The human resources play an important role in enhancing the organizational performance which increases the organizational success rates. I have understood the fact that human resource management has moved on to a new level and has impacted all the areas of the organization namely finance, marketing, operations. I have learnt that it isimportant to provide adequate compensation and benefits to the employees, which should be competitive in the market. One cannot retain the employees of the organization if they do not get adequate benefits from the organization. I am aware of the fact that the organizations should try to reduce its attrition rate since a higher turnover ratio is not worth it. The compensation and benefits also act as a value proposition in which the employees stick to their organization for a longer period of time(Bryant & Allen, 2013). The total rewards modelcomprises of the amalgamation of the organizational culture, business strategy and the human resources strategy. In the future, I have decided that I would focus on providing good work-life balance to the employees along with the monetary benefits. I would give some flexi work schemes to the employees so that they can continue their jobs easily while taking care of their personal life.
I have learnt the fact that it is important for the human resource managers to take care of the labor unions. I personally feel that the companies often undergo through bad times and their reputation is being hampered. This is often caused by confrontations with the labor unions and the organizational ability to tackle them. I would make sure that I am adept in handling the day to day disagreements concerning the collective agreements. It is important to resolve the various conflicts that arise between the labor unions and the management of the organization.
In this course, I have learnt that as a HR manager it is my responsibility to create an optimal organizational culture which can also be termed as a high performing atmosphere. I should make the employees perform to their fullest and this would ensure that they meet the organizational objectives. If I am able to motivate my employees to give their best performance, then I would be a satisfied employee in the future. I should strive to bring together the right combination of the structure, technology and people in the organization. I am determined that I would be making good task design in the organization, which would make it possible for the employees to give their best task performance.
I am also aware of the fact that as a HR manager, I would be responsible for managing the global teams. In this age, I would like to work in a multinationalorganization in which there is lot of career scope and I would be able to ride the career ladder in a relatively short period of time. Hence, it is highly important that I need to manage the global employees and I need to formulate proper reward mechanisms for them. I think that if I am able to handle these job roles well, then I would be a satisfied as well as high-performing employee in the future.
There are some specific topics in the human resource course that I have found very interesting. I have found the model of total rewards to be an interesting one. I was aware of the salaries that was given to the employees every month and it is obvious that one needs a good package to sustain in an organization. I want to know the art of formulating a perfect compensation structure in which the employees would be highly satisfied as well as the management would be happy about it. I have seen that in most of the cases designing a competitive compensation package is a tough job for the HR managers. It is a disturbing fact the HR personnel of the multinational corporations are struggling to lower down their attrition level but are unable to do so (Thite, Budhwar& Wilkinson, 2014). They are constantly fighting towards retaining the employees so that there is an increase in their organizational growth. I want to follow the total rewards model so that I can integrate the organizational culture, business strategy and the human resource strategy. I am curious about what actually drives the employees from enjoying their professional duties and I have found that compensation is a major factor that promotes happiness among the employees. I am curious to implement additional things besides salary. I want to couple intangible elements of the compensation such as performance and recognition, work life balance and others so that the employees can happily work in the organization. I have seen that there are many employees who are complaining about their erratic time schedules and their inability to devote sufficient time to their family members. There are other members who are not appreciated for their achievements in the organization. I want to solve all these issues with the help of total reward system.
I am amazed by the way multinational human resource team manages the global team. The module about global human resource management has made me learn new horizons. I was curious to know why the firms tend to enter a number of foreign markets. I was interested in knowing the characteristics of the people working in the home country, host country and any concerned third country. I learnt about the different factors that affects the HR policies in the international market such as education, culture, economic system and the political-legal system. These things are important for managing the global workforce and design suitable policies. Earlier, I knew that the employees drew only salary, but after going through this course, I came to know that the employees draw lot more benefits from the organizations. I am curious to know how the employees can be made happy by perks such as family vacation, work from home option, sponsoring their child’s education and others. It is my duty to make them motivated by giving them additional benefits apart from the compensation package. In fact, I am curious to know what I can further do so that I can make the life of employees better.
The human resource managers are an important component of an organization. I thought that the human resource department is only for performing routine HR activities such as recruiting, giving salaries to the employees, evaluating their performances and reporting to the higher management. My thoughts were limited to these particular job duties only. When I studied the day to day job functions of a HR manager, then I found that they are mostly engaged in the recruitment activities. My perception was that they only interviewed candidates and made them join the organization. I was also aware of the fact that the human resource managers are responsible for disbursing the salaries of the employees only.
But, there has been a considerable change after reading through this module. I have learnt the fact that the HR managers do multitask a lot in their day to day schedule. They not onlytake care of the above job duties but they also look after the collective bargaining process,managing the global workforce and others. I now feel that HR is also responsible for creating enriching organizational culture which would maximize organizational efficiency. They are also responsible for communicating any changes in the organizational policies to the employees who are working there.
