...Roles and Responsibilities of HRM and Trends and Challenge of HRM Human resource management (HRM) is most important for every organization. Now it is said that HRM is the backbone of an organization. Human resource managers are well positioned to play an instrumental role in helping their organization achieve its goals of becoming a socially and environmentally responsible firm-one which reduces its negative and enhances its positive impacts on society and the environment. A company’s workforce is the lifeblood of organizations and they represent one of its most potent and valuable resources. Consequently, the extent to which a workforce is managed is a critical element in enhancing internal effectiveness and improving the organization’s competitiveness. Human Resource (HR) practitioners play an increasingly vital role in maximizing the efficiency of the organization’s human resources since HR practices support employee behavior that is critical for accomplishing key organizational processes, thus advancing organizational success. It becomes evident that individuals performing in those HR roles need to be equipped with distinct capabilities that support the expectations, challenges and requirements of their roles and responsibilities Organizations are now looking to the HR function to go beyond the delivery of cost effective administrative services and provide expertise on how to leverage human. The competitive forces that organizations face today create a new mandate for...
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...MGMT 308 CHAPTER 1 The Role of Human Resources What Is HRM? Human resource management is the process of employing people, training them, compensating them, developing policies relating to the workplace, and developing strategies to retain employees. The Role of HRM There are seven main responsibilities of HRM managers: staffing, setting policies, compensation and benefits, retention, training, employment laws, and worker protection. In addition to being concerned with the seven internal aspects, HRM managers must keep up to date with changes in the external environment that may impact their employees. The trends toward flexible schedules and telecommuting are examples of external aspects. To effectively understand how the external forces might affect human resources, it is important for the HR manager to read the HR literature, attend conferences, and utilize other ways to stay up to date with new laws, trends, and policies. SKILLS NEEDED FOR HRM Ethics is perhaps one of the most important aspects to being a great HR professional. There are a number of skills crucial to human resource management. First, being able to organize and multitask is necessary. In this job, files must be managed, and an HR manager is constantly working in different areas of the business. Communication skills are necessary in HRM as well. The ability to present good and bad news, work with a variety of personalities, and coach employees is important in HRM. Specific job skills, such as...
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...Employee Training and Career Development Jimmy Thompson HRM/300 August 17, 2013 Dr. Tim Lolatte Employee Training and Career Development Organizations could not properly function without employees. Whether it be a small to a large corporation, employees are what make an organization. Ensuring that the organization’s employees are well taken care of is vital to success and the human resources department is the tool that will help make the organization a successful business; therefore it is important that the HRM properly help to coordinate employee training programs, as well as career development programs for the employees. Role of Training The role of training in an organization’s development is important as the workplace consists of people from all different backgrounds, with people who have different views and beliefs. This is largely due to a person’s cultural views and the social group that they belong to. Many organizations, especially very large corporations, must ensure that they establish employee training programs as jobs in the workplace have become more complex (DeCenzo & Robbins, 2007, p. 209). Employee training is simply geared towards the employee’s job and the duties and tasks that it relates to. Often times, HRM plays a big role in helping to determine when or who needs the training, but it is mainly determined by supervisors or managers. When managers need to determine who or when an employee needs training...
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...MANAGEMENT ROLES 1 Human Resource Management Roles Tara Thompson HCS/341 September 24, 2012 Norman Greene HUMAN RESOURCE MANAGEMENT ROLES 2 Human Resource Management Human Resource Management plays a very important role within the health care industry. HeathField (2012), “Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. HRM is an organization that functions and deals with many people and issues that are related to compensation, hiring, organization development, safety, wellness, benefits, employee motivation communication, administration, and training.” HRM uses an approach that allows them to manage people, the workplace culture, and the environment which is strategic and comprehensible. An effective HRM encourages employees to contribute effectively and productively to the overall direction the company is going and the accomplishments of the organization’s goals and objectives. (HeathField, 2012). Human Resource Management Role Human Resource is responsible Human Resource Management (HRM) role is an important one, they have to make sure they find the best and most qualified individuals for the positions that they are hiring for within the health care organization. HRM works closely...
