1). Human Resource Management can be described as the process of employing the different people, training the employees, compensating them in the right manner and ensuring that the different policies which are related to them ensure that the different employees are happy and satisfied in an organization (Alfes et al. 2013). There are different functions with which the human resource department deals with these include, performance management, talent management, attending the employee grievances, ensuring work place peace and lastly, seeing to it that the employees get a good pay.
The field of human resource management has evolved greatly over the past few years and has now taken a very crucial role in the business domain. Earlier, it was not considered to be an integral part of the organization but now it is considered as a strategic partner of the organization. Earlier the role of a Human Resource Department was administrative earlier but at present it plays the role of a partner and its function is crucial to the success of the firm (Pinnamaneni, Xu and Findley 2015).
The role of Human resource management was only considered with the employment and recruitment earlier but now it involves managing their performance, suggestion of the right kind of talent required for the organization and lastly suggesting ways to improve the work performance. It is important and crucial to understand that earlier HRM activities were just related to the HR Manager but it is not so (Nankervis et al. 2013). Looking after the different employees is the task of all the managers and they need to see to it that they perform their duties well. In future, Human resource can observe a huge revolution in the sense that technology can overtake the relationship management.
2). The Human Resource Management is a developing and complex field whereby there are different issues and problems which the HR Managers face. It is the duty of the different managers to ensure and to see to it that they are able to face these problems easily with the help of a Conceptual Framework. The Conceptual Framework acts as a useful tool and assist the organizational managers by acting as a lens and tends to guide action and thinking thereby shaping the reality of the given individual (Kramar 2014).
This comes in useful when in the workplace, a scenario arises and the organization is faced by certain issues, then the perception of the manager off that given scenario is largely dependent on the kind of conceptual framework, the given individual tends to adopt. There are various conceptual frameworks acting as a lens of perception available to a given manager for decision making these lenses are as follows:
Many managers have different kinds of perceptions towards the people which tends to determine the success of the different employee relationships in the workplace (Pinnamaneni, Xu and Findley 2015). It is advisable that the company has the right kind of perception in order to ensure long term success.
3). The employment growth and decline as experienced by the different sectors is a major determinant of the shift that tends to take place among the different members of the society. The Human Resource Managers keep shifting the trends and thus it is due to this reason that the given employment growth has changed considerably (Kehoe and Wright 2013).
During the last year, the agricultural sector has experienced the maximum shift in the employment trends and this is the reason why the given sector has been losing out on different employment trends and opportunities in the sector (Bratton and Gold 2017). According to Alfes et al. (2013), there has been a loss of more than 100000 employees in the given sector due to automation and better opportunities. The considerations in this case might be problems related to correct talent management, loss of skilled based workers, poor productivity in the sector and the lastly, low growth rate in the given industry (Chelladurai and Kerwin 2017).
Another industry which has experienced growth in the given human resource realm is the Technological and IT sector. The given sector is a service sector and thus, due to this reason it has been able to experience a high growth rate (Brewster, Chung and Sparrow 2016). This will being about talent management in the industry whereby maximum employees will be attracted towards this sector, it will also increase productivity of the industry and increase the growth rate as well.
4). Vision
The Qantas Airlines is an organization which is largely committed towards ensuring that the organizational behavior and engagement along with citizenship is mentored properly. The organization needs to ensure that the commitment which is being offered by the different employees is honored and they are made to feel a part of the organization.
Objectives
The measurable objectives will be designed by the Board of Directors. The assessment of the different objectives will be done at regular intervals. They will also be providing recommendations for the same.
Qantas has he given set of objectives:
Principles
The policy tends to provide a framework for the employee engagement and citizenship and also relate to the policies in the organization (Brewster 2017).
The leaders are committed towards providing opportunities to all the induvial.
Measures and accountabilities
The CEO of the organization and the Human Resource Management will be monitoring the progress of the different employees. The same will be checking the effectiveness of the diversity related initiatives and the steering committee will be making recommendations on the same.
5). Post: Human Resource Manager
Position Description:
The HR Manager will be guiding the different human resources services in an organization and they will be looking after the different compensation as well as performance management of the given firm and the related employees who are present in the organization.
Functions:
Objectives of the Human Resource Manager are as follows:
Qualifications:
Working hours:
The Coles group is looking out for interested employees who will be willing to take up the role and responsibility of a HR manager. The HR Manager will be bestowed with various responsibilities and will be offered an attractive package. The employees who are interested will be receiving a salary of 40000$. The employees who are interested may contact the manager at [email protected]
The selection criteria is as follows:
6). Performance management (PM) can be described as the activities which are undertaken in order to ensure that the goals of the organization are met efficiently. The performance management taken in an organization tends to concentrate on the performance of the organization or even an employee, team or processes in general.
The key drivers of employee performance have been given as follows:
Trustworthy Leadership
Leadership tends to play a great role in determining the success of the performance. This means that when a good leadership is being provided to the different employees then it tends to motivate the different employees to perform better (Cascio 2018). It also assist the employees to understand what is required out of them and the leader can make them understand the job role and daily tasks well. According to Alfes et al (2013), when the employees get such kind of a response they tend to perform well.
