Question:
Write an essay about the Human Resource Management.
The key responsibilities of a Human Resource Manager are staffing, redesigning work responsibilities and reshaping organizational culture. The Human Resource Management is a key aspect of a business organization. Human resource management is also synonymous with nongovernmental or nonprofit organizations. The human resource management is practically the most significant part of a business process where the key decisions are taken whether the company has personnel on its reserve benches. This information is provided by the Human Resource and upon recommendation from the higher components of a business process. The Human Resource hires and recruits personnel for the new business expansion or process to be undertaken, or if the resources are already available in the reserved space, then the Human Resource Management sets into motion the drafting of those employees to appropriate positions. A business organization dealing with products or services cannot simply do away with the Human Resource Management; the job then wouldn’t be done otherwise.
The freeing of markets and new markets opening their doors to foreign brands, the omnipresent brands and products take the full brunt of rapid globalization (Kawachi and Wamala, 2007). Nowadays it needs a lot of strategies and convincing to fool the customer into buying or shifting to a new product because the customers are knowledgeable. Technology is the main constituent of challenges faced by an organization. Companies need to improvise and update their products or services regarding ongoing technological demands or face the risk of extinction. Innovation in a business or organization drives the motivation to develop or exploit new markets or products or other expertise that haven’t ever been tried out or tested. An organization has to adopt fair and sustainable means of achieving financial objectives to survive in the long run (Chongwatpol and Sharda, 2013). The companies which are funded by stakeholders have to guarantee and undertake measures such that the stakeholders get a profitable return on their capital. Employees must have sole authority to decide which employer to choose from rival companies; the companies must not retain their employees forcefully or under obligation.
The challenges that our company faces regarding competition are Globalization, technological advancements, innovative challenges and retaining valuable employees.
Our company experiences challenge unique to the organization. The company faces employability issues. The problems range like procuring suitable candidates with technical backgrounds.
We have been provided with an image. The image shows a red labeling in an Asian language with transparent edges visible from both above and below the labeling. The transparent edges look very much like glass with the bulging shape appearing downwards and the upper constriction shaped glass bottling above the red label.
Most probably, the picture shows a glass soft drink bottle emptied of its contents. So the product is a soft drink.
The second image shows clearly that the image is of a soft drink bottle. The bottle is 200 mill liters in capacity and contains an aerated drink. The soft drink contains caffeine as is evident from the dark coloring of the soft drink and is carbonated in nature. The brand name though is inscribed in the labeling in a language or script that is mostly associated with the Arabic texts.
The third image in the queue displays oral health items and supplements to improve dental health. The picture clearly shows a toothpaste tube kept upside down with the brand name inscribed in English. The brand name reads as Coca Cola, which is synonymous with a carbonated soft drink brand. The side label also reads “Total Cavity Protection”, but aren’t sugary drinks supposed to cause a dental cavity in the first place? So the entire context is unsuitable (Seal cavity protection, 2009). Even if some tooth paste brand uses the name like Coca-Cola, there will be copyright infringement suites launched by the Coca-Cola Company for using their trademark in their product.
(a) Managers performance in facilitating informal learning
The Human Resource Management and Skills Management division of our organization is constantly involved in providing and mentoring employees on their learning process (Poon, 2012). The Skills Department appreciates requests from the employees in providing them with valuable suggestions and recommendations. The organization has specific learning tools including e-learning facilities to help enhance the learning experience of the employees. The managers urge employees to undergo joint sessions of learning and skill sharing amongst them. The managers are involved in facilitating the employees with a resource room wherein they can browse through relevant repositories of information. The managers have created an online platform wherein employees can share their findings and seek recommendation and advice from a senior. The company has also created an anonymous platform wherein employees can almost discuss anything without a fair chance of a rebuke.
(b) Use of online tools
The use of online tools has further sped up the process of learning among employees. The employees are urged to take help from online forums of discussion or internal forums before executing a business process (Cumberlidge, 2007). The employees make full use of videos and interactive media sources to enhance their process of learning. The video sharing websites are full of relevant information which the employees make use of in their daily work routines.
(a) Pay above Market average
The only reason one might consider a decision to pay above average market rate is, only if the product or service being offered is exclusive or unique in nature. Moreover, the product or service in concern must not be available elsewhere with a different dealer or service provider with price less than what is being offered at the moment of this discussion. One might also pay above average market price if the deal is being offered for a limited period.
(b) Pay market average
A decision to pay at a rate equivalent to market average is taken; if the product or service in concern is available locally or elsewhere with a rate similar or less than that is being offered (BDA publishes average pay rates for DCPs, 2011). The decision to procure the item at market average is taken when the product needs to be procured in an emergency. The average market price will be available with many other relevant dealers but is not available just when it is required.
(c) Pay below market average
A decision to pay a price less than market average comes when it is observed that the product or service in concern is of less quality than its counterparts which are available at a price slightly higher than what is being offered. The decision comes at the expense of the knowledge of procuring a good of lower quality but a lesser cost than market average.
The Herzberg’s theory of motivation and reinforcement theory states that (Shpektorenko, 2013), the specific sets of causes which motivates and individual can be categorized into two broad categories: One is Hygiene factor, and the other is Social factor. An individual’s need arise out of Food, Clothing and Shelter. These are the primary motivators of an individual. If these needs are satisfied the only can be, the higher motivators play their role. When the Hygiene factors are satisfied, then the Emotional, Social, and Job satisfaction issues can be effectively dealt with.