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...function of HRM that this essay will explore is the impact Employee Relations has in the way in which HR operates in many departments. Human resource Management is department which most businesses use as a means of enabling people’s capabilities in order to achieve a critical competitive advantage that’s attained through a distinctive set of integrated employment policies, programmes and practices. (Bratton &Gold 2007).This essay will provide an in depth discussion of components and the key players involved in Employment Relations that are seen in organizations today, as well as the importance of the integration of other key HRM practices and the management of the organisation as a whole. As well as examining the key HR functions I will also analyse the key models, theories and concepts that have a direct impact on HRM such as the Fombrun, Harvard and Warwick models that are seen to be used in many different organisations today. Employee Relations is a collective term in the Human Resources function that includes employee engagement within the workplace, values the employees’ rights to be part of trade unions. It also sets in stone in most organisations the employment legislation as well as managing grievance and disciplinary actions. Employment Relations is regarded as a relatively new term as it has previously was known as industrial relations conversely it does not have the same standards and equality as Employment Relations has in the Human Relations workplace. “In order...
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...P1.1 – Explain Guests model of HRM Guest (1987) shows a model of HRM that is commitment based, which is distinct from compliance-based personnel management. According to Guest, HRM is: * linked to the strategic management of an organization * seeks commitment to organizational goals * focuses on the individual needs rather than the collective workforce * enables organizations to devolve power and become more flexible * Emphasizes people as an asset to be positively utilized by the organization. Guest (1987) sees HRM as a distinct approach to managing the workforce and argues that, although personnel management will also select and train staff, it is the distinct approach in the selection and training that matters. HRM’s approach should be linked to high performance and commitment rather than compliance. Guest (1997) recognizes that, although empirical evidence is only just beginning to show the link between HRM and performance, evidence is already suggesting that HRM works. The view from industry is also suggesting that HRM is taking on a strategic role in industry. The CIPD (2003) HR survey identified HR issues as now being regularly discussed at executive boards and HR managers seeing their role as that of a strategic business partner, with the HR function now focused on achieving key business goals and developing employee capabilities. P1.2 - Compare the differences between storey’s definitions of HRM, Personnel and IR practices. Storey (1992)...
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...Human Resource Management and the Workplace Cassandra M. Rhymes BUS303: Human Resources Management Professor Beverly Williams April 26, 2010 Human Resource Management and the Workplace Human Resource Management requires a careful balance and coordination between corporate policies, local, state and federal regulations, and employee rights within the workplace. This paper will review a few of the principles examined during this course and applied to current work environments. Specifically, this paper will review the effect human resource management has on planning within a company through hiring, planning, and recruitment through the use of compensation and other benefits that are important to employee satisfaction. Discussions within our classroom environment included EEO and affirmative action, human resource development, safety and health, and employee and labor relations. While these are not the only components of human resource management, these are the items we addressed in class. Within my own company, our human resource department is divided among the divisions, with the main corporate office housing the human resource group for the entire company, and a small human resources group in the St. Louis office for the division I currently work for. For purposes of this paper, I will use the St. Louis information, as it is the group I am most familiar with. Additionally, I will address the corporate policies for the United States groups, as those apply to our...
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...the human resource department differs by organization and different types of employees. HRM is the most important department an organization can possess because the department involves employing, developing, utilizing, managing and understanding the staff in an organization. According to Gomez-Mejia, Balkin, and Cardy (2010) legal concerns can play an important role in staffing, particularly in selection. Many legal constraints, particularly federal legislation such as Department of Labor, the U.S. Equal Employment Opportunity Commission, and the Americans with Disabilities Act of 1990 affects the HRM process. This paper will discuss the effects of legal, safety, and regulatory requirements have on the HRM process. Safety Requirements According to the Bureau of Labor, statistics indicate that more than 4.1 million people were hurt or injured on-the-job in 2006 and 5,488 were killed in 2007 (Gomez-Mejia, Balkin, & Cardy, 2010, p. 511). Organizations that succeed in meeting their goals and accomplishing daily work have in place safety policies and strategies to eliminate or reduce injury or illness to an employee. Because of safety laws and regulations, employers have a responsibility to their employees by instruction of the government to ensure they will be working in a safe and hazard free environment. The two important workplace regulations in...