Desire to prove others wrong
The desire to prove others wrong tends to play a major determining factors of the employees and they tend to perform well (Renwick, Redman and Maguire 2013). When the employees take it on themselves and attain the desire to perform well, then this leads to a sense of passion in them. This passion tends to encourage them to outperform the employees which are present and become the top performer in the given organization.
Aspire to Show off
This is related to the previous point whereby the different employees have a desire to show off and reflect their capabilities (Moutinho and Vargas-Sanchez 2018). When they do so, they usually are in a state of competition and this feeling of competition tends to encourage them to do better than the rest.
Career development
Various employees also tend to believe that if they are able to perform well, they will do well in the future of the organization and there may arise certain prospects related to the bright future of the organization.
7). Diversity Policy of Coles Group of Supermarkets
Vision
The Coles Group is an organization which is committed towards ensuring a promoting the diversity. The organization wants to leverage and respect the unique contributions of the different employees belonging to the diverse backgrounds (Armstrong and Taylor 2014).They tend to provide excellent customer service to the customers and for this reason, the performance of the team members need to be recognized.
Objectives
The Board of Directors will be establishing measurable objective for the given organization. The assessment of these given set of objectives will be done annually and certain recommendations will be made in future. The progress against these targets will also be measured.
Coles has he given set of objectives:
Principles
Measures and accountabilities
The CEO of the organization and the Human Resource Management will be monitoring the progress of the different employees. The same will be checking the effectiveness of the diversity related initiatives and the steering committee will be making recommendations on the same.
8). The concept of HRM has devolved over the last few years and therefore the future of the HRM has a wide scope in the long run of the business enterprise (Alfes et al. 2013). It has been examined that the future of the organization is Evidence based HRM. In evidence based HRM, the managers will make use of different data and past results, in order to make future predictions and in order to provide conclusion to the analysis which takes place. It also makes use of internal as well as external information in order to make good decisions and lastly, the positive organizational models are used (Lengnick-Hall, Lengnick-Hall and Rigsbee 2013). The Human Resource Department is also planning to go agile. Earlier, only the technical department in an organization planned to go agile but this is not the case, even the Human Resource Management department of the different organizations have planned to go agile (Renwick, Redman and Maguire 2013). This means that the different recruitment and selection procedures will take place need to be taken place fast and as soon as the organizational need has been identified. If this is not the case then, the organization may lose out on its competitive edge.
The positive organization behavior is another aspect which is the study as well as the application of positively oriented human resource strengths along with weaknesses which can be analyzed and measured, developed and effectively managed in order to ensure that the performance in a workplace is improved considerably. The use of this will give out positive results in terms of productivity. Secondly the changing nature of contract will also have a great impact on the HR Department and its roles in the long run of the business enterprise. The diversity and inclusion matters are also being used in order to adapt with the globalization trends.
References:
Alfes, K., Shantz, A.D., Truss, C. and Soane, E.C., 2013. The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model. The international journal of human resource management, 24(2), pp.330-351.
Alfes, K., Truss, C., Soane, E.C., Rees, C. and Gatenby, M., 2013. The relationship between line manager behavior, perceived HRM practices, and individual performance: Examining the mediating role of engagement. Human resource management, 52(6), pp.839-859.
Armstrong, M. and Taylor, S., 2014. Armstrong’s handbook of human resource management practice. Kogan Page Publishers.
Moutinho, L. and Vargas-Sanchez, A. eds., 2018. Strategic Management in Tourism, CABI Tourism Texts. Cabi.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C., 2017. The integration of human resource management and corporate strategy. In Policy and practice in European human resource management (pp. 22-35). Routledge.
Brewster, C., Chung, C. and Sparrow, P., 2016. Globalizing human resource management. Routledge.
Cascio, W., 2018. Managing human resources. McGraw-Hill Education.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation. Human Kinetics.
Daley, D.M., 2015. Strategic human resource management. In Public Personnel Management (pp. 128-142). Routledge.
Kehoe, R.R. and Wright, P.M., 2013. The impact of high-performance human resource practices on employees’ attitudes and behaviors. Journal of management, 39(2), pp.366-391.
Kramar, R., 2014. Beyond strategic human resource management: is sustainable human resource management the next approach?. The International Journal of Human Resource Management, 25(8), pp.1069-1089.
Lengnick-Hall, M.L., Lengnick-Hall, C.A. and Rigsbee, C.M., 2013. Strategic human resource management and supply chain orientation. Human Resource Management Review, 23(4), pp.366-377.
Nankervis, A.R., Baird, M., Coffey, J. and Shields, J., 2013. Human resource management: strategy and practice.
Pinnamaneni, N., Xu, D. and Findley, H., 2015. Strategic Human Resource Management.
Purce, J., 2014. The impact of corporate strategy on human resource management. New Perspectives on Human Resource Management (Routledge Revivals), 67.
Renwick, D.W., Redman, T. and Maguire, S., 2013. Green human resource management: A review and research agenda. International Journal of Management Reviews, 15(1), pp.1-14.
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