Discuss about the Project Context and Proposal for Human Resource Profession.
The Human resource profession is being selected for the purpose of targeting my future profession as taken in this study the explanation of the future profession can be made by explaining the structure of the definition of Human Resource profession. Therefore I can be able to define it that it is a vocation consisting of the knowledge of some department of learning and science. It can be also deined as the profession of the teaching (Boxall, & Purcell, 2009). The body of the person is also engaged in an occupation or is illustrated to be calling the respected medical profession.
The profession that is selected by me shows the important characteristics of the learned profession in the field of the law, architecture, medicine, engineering or the public accounting. The Hr plays an important role in managing the overall human resource department for the organization and also enables the growth of the organization by providing support to the organization. The structure shows the framing of the degree of the work which enhances the growth of the degree which will show the appropriate structure for the enhancement of the work (Bratton, 2017). The main roles that are played by the HR is to arrange the resources for the enhancement of the organization and also shows the development of the structure for the organization. The development and the enhancement of the structure can be easily mitigated by the process of showing the behavior of the professionals. The construction of the work is being depicted in the form of the structure which puts the effort for the management of learning abilities in the field of the Human Resource Profession. The recognition can be easily achieved by illustrating the figures of the learning abilities that can be structured by the organization (Durai, 2010). The enhancement of the work which is being considered as the consideration of the work which is being shown by structuring the work functions and the ability is being constructed by the process of enhancing the views of the professionals and the recognition is very much important for the maintenance of the HR professionals. Therefore this profession is being targeted as my future professional as it influences my nature by the process of the work conducted by me. The occupation can be illustrated by me who shows the enhancement of the process of the work of the undertaken profession (Foot, Hook, & Jenkins, 2016).
Conclusion
The overall enhancement of the study which shows the structuring of the profession and also it enables the illustration of the reasons with providing the justification of the study. It also explains the nature of the work which is being enhanced by showing the variation of the hurdles and the management of the profession also shows the measurement of the views as undertaken by me with providing the requisite justifications (Ha?rtel, & Fujimoto, 2010). As my capability is being explained, the enhancement of the structure also explains the structure which reflects the characteristics of mine. Therefore the HR profession is also the important part for the management of the organization that enables the construction of the project in an appropriate way and also it describes the characteristics for the purpose of stabilizing the environment.
The working title is described to be the “Issues of Human Resource Management.”
The background of working title surrounds the issues regarding the human resource management which are faced by the HR profession while conducting their work. The human resource structure is being provided by the purpose of structuring the work. The issues clearly state the management issues which include the inappropriate efficiencies, inappropriate knowledge of the workers and the inappropriate leadership development. The HR management enables the arrangement of the work process by mitigating the issues that are responsible for the development of the work and the construction of the work can be appropriately conducted by the professionals that involve the management of the workforces (Harzing, & Pinnington, 2015). The implementation of the various programs for the purpose of providing the knowledge to the workers enables the increment of the effectiveness of the employees and also the enhancement of the workforce can be easily seen. The structure of the work taken by the Hr professional involves the management of the issues by showing the growth of the organization and the management of the challenges increases the productivity of the organization. Therefore the differences in the regional and the national competitive environment can be created by the organization for the purpose of gaining name and fame for the organization. Other than these issues, the retention, training, health and the safety issues and the workforce diversity are the issues that can be easily illustrated to this context (Ivancevich, & Konopaske, 2013).
The above issues that is undertaken for the study shows the factors that are affecting the environment as well as productivity of the organization. The internal environment must be balanced for the growth of the productivity of the organization and for this reason; the enhancement of the work can be easily seen in this case. The justification clearly states the management of the issues that are responsible which are responsible for creating an effective environment and also the enhancement of the work can be easily illustrated (Jones, & Martain, 2013). The enforcement of the work can be easily enhanced by showing the development of the work which is depicted to be possible by mitigating the issues. The structure of the work also shows the framework of the human resource management which is being followed by the organization and it must be reviewed from time to time for the mitigation of the issues raised in the workplace environment.
