Introduction
After relating to the case study . It is significant to understand the need to change the HR department’s function and strategy. Human Resource plays an important role in maintaining the culture of the organization. It concerns the people of the organization who are committed to the organization for their workforce. However, the change in the culture of the workplace that is to say a transition from traditional to modern activities made the Human resource to adjust with the change in environment. HR also tries to coup with the changes of environment of the organization which is made with the help of the employees (Armstrong & Taylor, 2014)
Brian was appointed as a Human resource manager for a government authority at Southbridge. As a new manager, Brian reviewed the department of HR and accordingly the person tried to find out how the jobs in the department is being conducted. Brian spoke with the people of the departments and after doing a thorough research work, Brian gained some ideas about the office. HR in the organization was practiced in a traditional way.
The problems within the organization state that under the previous HR’s duty, the planning based on strategy was not followed correctly. There was no a strategic backbone to support the administration of the work. After getting ideas from the HR staffs, Brian also came to a conclusion that no staff has a qualification in professional field. In the organization, there was also dearth of the workforce data compare to the costs of payrolls and number of employees. Overall, a traditional culture was followed in the organization.
Therefore, in this respect a modern culture against the traditional culture of the management has to be maintained in order to increase the efficiency of the working system. Hence, in the following paragraph it is important to discuss the traditional requirements versus the modern requirements to influence the HR culture of a workplace. At the same time, it is also important to discuss how the modernity is being influential and swift in making the work of Human Resource efficient. (Bratton & Gold, 2012).
Discussion
The Traditional management aimed to focus on the issues of relation between the administration of personnel and labor. However, the modern Human Resource management tends to focus on diversity, selecting and recruiting the perfect employees, encouraging the employees and the maintenance of the administration based on benefits for managers and employees. Modern management also tends to focus on the diverse services based on potentiality. On the other hand, traditional management provides poor and less training to the employees.
It is being done from an occidental perspective, just to keep the employees in their place. On the other hand, the modern management focuses on the development and training to increase the productivity of the employers to being effective in their workplaces. The traditional management allow their employees to work and expect them to know the does and don’ts of the company. However, in the management, employees are being distributed with the handbooks featuring the policies and guidelines in terms of expectation of the workers.
The increase in the pressure on the organization in the 21st century with the increase of globalization, a technological changes, organizations are also now blessed with new hierarchies and structures includes the priorities towards the employees and the capabilities of their work are being enhanced with time. At the same time, the role of the Human resource is also increasing and evolved with the time period. A transition from personnel to HR is an example to provide to describe the movement to recognize the employers as assets or the valuable resources of the organization. The workplace in the 21st century provides the removal of the stigma of the traditional bureaucratic departments. This shift transformed the role of Human resource and made the HR more strategic partner in relation to the making decisions of the business and also focused to enhance the value of employers. This shift from a traditional to modern enhanced the working of HR to build a strong leadership and involved in making orientation about the future works and development. (Armstrong & Taylor, 2014).
These days, as the result of the globalization, the focus of the HR has shifted to increase the return on the basis of investment by enhancing the productivity of HR. The success and failure of this entire thing depends on how Human Resource is influencing on the available resources. The practitioners of Human Resource in involved in building the concept of investment in the HR, which incorporates returns, risks and the costs (Buller & McEvoy, 2012) The organization took the responsibility to deliver proper training to the employers until they reach a destination.
The cost of opportunity for giving training to the employees needs to be included along with the cost inflicted of giving trainings to the employers needs to be compared with the trainings of enhancing the motivation and loyalty. However, the idea of seeing Human Resource as an asset through the adoption of investment adds value to the market as well as to the organization and also the organization invests in the employees for the better return from them (Buller & McEvoy, 2012). Building an investment perspective enables the management to take into account the risk factor of investing in the human resources and accordingly the strategies should be devised to eradicate the risks. However, seeing the HR from the perspective of investment enables the organization to become more proactive about their own knowledge they have successfully created. (Bratton & Gold, 2012; Daley, 2012).
Conclusion
HR professionals are involved in various strategic roles while doing selection and staffing the correct people in the organization. In the field of organizational development, Human Resources are generally aware about the desired status of their departments by following strategic planning. According to the researches being done, training and development are needed in the vital organizations and HR accordingly must take responsibilities of such. Human resources must recruit staffs and accordingly manage them. HR must look after the interaction taking place in the workplace by managing a well environment and also establish proper the relations with the employee and labor. (Bratton & Gold, 2012; Daley, 2012; Bamberger et al., 2014). These workings made the Human resource more valuable as the places of the work achieve its diversification.
