Reflection on Human Resource Management Practices

Reflection on Human Resource Management Practices
Reflection on Human Resource Management Practices

Reflection on Human Resource Management Practices

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I need an essay in the following subject:

Reflect on your experience with any HR practices described in the articles 4 articles that you found in organizations with which you are familiar.

Note : The 4 Articles are listed below in the references list :

References:

1) Koys, D. (2013).Using the Department of Labor’s O*NET Database in Teaching HRM -. Journal of Human Resources Education, 7(3/4), 1-21.

2) Caldwell, R (2001) Champions, adapters, consultants and synergists: the new change
agents in HRM, Human Resource Management Journal, 11(3), pp 39–52.

3) Caldwell, R (2004) Rhetoric, facts and self-fulfilling prophesies: exploring practitioners’perceptions of progress in implementing HRM, Industrial Relations Journal, 35(3), pp 196–215.

4) Mees, A. and Bonham, J. (2004). Corporate Social Responsibility Belongs with HR. Canadian HR Reporter, pp. 11 – 13, April 5, 2004.

The following conditions must meet in the essay:

1) I want a typical and a quality answer which should have about 1100 words.

2) The answer must raise appropriate critical questions.

3) The answer must include examples from experience or the web with references from relevant examples from real companies.

4) Do include all your references, as per the Harvard Referencing System,

5) Please don’t use Wikipedia web site.

6) I need examples from peer reviewed articles or researches.

Appreciate each single moment you spend in writing my paper

Best regards

SAMPLE ANSWER

Reflection on Human Resource Management Practices

How HRM Managers Act as Strategic Business Partners through Targeted Policies & Practices

There are numerous issues that have been identified in the provided model articles, as problems, and need to be addressed in case an organization needs to succeed in how it addresses issues that relate to HRM and to enhance its prosperity and service provision to the humankind. It is evident from the articles that the policies and practices of the Human Resource across several organizations have not been optimized to assist the organization succeed in its undertakings and achieve goals, and meet objectives. An organization can achieve this by means of creating the skills and the knowledge of workers or developing the knowledge and skills of the employees, or the ‘human capital pool’ the human resource factor affects the ability of the organization to adapt to vicissitudes that enhances the competitiveness of the workers. Koys (2013, p 18) argue that as the ability of the organization, competitiveness enhances and gains the shares of the market in its industry. He further argues that there are numerous factors, which are crucial for an organization to address.

In the first place, an organization necessitates hitting the satisfactory of its shareholders by ensuring the profit and produce high quality goods as well as services to its clients at the same time. Therefore, the company has to reflect on its role to the people around them in the community by observing good environmental friendliness. Additionally, a firm should involve itself in the activities present in the community. The organization must also ensure that it offers an environment of work, which is admirable for the betterment of the workers (Caldwell, 2001, p. 43)

Additionally, an organization’s HR office plays an important role for the posting of the jobs, hiring, administration welfare along with counseling, the training of the employees in the campuses and promotion, hiring, wages and salaries. The HR office collects a fitting data of statistics, puts it in order and analyzes the information with the personnel transactions respect like the transfers, terminations, hires and the promotions. Another arising problem is that a firm may have neglected the emphasis on gender balance, thus women and men can access the advertisements and the position posting except for the occasions where there is an occupational qualification of a bona fide. To make sure that a tag line is pinned to all the advertisements; giving the affirmative action plan to all the employees and the policies of the sexual harassment along with other information, which is related to this (Donaldson, 2004). In addition to this, it creates job description as well as establishing it for all places within the campuses and review as well as updating as expected. The Human Resource offices also centralize the clerical staff’s initial interviewing. In summation, there will be the performance of all testing regarding the clerical positions in the Human Resource office so that to make sure that all people gets the same treatment. The discipline of benefit handles different forms of the employers who are not direct. Compensation, which people refer to as benefit, the managers uses it to identify, attract, and retain the employees. This contains the designation and the administration of compensations like the insurance, the income of retirement or the pension, pay leaves, and different services of the workers along with different compensation that the federal state and the laws authorize.

There is also a very poor business leadership that should be handling activities and processes, which the company uses in many ways. For example, to formulate the objectives, aiming at the short and long meetings, the policies, and the practices requires the opportunity of the organization and gears particularly on the issues of the capital of the human kind (Caldwell, 2004, p. 206). This comprises of the planned process of planning and the procedure of well arranging the plan management of the capital of human kind in a planned strategy.

