Human Resource Management and Human Resource Order Instructions: 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.
•Post a brief (approximately 1100 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:
o How has your view of HRM changed as a result of your learning in this module?
o How has the HR profession itself changed, and how is it likely to change in the coming five to ten years?
o 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. I prefer an example from Qatar Airways, Etihad airline, Emirates airline, Al Arabia Airline.
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 are attached
Human Resource Management and Human Resource Sample Answer
A human resource refers to the top leaders in any management and perceived to have the required experience in the industry and credibility to make work done accordingly. Human resource management is known to change over the years whereby, the change is accompanied by increased self-doubt among the managers who need to be equipped with good insights. Richey et al (2011) argue that the insights will work well on a more informed global data usage in the industry as compared to personal human perception that may at a time be wrong will enable the new human resource to have a sense of meaning and substance in its undertakings. The profession will entail some characteristics that will come as a result of its changes that may take place (Chen, 2011). These characteristics are inclusive of the governing body that will control all the activities of the whole profession. The governing body will be in a good position to profit training to its stakeholders after educating them in seminars and also offer professional certificates to qualified members. The human resource profession will act as a body of knowledge that can define the knowledge held by its members through the use of clear insights (Petrescu & Konrad, 2012). The new body will have a good code of ethics that will help in the disciplining of the workers in their conduct for performance at the same time using the accepted work standards. The human resource to work effectively, it will have to obtain the legal status that will qualify it to carry out functions legally. On the other side, the human resource will have a legal permit to carry out research activities as required from funding and the use of data-based solutions. The profession will have the independence of its own where it will be in a position to carry out its activities independently in service of its clients (Brauns, 2013). The members in a given society will be satisfied by the profession; since it will be in better position of offering legislative insights to the community in the United Kingdom. The newly changed human resource management will receive high recognition of its work done in the whole of United Kingdom. When all the above-discussed characteristics will be evident in the new profession then it will deserve the honor. The new organization will have a different perception where it will view everyone as a leader where it will give everyone authority to act to the welfare of a given organization in the United Kingdom. These new leaders on the other side will have the reinvigorated accountability that will ensure all people accountable for what they did, be it good or negative. There will be the inclusion of leaders termed as co-authors who will be mandated to write narratives that will be used for the efficiency of the various functions in the organization (Abu-Jarour, 2014). The human resource management will better its activities in the future for the benefit of the globalization that has been a key area of concern to the planet. The earth planet has been affected by globalization causing an increase in the ocean levels and change in climate. HRM is as well concerned about the diversity of different cultures of different people (Hodgson, 2002).
The profession has employed professionals and abandoned the generalists who use to head the filed there before. There are various changes that came as a result of the new professional being employed in the profession like changes in the organization and improved research works. These changes are inclusive of feminization that has taken place. This is to imply that the number of men in the profession has reduced while that of women increasing at a very rate. It is clearly indicated that the high number of female professionals have been working with male associates in the industry. The human resource professionals have been known to be well educated whereby, the number of people with graduate degrees was recorded to be 51percent in 2012. Today’s market will only be captured by the educated professionals in the field. Focusing on educated entities may be a bias act but, it is promising at the end where the knowledgeable people impact their knowledge in bettering the field. Farndale and Brewster (2005) argue that, there was evidence of the career patterns for the HRM professionals where they demanded to have more outsourced in the changing society with less information technology to aid in shaping the profession. The human resource professionals have been well known in offering the specialist’s insights to mean that, most of the professional careers will be more on the functional specialist. There has been evident growth of people in the professional over the last years indicating that learned individuals have been moved for the purpose of career purposes. The increase to talent and capital has been evident in the role of the Human resource professional (Francis, 2003).
The business performance of the Human resource management has been affected by the competencies of its professionals who are well competent in performing their work (Francis and Keegan, 2006). The effectiveness of the HRM professionals has been affected by their competencies that enabled working in the industry to increase drastically leading to high work performance for the past years. Over the past years HRM has been changing in its development matters, retention of its services and advocating for new developments that could be of high benefit to the industry. Changes have been evident in strategic planning for a workforce in the profession that indicated sameness to segmentation. The profession has changed by being in the key front of ensuring that it persuades education because knowledge is power (Rynes, 2004).
My view on the HRM development has changed as is thought that the profession has no future only to realize that there are very many changes that have taken place and others that are bound to take place for its success. The profession has employed the best brains (graduates) an act that shows how the profession is bound to be very much development as these brains will instill what they have learned in the profession making it better each day. I have learnt that, the professional has future growth plans that will help it in its prosperity and daily endeavors. My perception has changes as have been able to understand how to examine the function of the strategic partners in the profession.
Human Resource Management and Human Resource 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 OrganizationalChange Management, 16: 3, 309–327
Francis, H. and Keegan, A. 2006. ‘The changing face of HRM: in search of balance’. Human Resource Management Journal, 16: 3, 231–249
Hodgson, D.A. 2002. ‘Disciplining the professional: the case of project management’. Journal of Management Studies, 39: 6, 803–821nn.
Petrescu, I., & Konrad, C. 2012. Human resources management in the european context. Revista De Management Comparat International, 13(1), 49-54. Retrieved from http://search.proquest.com/docview/1368615824?accountid=45049
Richey, R. G., Hilton, C. B., Harvey, M. G., Beitelspacher, L. S., Tokman, M., & Moeller, M. 2011. Aligning operant resources for global performance: An assessment of supply chain human resource management. Journal of Management and Organization, 17(3), 364-382. Retrieved from http://search.proquest.com/docview/871907441?accountid=45049
Rynes, S.L. 2004. ‘Where do we go from here: imagining new roles for Human Resources’. Journal of Management Inquiry, 13: 3, 203–213