With basic pay packages that won’t attract individuals with professional course backgrounds, the employee’s safety needs aren’t properly taken care of. The employee or his family might face huge difficulties in making ends meet every day. With higher remuneration, the employee saves sufficient money after paying for house rent, food, medicine and essentials of his family. The extra money that the employee saves is almost always dedicated to the luxury and comfort. The next thing on the cards is emotional or love needs. When the employee finds satisfaction in the fact that he can save quite an amount even after spending on luxury and comfort, he decides to indulge in social company.
The trend as predicted by the given demographics statistics, of decreasing number of people joining the workforce of the organization (Melik, 2007), will have huge implications in the number of people capable of performing a specific job. The trend predicts that the number of annual joining rate would significantly decrease. This situation will affect the way our organization performs its daily deeds. This would mean that more and more people have to be trained on various modules of work, and the overall restructuring of job positions needs to be done. More work areas will be integrated, and skills of personnel have to be aggregated to shed the load on future recruitments (Rasnaca, 2012).
The second trend predicts that the mortality rate above the age of 65 will significantly decrease at an exponential rate by the year of 2042. This would mean that the number of young people working for our organization would increase with a significant decrease in the number of employed senior most employees.
The third trend implies that the organization would involve more and more senior citizens being inducted into our organization. Our organization would seek to provide employment to retiring employees with suitable technical knowledge in the required field of expertise (Handzic, 2011).
In context to the recent business decision to involve the use of force or restraint, in case an employee choose to divulge business data to rival or competitive firms, we apply the set of ethical questions to justify our moral grounds (Horton and Roche, 2010).
A company like ours strives to achieve competence not at the cost of disposing personal moral values or ethics but by mutually adhering to the just principles and fundamentals of personal morale (Dummies, 2013). The first step, our organization can do, is to develop a set of ethical codes or standards. The ethical code of conduct seeks to outline principles, which an employee should abide by at all times. This step is a rudimentary and important step to foster a culture of ethics amongst employees and would certainly act as a guiding light to our executives and business professionals while conducting business.
The second step is appointing an Ethics Ombudsman, who would provide motivation, mentoring and support in times of crisis to the employees (Promsri, 2014). The ethics ombudsman would be bound by law to ensure the privacy of the employees who seek their consultation. The person would be readily available and would serve the employees with his valuable moral and judicial consultation and observations.
Conclusion
It would be apt at the moment after a thorough discussion of Human Resource Management in the organization, to speak a few concluding words. The first step in creating a corporate quality culture is to motivate the overall development of the employees. The readily available technology has further enhanced the levels of training as well as hastened the outreach of secured supervision of the tasks and its employees. But the financial motivators of business should not only be considered while making a business decision. The task is more subtle, less physically visible, but is always omnipresent in a corporate environment. The task is to efficiently handle and mange the employees and their expectations in an optimum way such that all the concerned and involved parties are duly satisfied in the process. Last but not the least, the organization seeks to motivate and reward its employees who value themselves and their organization.
Reference
BDA publishes average pay rates for DCPs. (2011). Vital, 8(1), pp.9-9.
Chongwatpol, J. and Sharda, R. (2013). Achieving Lean Objectives through RFID: A Simulation-Based Assessment*. Decision Sciences, 44(2), pp.239-266.
Cumberlidge, M. (2007). Business process management with JBoss jBPM. Birmingham, U.K.: Packt Publ.
Dummies, C. (2013). Thriving in the workplace all-in-one for dummies. Hoboken, N.J.: John Wiley & Sons.
Fried, S. and Sosland, B. (2009). Banishing bullying behavior. Lanham: Rowman & Littlefield Education.
Handzic, M. (2011). Integrated socioâ€Âtechnical knowledge management model: an empirical evaluation.J of Knowledge Management, 15(2), pp.198-211.
Horton, K. and Roche, C. (2010). Ethical questions and international NGOs. Dordrecht: Springer.
Kawachi, I. and Wamala, S. (2007). Globalization and health. Oxford: Oxford University Press.
Melik, R. (2007). The rise of the project workforce. Hoboken, N.J.: John Wiley & Sons.
Neidorf, R. (2012). Teach beyond your reach. Medford, New Jersey: CyberAge Books.
Poon, J. (2012). Real estate graduates’ employability skills. Property Management, 30(5), pp.416-434.
Promsri, C. (2014). Thai Employees’ Perception Towards Organizational Crisis Preparedness. MJSS.
Rasnaca, L. (2012). Peculiarities of the employees’ recruitments by rural employers: the case of Latvia.European Countryside, 4(3).
Seal cavity protection. (2009). Sealing Technology, 2009(5), p.14.
Shih, S., Jiang, J., Klein, G. and Wang, E. (2013). Job burnout of the information technology worker: Work exhaustion, depersonalization, and personal accomplishment. Information & Management, 50(7), pp.582-589.
Shpektorenko, I. (2013). Theory of motivation of F. Herzberg in a context to the structure of professional mobility of personnel. Public administration aspects, 0(1).
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