Tsuneji Uchida and lead Canon Company become the no.1 in the global business (Canon.Inc 2011). Tsuneji Uchida has to understand what is the company objective and goal. First, make decision to protect the position and the aim of canon, improve the operation more diversity. Second, he creates the new design of camera and new technology, he plan to do these things to maximise profit.
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.
Armstrong ( 2010) defined Strategic Human Resource Management (SHRM) as “an approach to making decisions on the intentions and plans of the organisation in the shape of the policies, programmes and practices concerning the employment relationship, resourcing, learning and development, performance management , rewards and employee relationships,” ( p. 115). There is a paradigm shift from a functional role to a tactical one through the strategic management process. SHRM is very important to the effectiveness of my learning organisation because it ensures that the needs of the learning community are met and provides the opportunity for instructional leaders to “add value to the learning community” (Introduction to Human Resource Management, 2012, p.6) while achieving the goals and objectives of the institution.
Although the titles given to the positions, and the roles assigned to the people holding those titles may have changed over the years or been modified because of the type of organization, there are still essential roles that need to be filled in order to complete the work. In any type of organization which produces a product or service, there are architects and engineers that put the design or dream, developed by those who envision or invent, on paper as a map for managers to follow.
Finally, staying abreast of all changes in the staffing industry as it relates to your organization is critical. Understanding changes in the business industry, demographics, advances in technology, the economy, and activity in local communities will be most beneficial. The organization success is almost always based on the relationship with its human assets. Acknowledging that the hiring process is one of the single most important aspects of organizational performance, will create an opportunity to strengthen the candidate pool through preparation and research. Staffing issues are can a result of unpreparedness and misinformation.
Will facilitate the employees to get a better understanding of the working of the company.
The Human Resource Management deals with the systematic and long-term management of human resources of an organization seeking planning activities and policies for staff in a manner that meets the long term needs of the organization. The Human Resource Management enables organizations to acquire, maintain and utilize skilled workers who will contribute to the achievement of their objectives.
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.
One of the causes that influences an organization’s human resource is its strategy. A strategy refers to a plan that in place to guide business operations and activities. The business strategy then provides schedules and activities for the employee, and as a result affects the human resource. The scope is to build on qualifications and capabilities, therefore influences human resource to higher capacity while the unsuitable distribution of tasks may dampen human resource to poor results. Managers in the organization play a significant role in influencing human resource. The type of leadership structure and leadership style implemented by the organization establishes the level of encouragement that a leader and their leadership have on human resource. An ineffective leadership will fail to mobilize human resource into performing required tasks due to poor control of employees. Effective leadership influences human resource management responses to the management’s needs towards competitiveness. Ammi, F. T., & Mushatt, S.