To be a satisfied and the high performing employee, my major focus is going to be on the competencies, skills and the abilities which are required for the project. I would focus on the materials, data and the information that is needed in order to work on system facilities in effective manner. The centralised structure will help in bringing the people together and collaborate to produce better outputs. My major focus has to be on evaluating the financial risks, preparing the financial forecast and handling the position analysis in an effective manner. A coordination with the other team employees, team work, communication could be some of the basic necessities for me to match the requirements of the project. To work in unity, I also shall be able to take every precaution, help the people at work, supper personal protective equipment and immediately report the critical injuries so that the action could be taken soon. According to the Employee Assistance Program (EAP) it has become easy to work and reach the wide range of services with better health and wellness. It also ensures the safety and improvement in cultural differences. The organisations need to work on approaching to diversity and handling the health and safety in effective manner. The performance management helps in ensuring the activities of the employees and outputs that contribute to the goals of organisation (Steen et al., 2016). It will help in providing better feedback to the employees that requires the activities and outputs as desired. The effectiveness of performance management system could be mapped through defining the sources and evaluating the criteria of reliability, acceptability, fitting with the strategy and specificity. The criteria are mainly to fit with the aims at achieving a better employee behaviour where the mindset is to support the organisation strategy goals and culture. The validity is measured through minimised contamination, better attributes and behaviours for a balanced scorecard. The performance improvement need to ensure that the employee’s review is securely protected with retention only for a specific period that is accessible to employees. One can drive success and performance management needs to meet the effectiveness in an organisation. The benefits for the better working employees includes the contribution to attracting, retaining and motivating the employees. Here, the laws mainly require employers to provide benefits with creative benefit package (Steen et al., 2016). The defined contribution plans tend to specify contributions made by the employer and the employees with pension benefits which are based on accumulating contributions and investment returns. One also need to address the differences and offer set of alternatives to choose types and amount of benefits. The employees become aware of the value with high administrative costs and employee selection of benefits could be helpful in increasing the costs. HRM has been effectively able to help in improving the standards and functioning in the system, where the focus is on how employees are examined and recruited depending upon their capabilities and their skills. A proper job analysis and defined positions help in bringing a change to the organisation.
Some of the topics I found interesting are:
The curiosity after analysing all the work is mainly about how the company is able to mark up its steps of privacy, and try to equalize the work between the employees. It is certainly tough for a person to develop skills and confidence as there are some people who are not motivated even after getting a proper training. But still the employees are able to create an environment with performance to potential. The curiosity is also about how to generate awareness of the cross-cultural sensitivities among the managers globally and hiring the staff across the geographic boundaries. The training is done upon the cultures and coordinating to the higher degree of the cultural control. The integration of mechanisms with requisite skills is a challenge along with promoting a corporate culture which is same that the local sensitivities that taking care of. The personnel management also need to focus on the ensuring needs of the workforce as they pertain immediate concerns should be taken care of.
According to me, the major role of HR professional is to handle the employment, scheduling the interviews and taking care of the rewards that has to be given to the employees, at the end of the year, for the hard work they put in (Steen et al., 2016). Along with this, a proper schedule of the training and handling activities which include the employee engagement and bringing the people at work closer enough rather than being competitive. The task is full of effort to analyse the work and design the jobs which are set in accordance to obtain information with methods of how the job can be done effectively. The HR management needs to focus on the employees and their ability to communication, willingness to learn and support from family. All the training and development programs could improve the cross-cultural preparation for a global assignment. The performance management applies to the legal requirements where the behaviours are rated, and performance is measured depending upon the rating. HR also focus on the workplace health and safety along with identifying the rights and responsibilities of employees. This helps in creating an environment where individuals feel valued and able to perform according to their potential as well. The employment equity rights of the women, persons with disabilities and the minority group rewards and payment are looked over by HR professionals.
The perception has been certainly changed with time and evaluating the factors in the lessons learnt as it includes learning and development. With this, motivation and efforts are important for improving the behaviour of human capital along with organisation performance (for quality, profitability and customer satisfaction) (Steen et al., 2016). The department has to also deal with different efficiency and commitment to quality to understand the business, the industry and the competitors. With these lectures, I also understand that the HR needs to focus on ability to profit without deploying the resources. Here, the evidence is based on collection and using data to show the HR practices which have major positive influence. The productivity improvement, outsourcing, mergers and acquisitions and expansion in the global markets is mainly the HR department work. Th system and processes include the cultural and change steward to develop and value the culture, with implementing better workplace policies. The credible activists tend to deliver results with integrity which is considered a major competency for the HR profession. HR also try to help in increasing the level of team work by bringing the employees closer through different co-curricular activities. The employment relationship tends to change with alternative working arrangements, handling the contract workers, temporary workers etc. It is important to align the HRM processes with the globalised requirements which will help in providing new markets with millions of new customers. The expansion in the global market advancement in technology, culture, education, economic and political system affect the international markets of HRM. Here, workforce planning needs to be done effective with conducting performance appraisals so that the employees are kept motivated(Steen et al., 2016).
Today, I can say that teachers and studies are surely a boon for life as they clearly depict the individual image of the person and help in progressing in their future. The HRM lessons have been very effective to me as it helped me to be determined for becoming a successful leader in the large and high performing organisation. The coordination and tackling with different problems, at work, are totally different and brings me a setback that human resource management is certainly important for the employee engagement. Considering myself as a leader of a project in a company, I look forward to the technology, structure and how to make full use of resources and opportunities to achieve the organisational goals. The decisions of the technology, managing the higher sales and the higher profits, innovation and knowledge sharing factors could lead to great productivity and standards. Hence, it is important for me to contribute to the high performance with proper employee engagement. A teamwork is important for giving employees a sense of responsibility and authority to make decisions regarding the different aspects of product development or customer service. It also helps in contributing to high performance with fuller use of employee’s ideas and expertise. The knowledge sharing and learning supports oneself to engage a continuous learning with critical and systemic thinking. With this, I also focus on monitoring the job satisfaction to hire employees, with helping address issues like the stress or the work and life balance. It is important to establish clear and appropriate roles that helps in encouraging social support and reinforcing the shared values to set a satisfactory level of pay structure and policies. The association of the employee engagement is with higher profitability, productivity and employee retention (Steen et al., 2016). I have also learnt that it is important for the manager to focus on performance management, training and learning to achieve the goals and identify the situational constraints. The evolving concepts are related to the environmental and the economic concerns that focus on decision making, strategy and operations with a responsible business. For the young intelligent employees, it is important to focus on sustainability and integration of personal values and professional goals that will foster a sense of community to increase the satisfaction and retention of the clients. A proper processing and computation of the calculations involve reviewing and documentation by the HRM decisions and practices (Steen et al., 2016). The decision support systems work on helping managers to solve the problems with expert systems that support decision by incorporating different decision rules used by the people. When it is about work, an individual has to coordinate with the job designing, recruitment and selection, training and performance management. The technology plays a major role in improving the efficiency and effectiveness of the functions of HRM. The value based commitment is to safe operations where the employers and the employees tend to share responsibility for a healthy work environment.
References
Steen, S. L., Noe, R. A., Hollenbeck, J. R., Gerhart, B. A., & Wright, P. M. (2016). Human resource management. McGraw-Hill Education.
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