Human Resources Management for Business in Texas Order Instructions: For this two articles that I will send via email, the writer will respond base on the instructions below and he must clearly separate the respond to article one from article 2 with intext citations for each of the comments for the articles.
The writer will have to read each of this post and react to it by commenting, analyzing and supporting with relevant articles. The writer will have to read carefully before giving constructive comments or criticism on the post. The writer should write a one paragraph of at least 150 words. APA and in text citation must be use as each respond to the 4 article must have in text citations. The writer will have to use an article to supports his comments and criticism on each of the article. Address the content of each post below in a one paragraph each, analysis and evaluation of the topic, as well as the integration of relevant resources. The writer cannot just say “I agree or disagree” the writer must constructively support and use relevant sources to support his point why expanding on the article.
Must also include references at the end of each comments for the different articles.
Human Resources Management for Business in Texas Sample Answer
Article name: Exploring Strategic Human Resource Management Practices for Small Business Owners in Texas The above article focuses on how managers can manage a productive workforce within small business establishments. By conducting interviews in Texas on entrepreneurs who have, more than five years’ experience the researcher was able to come up with the key factors these entrepreneurs use to manage a successful employee population. I strongly agree on the strategies that SME owners ought to adopt to run an efficient HRM department. The researcher found out that the most experienced business had the most effective human resource department. Previous mistakes by the businesses that have been in existence for long means they have moved on. Upcoming businesses have to learn from them to avoid repeating the same mistakes (Small Business Administration, 2015). Another major observation was that motivating the employees made them stay. Motivating employees using various motivational practices like tokens improves their efficiency and retention. Proper communication is also an essential part of a good relationship between a business owner and their employees. This way crucial information can be passed up or down the chain of command for more efficiency and a good relationship build up between the employee and the employer. Training employees make them more equipped to perform specific tasks and are obliged to stay at the organization longer. Creating a good working environment makes employees stick longer at an organization (Sgobbi, &Cainarca, 2015).
Human Resources Management for Business in Texas References
Sgobbi, F. &Cainarca, G. C. (2015).High-performance work practices and core employee wages: Evidence from Italian manufacturing plants.Industrial & Labor Relations Review, 68, 426-456. doi:10.1177/0019793914564967
Small Business Administration.(2015). Office of Advocacy-Small business profile.Retrieved from http://www.sba.gov/advocacy
Article Name: The Leaders and Managers Critical Role in ECRM Adoption in SMEs in Yemen
Author: Ahmed Mohammed Taqi
The paper focuses on how leader and managers can successfully adopt electronic customer retention management for small and medium enterprises in Yemen. The researcher successfully establishes the importance of adopting the eCRM practices among small business. He states that establishments with a running eCRM system enjoy customer loyalty, have better marketing awareness and have a good relationship with their customers (Dezdar& Ainin, 2011).The paper also successfully shows the importance of top managers of such organizations learning the significance, implementation and management of an eCRM system. The paper will be critical in reducing the failures experienced in the implementation of eCRm within SMEs in Yemen. The researcher postulates that managers can lead to failures of success in the implementation of the system. Where leaders understand their role in implementation and management, there is a higher success rate in the adoption of eCRM (Harrigan et al., 2011). This research will be a good reference for managers in Yemen who are unsure of whether to adopt or reject the implementation of eCRM within their organizations.
Human Resources Management Practices for Business in Texas References
Dezdar, S., & Ainin, S. (2011). The influence of organizational factors on successful ERP implementation.Management Decision, 49, 911-926. doi:10.1108/00251741111143603
Harrigan, P., Ramsey, E., & Ibbotson, P. (2011). Critical factors underpinning the e-CRM activities of SMEs. Journal of Marketing Management, 27, 503-529. doi:10.1080/0267257X.2010.495284