Introduction
Ethics are the important values for an individual to utilize them properly in order to administer the decisions and activities taken up by the organization. These ethics are the guidelines that help the organization to take effective decisions while dealing with the other organizations and employers. The primary stakeholders according to the case study is the President, Club secretary, Vice Chairman and Chairman of the supporter’s groups. The Secondary stakeholders are Political leader, police, social media, women authority and the club members.
The Primary Stakeholders are influenced by the decision of the organization. The secondary stakeholders are those who are involved in their indirect interest of the organization. Accordingly, the primary stakeholders in the case study are being influenced by the decision taken by the team regarding the women that they would be paying woman an amount in order to approach the police station with the case. The secondary stakeholders and one of them is woman here who was affected by the members of the other organization in the case study (Hatherly, 2016; Ferrell & Fraedrich, 2015; Trevino & Nelson, 2016). This has given birth to the ethical dilemma which includes individual versus the organization (woman and the team members) and the organization and the society (team and the women authorities, police and social media). Therefore, it is important to judge the ethical issues took place in the case study and accordingly how a healthy environment would be created by the stakeholders in the organization.
Discussion
A challenge is inevitable where a group of workers are proved to be healthy while challenging the organization’s operations, the conflicts which are unresolved and the non- positive behavior of the organization which might leave an effect on the working environment. A healthy environment can be maintained when the employees provide a good quality service. Therefore, it is important to resolve the conflict at an early stage which would help the groups to solve the problems as early as possible. The line managers in this case generally trust their departments of the Human resources to resolve the conflicts and they should also have the responsibility to identify the employers and managers who created the conflicts and accordingly with the help of HR they should maintain a healthy environment by solving the disputes took place in the organization. Line managers must carry the responsibility to treat all the employees equally and the relationship should be supported by respect and trust for each other. The Line managers should also take into consideration and proactive while dealing with the issues in a more transparent manner.
The three ethical decision criteria involve are the utilitarian criterion, right criterion and justice criterion. In Utilitarian criterion, decision is taken on the basis of the consequences of the work. It focuses on the greatest good for the greatest number. However, it tends to deny the right of the minority groups of the organization. The right criterion talks about the privileges of the individual in the working place although it can lead to the heavy work, legalistic in nature which acts as an obstacle to efficiency and productivity. Third is the justice which focuses on the equality of benefits among the individuals. However, the justice also provokes qualities which reduces the taking of risk along with innovative production.
Social responsibility is regarded as the management’s social binding to choose and act which would make a contribution to the interests of the society. However, social responsibility is a difficult concept to take into consideration because people carry the believe of their choosing of actions for the welfare of the society. A stakeholder outside or inside of the organization carries a different way to response because that particular stakeholder might carry a different interest for that organization.
Conclusion
Thus, on a concluding note, it is important to note that the Line managers need to be transparent with the employers in the organization by being proactive. The person has the responsibility to fix if there are any conflicts arising out of any issues. It is also the responsibility of the Line managers to maintain a system that has to run parallel with the healthy environment.
Introduction
At work, boredom is considered to be a sense of discouraging the worker. However, the decision to leave the job will not going to focus on the person’s improvement of taking responsibilities. Therefore, inculcating the person with new learning skills can divert the attention of the person to the job interest. A person named Joe who is a university drop out, works in a library where he keep eyes on the activities of the post graduate students and also have the responsibility to open and close the door. Joe was bored of them job also wanted to quit but for the sake of family, Joe did not want to quit. However the person later made up his mind to draft the resignation letter. In this case, a replacement manager must check the person thoroughly and give advices accordingly. Over here, various tools are being followed to maintain the current staff in a most appropriate manner. Therefore, it is important to look through the evaluation tools and how they could be utilized to maintain a particular staff.
Discussion
The new manager should have asked Joe once the person approaches the former that whether Joe is happy about the job or not. After hearing Joe and the reason for disliking the job, the manager would encourage Joe with the possibility of doing the work. The Manager could encourage Joe through Job enrichment, Job enlargement and Job rotation.
Job Enrichment: Job enrichment would led to the expansion of the work and also the new tasks which would never make the person feel jobless or boredom and Joe can easily concentrate in the tasks. Manager can also assign Joe with new task which will encourage the person to fulfill responsibility towards the organization. Manager can also ask him to do work outside in order to develop skills which Joe could utilize for the betterment of the company. Manager also without overruling the rules of the organization could encourage Joe to exchange work with his co workers in order to encourage the versatility in a person.
