Human Resource Management: Personal Opinions

Human Resource Management (HRM) is described as a “distinctive approach to employment management” (University of Leicester, 2006:5), which mainly focuses on employees as the key driving force to achieve organisational success. This qualitative approach differs from traditional personnel management systems that aim to integrate HRM into strategic management beyond HRM’s routine functional role. This integration supports sought after organisational objectives to include quality, commitment, and flexibility. This paper examines the key HRM function of reward management, in particular, performance related-pay systems, presenting their main concepts, roles, weaknesses and strengths in comparison to the old traditional pay system.

Question.no.1 The case introduces three companies of every different size with three different onboarding approaches. What differences do you see in their approaches? What similarities?

As we all know when it comes to every business and organization that is out there, they all need help from Human Resources to continue to help the company grow. What is human resource management? Well Human Resource Management is the overall process that deals with how Human Resources manages their employees as well as different issues that can come across within the organization. Human Resource Management are in charge of different tasks including recruiting as well as interviewing and letting people go as well. Other tasks that are done on a daily basis would also be focusing on maintaining records of each employee that’s working for the organization as well as dealing with different regulations that deals with employment laws that are needed to be followed. One thing that I came to an understanding is that when it comes to Human Resource Management, this position isn’t only being performed by the employees that work for the Human Resources department but they are also being managed by their managers as well as their supervisors that work for the Human Resources department. Just like any other job out there that requires team leads, HRM managers as well as their supervisors have a task which are responsible for providing the daily support that may be needed with their employees. Human Resources also provides different guidelines that are put into the workplace that each manager as well as the employees need to follow while being at work.

This assissment is going to be about Human Resource Management and it’s going to contain information about different perspectives of human resources management and what the role involves. . HRM system is based on HR system , both work together to the same way. The example is HR strategies defining the direction in which HRM intends to go. We got few models of HRM , one I want to describe is Guest’s Model of HRM. David Guest’s model of HRM has 6 dimensions of analysis :

As a renowned human resource specialist, I offer subject matter expertise on specific tactics that will restore confidence within the public in its entirety the prevention of another mishap, such as the Veterans Affairs scandal. To recap the issue at hand, it has been discovered that some VA hospitals and clinics across the United States “that a culture of retaliation exists within the Department of Veteran Affairs, which discourages employees from airing concerns about patient care (i.e. poor care, long wait time which possibly led to some deaths of these patients), and discredit them when they came forward-falsified records became public” . It is palpable that the Department of Veteran Affairs or any government agency that is experiencing similar irrationalities is in need of revamping the essentiality of human resource management. Before I reveal my suggestions in promising the public restoration of human resource management, I will like to reiterate the significance of the subject matter.

The effective management of human resources is essential for business success. In this article, it will talk about the importance of the effective management of human resources. Human resources management is a function that using the limited employees to do the most work and make the business run, which is called HRM or simply HR. A valid work on human resources management will make business successful. The intention of this discussion is to argue about various sources, helpful purposes and functions, the importance of a rapport in a working environment, and the issue from exploitation of workers.

Workplace safety is an important factor. The Occupational Safety and Health Act of 1970 (OSHA), states employers have a responsibility to provide a safe working environment

Any organization is as good as its workforce. In this respect, an organization may be termed as successful if it is able to attract and retain top-notch talent. Among the several things that pertain employee retention, wages and salaries take an extremely significant role (Raymond, 457). There are many debates that discuss what should take precedence when choosing employment; job satisfaction or compensation. While job satisfaction is key in ensuring high employee performance and output, if the wages are not satisfactory, employees will ultimately seek other alternatives or fail to hesitate when offered greener pastures (457). While ensuring a good working environment for employees, it is

responsibilities, duties, and tasks of each job in an organization, as well as the major types

The fierce marketing competition drives company to seek new resources to improve their core competences and adapt to changing of the internal and external environment of organisation. A growing number of HR professors argued that strategic human resource management can be regarded as a source of sustained advantage for competition (Zupan and Ograjenšek, 2008). But there are lots of limitations exist in previous literatures, which do not answer questions like which strategic human resource management practice is best fit to enhance performance of organisation or is there any most effective SHRM model? Thus, in the article “the impact of bundles of SHRM practices on the performance of European firms”, authors mainly adopted the quantitative

Multinational companies have been increasing as a result of various factors, including globalization and an increase in technological development and connection. With the help of IT communication and developments, the world today has become more accessible than ever before. Employment opportunities abound in the form not only of multinational opportunities in any country, but also in the form of online and virtual employment. This presents significant challenges to human resource managers, who are obliged to work in varied environments and with a workforce that is no longer homogeneous by any stretch of the imagination. While challenges are certainly at the order of the day, the correct strategic and policy incentives will attract the highest quality employees, while the concern with determining the requirements of employees will help to decrease employee turnover.

Proper Planning is one of the most important aspects of human resource management. Without proper execution of plans, the particular needs of an organization that are the responsibility of human resources will not be reached, and therefore, will fall short of what is necessary for meeting the goals of an organization (DeCenzo, Robbins &Verhulst 2013).There are many facets a human resource manager must be familiar with in order to run an organization. The functions of human resource managers are to hire the right staff by means of recruiting and then matching employees in their area of expertise and specialty within the organization. The various disciplines of human resources require that managers develop a thorough knowledge of corporate plans, culture, and institutional policies (Geet, 2009). Along with these responsibilities, this position requires a vast knowledge for assessing candidates, performance management, and creating compensation packages.

Trilogy Enterprises inc. is a fast growing software company with a unique and highly unorthodox culture. It provides solutions for automotive and telecommunications companies to gather and analyze consumer data, and acquire customers in the United States and internationally. The company’s solutions include Smart Leads; an Internet based scoring and segmentation service to predict consumers’ likelihood to buy and to enhance the sales process with consumer data; and CarBuy.com, an automotive portal, which helps car manufacturers to enhance sales by determining the purchase propensity of customers. It also offers yourbillbuddy.com that include

Hilti continues to grasp on success and expand globally, but their path weren’t always well defined. The company began in 1941 and historically they’ve kept to traditional strategies when it came to recognizing human resource requirements. In the early 2000’s, the company established a new set initiatives, aimed at doubling revenue and operating profits. Hilti also recognized that this type of growth would require invigorating ideas to employ human resourcing requirements throughout company.

During near one year learning, I have a clear target for my career in the future. According to Britton & Glynn (1989), most innovation were produced by people who are interested in and like to do rather than they have to do. Therefore, I have found my interest that I enjoy the course and I have acquired knowledge of human resource management. Appraising through Thomas Kilman conflict mode instrument (Raines, 2013), I have understood my character which is suitable for guiding employees in a company, as I have patience, teaching experience and leadership skills. Therefore, I will focus on training part as an HR senior manager in the future.