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...There are many factors impacting work and learning specifically in Canada. How workers are involved or participate can affect outcomes for the employee and employer. Social and economic are two factors that influence education, learning, training and work. In this essay, I will provide examples of why social and economic context must be considered when understanding work and learning. I will also examine assumptions frequently made by Human Resources Management (HRM) and their perspective on the purpose and outcomes of learning and the critiques that challenge these perspectives. Understanding the social context for work and learning contains many variables. Life experiences, level of education, age, ethnicity and language, gender and social class are social factors to consider when understanding work and learning. As an example, “women are less likely to be offered workplace training as part of their jobs. There is an under-investment in training of female employees; factors influencing female participation include family obligations and the concentration of women in low-wage jobs that are least likely to offer training” (Pocock et al, 2011b; Roberts and Gowan, 2007; Livingstone and Sawchuk, 2004 as quoted in Canadian Labour and Business Centre, 2005, p. 11). It’s clear that gender affects how women consider work and learning and the impact on the organization’s output and profits. Canada consists of diverse cultures and ethnicities. New immigrants face language and ethnicity...
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...Managing Workplace Diversity & The Relationship with Human Resource Management and How Effective It Is Course: Business & Management Submission Date: 03/05/2012 Submitted to Leeds Metropolitan University Word Count:2989 Contents Contents Contents 2 Introduction 3 Diversity 4 Diversity in the Workplace 4 Emergence of Diversity 5 Legislation and Problems they Solve 6 Emergence of Managing Diversity 7 HRM 8 Relationship with Managing Diversity 9 HRM in the UK vs. USA 10 Reasons Supporting HRM 11 Critical Arguments Posed to HRM 11 Recommendations 11 Conclusion 11 References 11 Introduction In this report I will be investigating managing diversity and taking a look at how it has developed and how it has had an impact on everything in life. I will mainly focus on how this has had an effect in the workplace and look at key arguments that support diversity and look at arguments against diversity in the workplace and why this may be considered a negative or a hindrance and most importantly I will look at how successful this has been at helping companies maximise their assets and key areas that I have identified that need to be improved. In the second part of my report I will examine the close links of managing diversity and human resource management (HRM). I will look at factors that support it and arguments that need to be considered when looking at HRM. Diversity Diversity in people can be described as the subtle differences...
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...HR Roles and Responsibilities Zina Williams MGT/431 May 3, 2012 Teletha Leonard HR Roles and Responsibilities The role of human resource management has changed over the course of time. Within this paper the author will explain the different trends that human resource management uses for globalization, and technology, also how it may impact the world of e-business. Next the author will explain how diversity may affect the management of the human resource department within certain organization. Lastly the author will talk about the changing role human resource management may take when dealing with e-business and how it is done, and how it may affect the ethical standards of the organizations. About Human Resource Management Firstly, in order to explain the different roles of human resource management or (HRM) the author has to define what human resource means. Now according to "HR Certification Institute" (2010-2012), “Human Resources refers to the individuals and support systems within an organization responsible for personnel hiring and firing, applicant tracking, skills development, training, benefits administration, and compliance with government regulations. Management is all about managing people. All together human resource management means managing the availability of limited and scarce skilled people in the organization” (What is Human Resource Management). In order for the human resource manager to succeed within an organization, HRM has to understand...