Job enlargement: It refers to the enlargement of job with the help of new skills which could enable Joe to learn new skills. Joe however is keeping eyes on the students through CCTV and he complained that there is no way to learn new skills. Manager in this case can allow the educational podcasts in the organization. Joe can also interact with the workers of other departments and must take into account their job types. Enabled to get socialized would wake up Joe from boredom and increase the process of interaction.
Job rotation: This enables the employees to get encouraged in broader arena. This is a way Manager can open exposures to Joe so that Joe can experience more in the working field. Next, whenever Joe is getting free time, the person must be allowed to look after the other chambers of the library like the video conferencing hall. Joe as already mentioned before can work on a rotation basis. Other time, Joe can also look after the bags of the readers after providing them with entry tickets (Alfes et al., 2013). If Joe continues to work properly on a rotation basis, there would also be an increment in the salary (Braun et al., 2013). Thus, in these ways, Joe should might become enthusiastic about the work and would not take the decision to leave the organization. The manager would also explain that Joe is considered to be a honest worker and the person is working for such a long time. This is an approach of encouraging a person (Alfes et al., 2013; Braun et al., 2013).
There are many evaluation tools to maintain the appropriate current staff in an organization. The manager before meeting the employee must go through the working history of the employee in order to maintain a valuable record (Newcomer et al., 2015). While Joe was not willing to continue in the organization, the manager must put forward of rewarding the employee who are performing highly and further discuss about the job opportunities and expectations goals (Goetsch et al 2014; Noe et al., 2014). In order to reduce the employee’s resignation, the manager should go through the person’s portfolio and promise the person tom pay more if that person agrees to work on the rotation basis. Joe was considered to be a productive staff in the organization, therefore, the organization must not lose person like him. In that case future expectations need to be met for the person accordingly (Goetsch et al 2014; Patalas et al., 2013). The person’s areas for job improvement have to be identified where the person can contribute well. The evaluation process should be done in such a way that the person do not feel discouraged while doing job. The implementation of Management by Objectives measures the performance of the employers. It ensures commitment and motivation between the employees and the management. Rating scale is also one of the processes which has the ability to determine the character and competencies of the employee. 360 degree feedback deliver feedback from the sources such as customers, subordinates and peers. It delivers feedback to bring out the positive vibes in the behavior of the employers (Patalas et al., 2013).
Conclusion
Therefore, to maintain an honest staff, proper implementation and the approaches of the manager are necessary to deal with the situation. If such above mentioned approaches are implemented properly, it is sure that the staff also would expecting better results and would not resign or not going to lose interest from the existing job.
Introduction
The case talks about how the recruitment of women should happen on the basis of merits. Opportunities should be given to men and women equally. The strategies therefore should be implemented properly in order to learn the ways in which the abled women applicants are to be selected accordingly (Lindsey et al, 2013).
On relating to the case study, it could be deduced that a debate was on whether the woman should be recruited to the military organization as still now on the views of the public, military recruits man as the male are suited for this job.
However, the debate continues by stating in this 21st century recruitment should happen on the basis of skills and merit. If a woman is successful in this, she must have the ability of being recruited (Schuck, 2014). Nevertheless, the belief still prevails that women are not eligible to occupy any front places of the work rather they are fit to serve at home. The patriarchal mindset even in many office cultures regarding the recruitment of skilled women is not seemed to be applicable enough. Therefore, it is important to look through the strategies which will allow the women to get recruited without being culturally harassed.
Discussion
In this 21st century, still it is difficult to digest the fact that discrimination is done between male and female in order to get recruited in any job places. However, this discrimination is not only done on the base of the society but also inside any organization or any workplace. In any military organization, the use of technology and diplomacy have gathered widespread importance In the early days, trying to combat the with the other countries was initiated with the support of muscle power of male (Carreiras & Castro, 2012). However, with the transformation of age, war these days more skills of thinking and analyzing while proceeding further. It has no more become physical, rather it has become diplomatic. Therefore, there would be no need of having only male candidates in the workplace, women can also be selected on the basis of their diplomatic thinking, implementation of strategic thoughts on the military field and also must carry the capacity to use technology fluently. If all these qualities a woman possessed, a second opinion would not be carried out to select that particular woman (Carreiras & Castro, 2012). The military organizations generally choose strong muscled males in order to combat the enemies; the organization should change their cultural perspective in order to deal with the suitable applicants.
Israel is quite advanced in recruiting woman in the field of military organization. Other countries also must learn from this prospect. However, the existence of the cultural differences still exist in many countries’ organizations where women are looked down upon and the report has also been made about physically harassing the women in the office culture. Still there is a belief, that women are the home makers and they are not supposed to be the important part of any working place. These cultural transformations of a patriarchal society are taking time in this modern era as well (Wolf, 2013).
