Discuss about the Implementation Organization Market Development.
According to Guest et al. 1997, Human Resource management of an organization refers to a person who maintains all responsibilities given by the organization in an appropriate manner. A Human Resource is necessary for the organization for running business and grows up successfully into global market segmentation. In the study of Human resources, it contains the recruitment of the organization, hiring of employees, gives various benefits and ideas to employees. In the organization, there are two metrics such as traditional and modern metrics of business which help in the growth of the business. It maintains the important issue related to any work activities in the organization. The Human Resource management instructs the organization to run successfully into worldwide. If the organization has a better human resource, business can move smoothly into the global market (Armstrong and Taylor 2014).
There are different types of metrics which are used to measure the performance of business. However, there are two vital methods of doing business globally such as traditional and modern metrics of business. Traditional metrics approach refers to the production of manufacturing and environment of supply chain. Tradition method of business contains the historical and financial indicator of turnover of sale, variance against budget and indicator of profit. Examples are material cost of sales, turnover of sales, % downtime and actual Vs budget. Therefore, it can be mentioned that this distinction between the actual and budgetary turnover is helpful to understand whether the business is profitable or not. The budget has developed based on the previous year’s financial statement. If the company earned more compared to the budget, then it can be stated that the performance of the company was at greater position. As a result, it can be inferred that turnover from the sales would be increased. Hence, the profitability margin of the company would be increased. In this connection, it can be mentioned that for make the business successful and in order to increase the level of profitability, the development of human resource management is required. The human resource management is able to recruit those employees, who have the efficient knowledge and skills regarding the job profile and is able to make a business successful.
Modern metrics of business refers to the international business of today’s world. In order to move business globally, a particular human resource is needed to maintain the particular work of the organization. In the sense of Human Resource management study, it has the right of suggesting the manager in several problems which has relation with both employees and the organization. For example; supervisor and manager may be suggested by the HR profession that the method of hiring to employees and giving best ideas to the manager about the product. (Cummings and Worley 2014). In this context, it can be mentioned that in order to provide best ideas to the managers of a company, the employees require to be experienced in the same field, so that they would be capable to derive ideas regarding the products and would be able to present to the supervisors and managers. Therefore, it can be inferred that modern metrics is helpful to identify the primary goals of the business. The modern metrics is also depending upon the disparities between the internal and the external recruitment, return on investment and on the priority skill development. As a result, modern business is also beneficial to identify the percentage of gain or loss on an investment compared to the amount of invested money.
The Human Resource in the organization is based on several advantages and disadvantages. The main scope of the organization is to give best resources to employees as well as to people. These advantages and disadvantages are as follows;
According to Walton et al., Human Resource management externally provides some professional trainings and programs for the development of the organization which relates to the fundamental technology of the organization. It has importance in the organization to understand the definite technology worth which plays a very important role in the Human Resource management system of the organization. The organization internally incorporates some functions for the growth in performance of the employee. If the organization cares for the employee, the employee will give better performance and fulfill all the responsibilities given by the organization. Human resource also manages some organizational behavior of management skills which perform an important role for the growth and success of the organization (Taylor 2014).
Return on Investment: Return on Investment (ROI) refers to the managerial tools of measuring profit and loss of the organization which is maintained by the management system of the organization to run business properly. The organization can measure its working performance at the time of closing calendar year. Formula; ROI= (Net profit/Cost of Investment) x 100
Development of priority skills: Priority skills development refers to the development program and training plan for the development of the organization. It is the most important potential which motivates the employee to lead some common advantage for the growth of the organization. In order to develop a priority skill, the organization needs to plan for detail index of course and also maintain the required resources for the employee’s benefits (McNeil 2015).
Retention and KPI analysis: Retention refers to the act of keeping something in the organization by the manager. It has some basic needed technology in the organization and this technology uses at the time of need. The Human Resource management has the ability to have some latest technology to incorporate business into globally. A Key Performance Indicator (KPI) refers to the measurement the factors of production in the organization to get the crucial success of the organization. It helps in the qualitative and quantitative measurement of the organization. It is an activity approach to find the variances of the organization (Frey and Embrechts 2015).
According to Burgoyne, the main objective of human resource management activity in the organization is to improve management skills and knowledge and also changes in its behavior and attitude. It is applicable for both individuals and employee of the organization. The basic advantage is low production cost. In order to incorporate the training the low production cost is helpful to maintain the expenditure of the organization and the turnover will also reduce with the training program. It helps to manage the change in organization to increase the understanding performance of the employees. There are different stages of management activity and planning for success of the organization. This can be shown by a diagram.
According to Kurt Lewin, change management refers to the overall departmental performance of the organization by which Lewin describes three steps of model such as Unfreezing, changing and refreezing. These three models of Lewin are inter-related to each other. Unfreezing is the first step of Lewin model of change management which discusses the implementation change in the organization. With the help of organizational behavior, employees of the organization get well environment and like to work more for the growth of the organization. Changing refers to the transition and moving model of Lewin which shows the implementation of change in the organization. Refreezing contains the above two steps consistently because when the plan was unfreezing it comes to changing after changing it considered as refreezing of that implemented plan for success of the organization (Sutherland 2013).
Contextual or business data refers to the context of planning of business into international market. The organization uses contextual data to provide more information and knowledge of pieces and products to analyze customers in a best resource. Employees of the organization have given all technical because the problem can arises at any certain period of time. For this, a human resource management is very much needed to improve the performance and set up some fundamental sources for development of the organization. Contextual data helps the organization to grow up well into international market. Conceptual data is also used as a modern concept of business in the market. The organization plans for future forecasting of business with the help of this contextual and Business data. Employees have to expect all the given responsibilities by the organization to maintain the planning properly. In order to spread business internationally, the organization must have the concept of contextual and business data. This data helps in the growth of the organization (Kiley, Cranstone and Coker 2012).
Conclusion
From the above discussion it has been concluded that the organization’s development is totally depends on the human resource management of that organization. Everyone in the organization is responsible for the planning and development improvement because they all are the parts of the organization. The organization has to hold some training and functioning for the welfare of the employee and also held some development program monthly or quarterly to improve the performance of the organization. If the organization maintains some strategic evaluation, it may develop the performance of the organization. In order to improve the performance of the organization and training and development program, it must maintain the diversity of marketing workforce. Creation of positive environment is very much needed to improve the training and development program and to improve the performance of the organization within the country.
References
Armstrong, M. and Taylor, S., 2014. Armstrong’s handbook of human resource management practice. Kogan Page Publishers.
Bartunek, J.M. and Woodman, R.W., 2015. Beyond Lewin: toward a temporal approximation of organization development and change.
Cummings, T.G. and Worley, C.G., 2014. Organization development and change. Cengage learning.
Mathis, R.L., Jackson, J.H., Valentine, S.R. and Meglich, P., 2016. Human resource management. Nelson Education.
Oke, L., 2016. Human Resources Management. International Journal of Humanities and Cultural Studies (IJHCS)? ISSN 2356-5926, 1(4), pp.376-387.
Sutherland, K., 2013. Applying Lewin’s change management theory to the implementation of bar-coded medication administration. Canadian Journal of Nursing Informatics, 8(1-2).
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