Proper compensation equally remains a challenge for most organizations. Compensation handles numerous forms of compensations, which are direct. This is the payment of the workers. The managers utilize this amazing strategy to identify, to attract, and to retain the workers. This comprises of the system of designation and administration of the compensation. It can also be recognized that a firm needs to embrace consultation when handling the practices of conveying features of the human resource management like the provider, which is external along the professional, and the issues of the business. While operating this kind of practices, one should consider the development of the customer, the management of the customer, the like, and the contrast (Foss & Foss, 2005, p. 550).

Diversity management handles the similarities and the differences that create uniqueness in the individuals of the firm. Those kinds of the difference and the similarities of the uniqueness are like individuals and the traits of the organization, experiences, beliefs, values, behaviors, and preferences, background, and not forgetting how the organization can transform those useful qualities sustenance of the objective of the business (John, 1998, p. 306).  There is also need for proper employee relations to enhance a positive, fruitful, and cohesive environment of work. This comprises of the analyzing process implementing, developing, and administering the relationship of the employers and the employees; managing the performance of the workers; making sure that the workers relation matches with the authorized laws and regulation of the firm and resolving disputes in the workplace.

Sometimes a firm may have a poor enhancement of its Corporate Social Responsibility and Ethic with regard to HRM to handle the personal and the organizational qualities in addition to its expression of behavior and decision making in the business (Marianne & Gunther, 2004, p. 340) Therefore, it strongly considers the code of the organization of the ethic but then contain the requirement, which are legal. This ethic and corporate social responsibility discipline handles the effect of the decision of the business in the region of the practices of employment, sustainability and philanthropy, the corporate governance and the responsibility of the profession of the human resource in advancing the value of the workers life together with its families.

In addition, an organization may lack proper organizational and employee development programs. The program associates with the performance of an organization and its means of human developmental resource. The resources negotiate on advancing the efficiency of an organization as well as training the workers to be able to meet the demands of the present jobs and other jobs in future. Other resources negotiate on the management of transformation, the development of leadership, coaching, the systems of measurement and outsourcing the development of the workers.

Key Components to Business Success from a Human Resources Standpoint

Technology favorably affects the performance of the organization. Therefore, since the management policy and practices of the Human Resource widely includes the majorly studied policies and practices of an organization, it can give support to the decision making of the managers and a suitable problem solving concerning the identification of the location of a firm that requires special enhancement to improve the performance of the organization (Mees & Bonham, 2004, p. 12).

Improving the Business through Strategic Human Resources Business Plan

In this case, three issues arise out of contextual factors. These factors include the new technology, the trend of workforce, and transforming the values of the employees. The technology that enhances the boundaries of the organization, both inside and outside is currently an organizational critical issue. The difference in the specialization flexibility and the production of the mass has insinuation in managing the workers. The alteration in the technologies consistently changes the firm’s products. The industrial technologies linked with the higher productive as well as the lower rate accidents particularly outcomes to the poor performance of the overall manufacturing. In addition to this, Koys (2013, p. 18) claims that the shortfall of the labor supply is most likely to be spread widely in the future. This claim is associated to the labor force retiring generation.

Conclusion

With regard to the current trends seen across most organizations globally, it is obvious that the HRM assists the organization to achieve a very modest advantage. The Human Resource Management can achieve this by advancing the employees skills and the knowledge. The practices of Human Resource are strategic when there are targets towards its activities like diversity management, recruitment, and the training and development to achieve the goal of the organization. In the organization, the strategy of the recruitment promotes the growth through the attraction of the candidates who are highly skilled. One should see the training and development as an asset, which is important to the performance of the work. The organization gives the surrounding which the workers can appreciate and experience individual growth through the understanding of the diversity in the place of work hence contributing to the welfare of the organization.

Reference List

Caldwell, R. (2001) Champions, adapters, consultants and synergists: the new change agents in HRM, Human Resource Management Journal, 11(3), pp 39–52.

Caldwell, R (2004) Rhetoric, facts and self-fulfilling prophesies: exploring practitioners’ perceptions of progress in implementing HRM, Industrial Relations Journal, 35(3), pp 196–215.

Foss, N. & Foss K. (2005). Resources and transaction costs: how property rights economics           furthers the resource-based view. Strategic Management Journal 26(6): 541-553.

John E. Delery. (1998). Issues of fit in strategic human resource management: Implications for   research. Human Resource Management Review. 8 (3), 289-309.

Koys, D. (2013).Using the Department of Labor’s O*NET Database in Teaching HRM -. Journal     of Human Resources Education, 7(3/4), 1-21.

Marianne J. Koch , Gunther McGrath. (2004). Improving Labor Productivity: Human Resource     Management Policies Do Matter. Strategic Management Journal. 17 (5), 335–354.

Mees, A. and Bonham, J. (2004). Corporate Social Responsibility Belongs with HR. Canadian HR Reporter, pp. 11 – 13, April 5, 2004.

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