I had a perception that the HR person was only observing about the performance of the employees and they focused on their day to day job duties. I thought that they only observed the employees able to perform on the basis of their job descriptions. After going through the course, I realized that there are many mechanisms that the HR managers use toevaluate the performance of the employees. I have liked the concept of 360-degree performance in which the managers gather the employee feedback from multiple sources such as supervisors, juniors, suppliers, vendors, clients and others. I like this process as this would help me to know the concerned employee in a better manner and evaluate their business performance.
I thought that HR are the persons to whom all the employees would visit with their problems and they would be ready with the solutions. I perceived them as persons who can do anything for their employees. However, after I went through this course, I realized the fact that the human resource managers also need to take care of the decisions of the management. Their hands are tied and they also need to adhere to the organizational policies. They need to adopt the best step in which both the interests of the organization as well as employees would be satisfied. I understand that there would be several issues with the functioning of the HR personnel such as personality clashes, budgetary constraints and various changing economic constraints. However, if I am working as a HR manager then I would not be able to deny these issues. I should strive to find out the best solution for my current problems at the workplace. It is important to have a positive set of minds so that I can tackle the challenges easily.
The organizations in 2025 would be highly complex ones in which the HR managers would be expected to play a major role. I have learnt the fact in order to become a successful HR manager, it is important to understand the different job areas such as management of the employees. It is important to maintain a cordial relation with the labor unions and the different art of collective bargaining process. I have learnt how to attract the employees by offering them total rewards. I have learnt the fact that if the good performances of the employees are not appreciated, then there would be a tendency of increased attrition rate of the organization. It is important to implement appropriate performance management system in the organization, which would be effective. I have learnt the fact that the performance management strategy should be valid and should be aligned with the overall organizational strategy. I learnt about the various methods of the performance management such as simple ranking, paired comparison, forced distribution and others, which are helpful in evaluating an employee’s work performance.
One of the most important learnings from this course is that I should strive to create an optimum organizational culture in which the employees would be motivated to perform. The organizational culture should be appropriate enough so that the employees become high-performers. This would not only imply the successful accomplishment of the individual job responsibilities, but also the accomplishment of the overall organizational objectives. I would motivate my employees so that they can perform in a better manner. I want to be one of the most effective liaison that would act as a bridge between the management and the employees. I want to be fair to the employees while at the same time adhering to the company rules.
In the course, I have also learnt the art of making an appropriate compensation package which would be fulfilling the different needs of the employees. I wish to implement both financial as well as non-financial components in the reward system of the employees. I wish to give flexi work schedules to the employees so that they are able to carry out both their professional and personal duties well.
I would also strive to invest time in the employee engagement activities which would automatically decrease the employee turnover rates. If the employees are positively connected with each other then there would be an overall positive organizational culture. I would like to revisit the perception of the employees who think that HR is a puppet to the management. I want to challenge this idea and spread the message that HR can also act for the benefit of its employees. This would present HR in a positive light which would make the employees to deliver enhanced organizational performance. If I am able to make the employees to perform at their best, then there would be not only my own success but it would also ensure organizational success. I want to be a successful professional in the HR domain and ride the career ladder.
References
Bryant, P. C., & Allen, D. G. (2013). Compensation, benefits and employee turnover: HR strategies for retaining top talent. Compensation & Benefits Review, 45(3), 171-175.
Thite, M., Budhwar, P., & Wilkinson, A. (2014). Global HR roles and factors influencing their development: Evidence from emerging Indian IT services multinationals. Human Resource Management, 53(6), 921-946.
Bhaskar, S. G. A. U. (2016). Cross Cultural & Strategic Management. Management, 23(1), 184-204.
Gachoka, H. (2015). Impact of globalization on the human resource management function in developing countries: a case study of kenya public corporations.
Hu, T. F. (2016). HRIR 6501: Compensation and Benefits Spring 2016.
Maier, C., Laumer, S., Eckhardt, A., & Weitzel, T. (2013). Analyzing the impact of HRIS implementations on HR personnel’s job satisfaction and turnover intention. The Journal of Strategic Information Systems, 22(3), 193-207.
Sacher, A., & Lal, A. (2017). Challenges in Employee Engagement in Emerging Economies. In International Business Strategy (pp. 335-359). Palgrave Macmillan UK.
Saxena, N., & Rai, H. (2016). Correlations and organisational effects of compensation and benefits, job satisfaction, career satisfaction and job stress in public and private hospitals in Lucknow, India. Asia Pacific Journal of Health Management, 11(2), 65.
Soundararajan, R., & Singh, K. (2016). Winning on HR Analytics: Leveraging Data for Competitive Advantage. SAGE Publications India.
Verwaeren, B., Van Hoye, G., &Baeten, X. (2017). Getting bang for your buck: the specificity of compensation and benefits information in job advertisements. The International Journal of Human Resource Management, 28(19), 2811-2830.
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