Human resources management
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Dear Admin,
I need an essay in the following subject:
•Reflect on how your view of HRM and the HR profession has changed. Then, ‘reflect forward’ to the future of HRM, and try to predict one or two new developments, trends or changes in the field that could occur over the next five to ten years. Be creative, and do not allow current constraints in existing technology or business practices to restrict your thinking.
•Think about what new skills or competencies might be needed by leaders with HR responsibilities in the context of the changes you predict.
•Post a brief (approximately 550 words) analysis of how your view of HRM has changed and how the profession might change in the future.
In formulating your post, consider the following questions:
•How has your view of HRM changed as a result of your learning in this module?
•How has the HR profession itself changed, and how is it likely to change in the coming five to ten years?
•What skills and competencies are likely to be needed by leaders with HR responsibilities in the context of these possible developments?
1) The answer must raise appropriate critical questions.
2)The answer must include examples from aviation experience or the web with references from relevant examples from real aviation companies
3)Do include all your references, as per the Harvard Referencing System,
4)Please don’t use Wikipedia web site.
5)I need examples from peer reviewed articles or researches.
Note: To prepare for this essay please read the required articles that is attached
Appreciate each single moment you spend in writing my paper
Best regards
SAMPLE ANSWER
Human resource managers are leaders in an organization who lead people in what ought tobe done.Leaders are encouraged to be heart leaders to mean that they need to use their brains and work form their hearts to give their best to the community(Francis, 2003).The HRM is changing in the near future such that the newly changed HRM will perceive everyone in the community as a leader who can do what is recommended of them in their work. The profession will enhance the authority to act ensuring that all work is well done in the organization (Francis, 2003). The new HRM will give its professionals reinvigorated accountability, such that every workers will be accountable for all that they will do (Farndale and Brewster, 2005). The new HRM will by all means tackle the issue of globalization and diversity to ensure that the climate is well conserved. The new HRM will be in a better position of ensuring that individuals are given the chance to ensure that they try what they perceive to be workable and best to the organization. The new HRM profession will encourage the spiritualism spirit and usage of self-knowledge among the organization leaders in their work. The new HRM will connect people by the use of the advanced technology all over the world, while aligning culture practices and good behavior in the whole profession (Chen, 2011). The new profession will enable leaders to impact favorably to the business performance. The professionals in this case will be in a better position to give their best under the guidance of an activist and will be best in the contribution of the customer focus business that is well strategized.The organizations will be made stronger through using of the advanced technology evident in the new HRM while defining the context(Pritchard, 2010). The profession will comprise of the innovator in other words an integrator who can integrate issues accordingly (Brauns, 2013). The change champion will be present to co-ordinate all the changes taking place together with the capacity builder who will be mandated to ensure that the profession meets its obligation. There will be a technology proponentin charge of all the technological activities that are to take place.According to Ulrich, (2013) the main person will be the credible activist who will co-ordinate all the activities of the organization in regard to the profession.
There are several changes that have been taking place in the organization and are inclusive of who the leaders are and what they can be able to do.Over the years, HRM are the strategic partners who can lead people ahead all-time to the organizations success (Abu-Jarour, 2014). The changes that took place in the professional over the years are comprised of the effectiveness step that was put in place to ensure that work is done in usage of the right insight and personal impact. Changes were evident when HRM became strategic inits plans and activities, when it became a partner in its work through ensuring that it remained a generalist in all its activities.
My view about the profession has changed in that, I didn’t know if the profession is bound to change only to realize it has very many strategic plans of bettering its functions.My view has changed on the realization of the technological activities that are bound to take place among leaders and this will improve the functionality of the profession. Therefore, the future HRM will most likely cater for social, economic, and environmental aspect of their workforce.
References
Abu-Jarour, S. 2014.Strategic management of human resources.International Journal of Business and Social Science, 5(1) Retrieved from http://search.proquest.com/docview/1503139846?accountid=45049
Brauns, M. 2013. Aligning strategic human resource management to human resources, performance and reward.The International Business & Economics Research Journal (Online), 12(11), 1405-n/a. Retrieved from http://search.proquest.com/docview/1458944506?accountid=45049
Chen, Y. 2011. Evaluation of human resources using development performance management (DPM): A study among schools in taiwan. International Journal of Management, 28(4), 150-164,195. Retrieved from http://search.proquest.com/docview/902631523?accountid=45049
Farndale, E. and Brewster, C. 2005. ‘In search of legitimacy: personnel management associations worldwide’. Human Resource Management Journal, 15: 3, 33–48.
Francis, H. 2003. ‘HRM and the beginnings of organizational change’.Journal of Organizational Change Management, 16: 3, 309–327
Pritchard, K. (2010). Becoming an HR strategic partner: tales of transition.Human Resource Management Journal,Vol 20, no 2, pages 175–188
Ulrich, D., Younger, J., Brockbank, Wayne, & Ulrich, M. (2013).The State of the HR Profession.Human Resource Management.Vol. 52, No. 3. Pp. 457–471
Wells, A. (2013). What is HR Leadership? A Twenty-First Century Perspective.Journal of Organizational Learning and Leadership. Vol.11 (2) pp1-7
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