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...Report On Managing Human Resources Table of Contents Introduction: 1 1.1 Explanation of Guest’s model of Human resources management, soft and hard and loose and tight human resource management 2 “Soft” and “Hard” HRM: 2 1.2 Differences between Storey’s definition of human resources management, personnel and industrial relation (IR) practices 2 1.3 Implications for line managers and employees of developing a strategic approach to human resources management 3 2.1 How flexibility is applied in workplace: 4 2.1.1 The core periphery workforce model (Atkinson 1984) 4 2.2 Two methods of flexibility developed in my organization 4 a) Improve work-life balance: 4 b) Provide physical and mental well-being: 4 2.3 Flexible working practices from both the employee and the employer perspective in my organization 5 2.4 impact of change in UK labour market have had on flexible working practices in the context of zero hour contracts in my organization 5 3.1 Form of discrimination that take place in the workplace 7 Description based on ethnicity and race: 7 Discrimination based on sex: 7 Discrimination based on religion: 7 3.2 Practical implications of equal opportunity legislation in my organization 7 3.3 Comparison of approaches to manage equal opportunities and managing diversity 7 4.1 Comparison of 360 evaluations with another performance appraisal method 9 4.2 Assessment of approaches for managing the employee welfare in my organization 9 4.3 Discussion on how latest health...
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...Introduction: HRM‘s role and importance within an organization has increased rapidly in the modern business world as the individuals’ inputs are becoming increasingly important to the organization’s performance. Hence HRM is becoming more important as it plays an important role in the people-aspect and social-aspect of the organization. This paper will briefly explain the definition of HRM and its history. Then this paper will list and explain the important functions of HRM. Furthermore, this paper will explain why HRM is becoming increasingly important in 21st century in which the performance of organizations is subject to the performance of individual employees. In addition, this paper will talk about Bentley Motors and its HRM as one of Britain’s TOP Employer in 2012 by Britain’s Top Employers Research. This paper will discuss the strength of Bentley Motors’ HRM and lastly it will provide three further suggestions on BM’s HRM to help it accommodate to possible challenges. What is HRM? HRM is an organizational function that deals with people-related issues, such as recruitment, training and learning programs, performance management, health and safety, compensation programs, wellness and benefits of the work force and employee motivation and communications. (Heathfield, nd) HRM was carried out in the 20th century and the first HRM specialist was a social worker hired by Rowntree in the UK in York in 1896 and was hired to ensure the safety and health of child and women...
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...The current Labor government considers collective agreements rather than individual-level agreements are the most efficient and productive form of workplace arrangements for business. Do you agree? Why ? Why not? The current Labor government considers collective agreements to be more efficient and productive than individual workplace agreements for business. This political ideology has been impacted by the changing nature of work and employment, where collective agreements and collective bargaining are no longer the most efficient and productive form of workplace arrangements for business. With the extrinsic pressures that come with an increasingly global market, business has to look at ways to increase productivity and profitability in order to stay competitive, and this requires greater levels of flexibility in the workforce. The key components of this argument are direct and indirect employee voice, and which is better for both the employee and employer. Are Trade Unions relevant as their bargaining position has been weakened by both a more global market, changes to more atypical labour types and Government legislation that emphasised individualism over collectivism (Hayter 2010). Collective agreements are agreements between employers and employees which regulate workplace terms and conditions as a collective. This is generally instigated as a result of collective bargaining by a third party, primarily Trade Unions. Individual agreements, however, are between an employer...
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...costumes: standard delivery services, UK next day delivery, international air express, international road express and opportunity to add insurance cover for fragile or valuable items, or to use online booking system where people can send the occasional parcel without opening any kind of account or having a formal arrangement with the company. “The national network is supported by dedicated account management and costumer services team, which benefits our customers by working with a partner who provides a reliable, secure and flexible services. The company vision is to maintain our position as the expert within the UK parcel market” LO1 Understand the different perspectives of human resources management. Explain Guest’s model of HRM Human Resources Management can be define as “the organisational function that deals with recruiting ,managing ,developing and motivating people, including providing functional and specialised support system to foster regulatory compliance with employment and human rights standards” (Strandberg,2009,p2) Guest’s (1987) ideal-type model is used to characterize...
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