The human resource management is very much important for the development of an organization. The human resource managers are responsible to manage the employees of the organization. The human resource managers find and recruits right people for the right job. Thus, human resource management is an effective and systematic management of employees to achieve the desired goals. The strategies are implemented to achieve the strategic objectives and satisfying the needs of the employees. The fulfillment of the needs of the employees helps them to attain the goals (Mondy, Noe, & Gowan, 2005). It is an organizational function that deals with the issues that are related to the people such as hiring, compensation, organization development, performance management, wellness, safety, employee motivation, benefits, training, communication and administration. The human resource managers play a significant role in managing the employees as well as the development of the organization. The human resource management includes job analysis, selection of the right people, orientation and training, determining salaries and wages, providing incentives and benefits, appraising performance, maintaining awareness, communicating with all the employees and resolving disputes (Noe, Hollenbeck, Gerhart, & Wright, 2015). The functions that are included are planning, organization, directing and controlling. It is the process of maximum and appropriate utilization of the skilled workforce. The long term success of an organization depends on the performance of their employees. A safe and friendly environment is also provided to the employees which is important as per the rules and regulations.
The gap analysis is the one performance by an outside consultant or firm that can provide more detail on the resource needs. The main purpose of the gap analysis is to assess the HR goals of the company and whether the practices and systems are in place to achieve the goals. The gap auditor determines and evaluates the HR weakness and strengths that contribute from the abilities of the employees to operate in an appropriate manner (Sparrow, 2010). It is also help to determine and evaluate the gap between the existing and current workforce in the company. The human resource manager outlines the needs of the talents within the organization. The determination and evaluation of the strengths and weakness within the organizations directs the mangers to take the necessary steps. The HR managers have to provide training to their employees and maintain all the records regarding their performance. The rules, regulations and policies are implemented for increasing the performance of the employees. The HR professional has to meet the ethical and legal standards (Truss, Mankin, & Kelliher, 2012). The gap analysis shows the performance of an organization and the efficiency of their human resource manager and employees.
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Topic selection and its scope |
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Identification of secondary data sources |
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Preparation of research proposal |
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Preparation of literature review |
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Description of research methodology |
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Preparing interview/survey, ethics form |
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Collecting primary data |
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Analysing data |
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Comparing findings |
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Conclusion and recommendations |
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Finalising and submission |
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References
Boxall, P., & Purcell, J. (2009). Strategy and human resource management. Basingstoke: Palgrave Macmillan.
Bratton, J. (2017). Human resource management. [Place of publication not identified]: Palgrave Macmillan.
Durai, P. (2010). Human resource management. Chennai: Pearson.
Foot, M., Hook, C., & Jenkins, A. (2016). Introducing human resource management. Harlow, England [u.a.]: Pearson.
Ha?rtel, C., & Fujimoto, Y. (2010). Human resource management. Frenchs Forest, N.S.W.: Pearson Australia.
Harzing, A., & Pinnington, A. (2015). International human resource management. London: SAGE Publications Ltd.
Ivancevich, J., & Konopaske, R. (2013). Human resource management. New York, NY: McGraw-Hill Irwin.
Jones, R., & Martain, S. (2013). HRM fundamentals. Nollamara, W.A.: HRVET.
Mondy, R., Noe, R., & Gowan, M. (2005). Human resource management. Upper Saddle River, N.J.: Pearson Prentice Hall.
Noe, R., Hollenbeck, J., Gerhart, B., & Wright, P. (2015). Human resource management. New York, NY: McGraw-Hill Education.
Sparrow, P. (2010). Leading HR. Basingstoke: Palgrave Macmillan.
Truss, C., Mankin, D., & Kelliher, C. (2012). Strategic human resource management. Oxford: Oxford University Press.
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