Hence, in an organization despite of making any sex based discrimination, in order to attract people, the company or any organization must start giving advertisements on the vacancy of the posts for the candidates meeting the suitable requirements as advertised by the company. If the candidate having the required skills come for the interview, the person should be recruited if manages to pass the interview with the given merit and skills (Breaugh, 2017). Some companies are considered to follow many new ideas of recruiting people where the personality of the individual is being focused on than the skills. In an interview the need to understand the candidate is quite visible and it is decided whether the candidate is fulfilling the requirements of the company or not. Some companies made the individuals to sign the legal requirements through bonding as well.
Conclusion
On a concluding note, it is noted that an individual must possess skills and merit in order to meet the job requirements and this could be judged on the basis of the interview taken by the recruiters and at the same it is also important to understand the equality of woman should be taken into consideration in any organizational job in terms of equal payment and also the protection in any organization should be ensured for the women to work.
Introduction
There are certain issues regarding the development of the Human Resource in New Zealand regarding ethical issues and recruiting the employees who are not able to meet the objectives of the organization. Treaty of Waitangi in the year 1975, reflects on the importance of the diversity of the communities in New Zealand and the how it should be made to allow in the business in order to combat the cultural differences. By keeping in mind the various issues, Brendon needs to chalk out plans for the staffing and other management tasks for the new employees.
Discussion
The Human Resource in New Zealand for most of the times includes job having intricate complications which involves varieties of works without any strategic output. This also results to the drainage of surplus resources (Nel et al., 2012). The HR in New Zealand also involves in keeping secretive information. In these ways, HR tends to face difficulties in managing the different lingual barriers among the employees and train them accordingly. New Zealand is facing innumerable challenges in controlling the workforces based on diversity of the HR. People staying abroad build a barrier in communication and this lead to the failure in a teamwork and the business entity turned out to be low.
Another important barrier includes the gender discrimination in terms of pay. Therefore, the management must adjust to the new policies of the company and accordingly the manager should be trained. Diversity on other hand encourage the employers to work properly and the workplace also get encouraged with the new innovative ideas of people of different culture. In case of hiring a person speaking different language, this would help the expansion of the organization more. The Human resource, while measuring the policy of recruitment in the tourism business, the employment service of New Zealand prefer using words through mouth in order to make up the existing vacancies (Nel et al., 2012).
This method also posed threat to the recruitment was discriminatory. According to the Treaty of Waitangi, the good of the public should be enhanced by the representation of the suitable schemes to manage the injuries inflicted upon the public (Maori) by the British crown (Orange, 2015). This treaty led to the development of to protect people by providing them better life so that the rate of the economy of the country increases. The HR in the business by keeping in mind the public good must see through the problems of other people belonging to the different culture of the society (Orange, 2015).
Brendon needs to outline the basic things such as the recruitment of the staffs should be done on the basis of their required skills. The staff at least needs to be aware about the objectives of the organization and the training board should teach them properly. Performance management is based on the proper monitoring of the work of the employees of company by the old employee needs to talk with the manager on the workings of an employees work (Aguinis, 2013).
Therefore, this needs to implement properly. In order to keep motivating the employee for their work and for the employee who helped to maximize the profit of the company should be awarded with extra benefits through compensation management (Goel, 2012). Failing to understand the importance of the compensation, this might turn down the success of the organization through non- continuous efforts of the human resources. Therefore, Brendon in order to improve the staffing recruitment and train them accordingly, certain strategies needed to be implemented for the betterment of the work for the employees (Aguinis, 2013)
In this way learning and development skill should be utilized properly a proper training should be given to the employees in order to meet the objectives of the company as a whole.
Learning and development gained the purpose of the improvement of the skills and along with the abilities to work properly in any workplaces. An organized training would provide basic facilities to the employers. Due to the rapid change in the field of technology in the phase of 21st century, employers must have the chances to promote and self improvement , which might bring job satisfaction to the people. In return, the organization can also work seek the productivity through the employer’s best performances which includes the strategic implementation by Human resources. Development methods which are effective in nature make sure that the staffs could be retained and this also increase the exposures of the employers in future.
Conclusion
The diverse workforce is an important element in any organization and accordingly the policies should be started in order understand the diversity of culture in an office. It is relevant to point out the policies in which people from different ethnic culture should come together where they could share their ideas to work as a proper team. At the same time to keep the employers happy and to make them productive, certain necessary steps should be taken so that they can prove to be quite productive in the organizational culture.
References
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