Understanding HRM And Its Key Components

The Evolution and Importance of HRM

Discuss about the Recent Developments in Theory and Research.

Over the last one decade, as the business rivalry revolutionized to competition of the talents, the value of the people in a business is upgrade and has become important (Anheier, 2014). Given that individuals are thought to be the most important assets in the business, Human Resource Management (HRM) has been regarded as the crucial assets when it comes to organization (Anheier, 2014). HRM has become evident and it is at the heart of the company to react to any specific new type as well as levels of the rivalry (Anheier, 2014). At the beginning the management of the people surfaced with the development of the business which transformed mature with the principle of the human resource that was developed. There are normally several phases’ personal management, human resource management (HRM) and International Human resource management (IHRM) which has been preferred of recent. The history of the ideas for the formation of the human resource and the current state of the theory as well as the practices in personal management, connected in order to necessitate the effectiveness of the human resource system formation (Audretsch, Lehmann & Wright, 2014). This includes different approaches when it comes to the human labor development history to effectiveness. In this research the concept, theories and practices of the HRM would be looked at to understand the conventional HRM and its background.  Moreover, there would be a critical evaluation of the literature on the all areas which have been covered in this unit such as culture, training and Development, International Performance Management and Diversity Management. The audiences of this research essay are academics, other students as well as the industrial practitioners. My arguments in the research are associated to the International HRM in the four areas I have identified above.

In the case study there are numerous potential issues that are affecting ‘No Name’ Aircraft organization. One of the issues is on the culture of the organization. ‘No Name’ Home country groups are not operating properly given that there is certainly communication breakdown integrated groups along with across the teams and the management (Audretsch , Lehmann & Wright , 2014). The culture is negative and the employees have adopted Mantra near enough is good enough. This shows that they would resist any attempt to make change when it comes.  This culture has extended to the communication between Headquarters and the subsidiaries. Other problems are on the diversity management, there have been issues at ‘No Name’ which are related to embrace the rich value of working with the diverse individual. There has been intolerance towards working with individuals from various generations at the headquarters. The senior staffs they are intolerant to work with apprentices and the working relationships are strained. Additionally, there is lack of recruitment of individuals with disabilities in China.  Other issues are on the international performance management, there is lack of international appraisals and there are not performance review conducted at the subsidiaries (Brewster, Houldsworth, Sparrow & Vernon, 2016). The last issue is on the training and development. The Expatriate training for those people leaving in Australia to operate in China, Singapore or perhaps Vietnam continues to be restricted to half a day. The organization has assumed that everyone has the similar needs when they agree to work in another country. There is absolutely no workforce planning together with management development plans at the business.

Case Study: Potential Issues at ‘No Name’ Aircraft Organization

Various cultures usually embrace various perspectives on crucial workplace problems for example time management, respect for the authority, teamwork as well as responsibility (Brewster, Houldsworth, Sparrow & Vernon, 2016). When there is conflicting interpretations of the transparency as well as ethics, techniques of communication and reluctance to provide and obtain feedback might happen. When the clientele and co-workers operate depending on the diverse belief system with attitudes that are conflicting, it creates barriers associated with the bonding in the job (Laudon, 2016). One of the greatest challenge comprise of developing the organizational culture as well as the management structure  so that they are identified with their objectives and tasks, and also taking into account their inherent diversity (Laudon, 2016). These barriers should be broken down so that the organization could run a more efficiently as well as harmoniously (Laudon, 2016). Developing of the cultural competencies could results in the ability to understand, communicate with and effectively interact with the individuals across the culture and with varying cultural beliefs and even schedules. In the case of ‘No Name’ organization in the case study, the main issue is that the teams are not working well are communication breakdown is exhibited. The major aspects are that the working relationships within and across the teams are suffering. To address on the issue the Human resource should utilize various concepts and theories (Laudon, 2016). The HR leaders as well as other members of the HR team need to foster high performance organizational cultures (Laudon, 2016). They need to ensure that the culture management is the major focus of their organization competitive efforts. They should also work with the organization senior management in order to identify what the organizational culture should look like (Barkema, Chen, George, Luo & Tsui, 2015).  The strategic thinking and planning need to be extended beyond meeting business goals and focus more to the organization valuable assets which are the people. One theory they could borrow is efficiency theory proposed by Henri Fayol who argued that an employee function more efficiently when the management is more efficient. The Human resource needs to put efficient communication procedure in the organization which would enhance communication between one levels to another. When appropriate channels are incorporated in this organization, there is good flow of information between the management and workers as well as the other subsidiaries of the business.

The Human Resource department is more often called upon to lead the way organization commit to manage or valuing diversity (Barkema, Chen, George, Luo & Tsui, 2015). The problem which could occur is that there are many ways to approach the tasks of putting together diversity management initiative since there are organizations which are trying and there are no absolutes due to all the variables. Workforce diversity usually accepts the reality which people vary in numerous ways. The predominant diversity issues in every country could be different. The diversity issues which organizations exhibits are on the gender inequality, religion and ethnicity which separate individuals. A diverse workforce usually comprises of the multitude of the beliefs, understandings, and values on viewing the world. The rapid internationalization as well as globalization has enhanced on the importance of the workforce diversity (Barkema, Chen, George, Luo & Tsui, 2015). The key to the diversity management usually lies on the strategic thinking as well as individual centered policies. Diversity management has been an approach which revolves around the workers, and the HRM function has been custodian of individual’s management processes. The HRM resource should be concerned to contribution of the HR function to the competitive strategy (Barkema, Chen, George, Luo & Tsui, 2015). The HRM and the diversity management is concerned with personal differences, the development as well as the well being of each and every person. The diversity issue the organization has been encountering is on the intolerance towards working with the workers from various generations. The senior do not want to work with the apprentices and the working relationship has been strained (Barkema, Chen, George, Luo & Tsui, 2015). Additionally, there has not been recruitment of the disabled individuals where managers are ignoring the job application of the individuals with the disabilities. These issues are hurting and the Human resource department needs to address them (Van, La Rosa & Santoro, 2016). One way would be through use of HRM toolkits which are aimed at addressing the inequalities in recruitment, advancement and reward in order to enhance equal employment opportunities. Moreover, this would help improve inclusiveness as well as enhancing on the creativity in the diverse workforce. The Human Resource Management strategies employed are regarded as essential to overcome personal as well as group process problems while at the same time improving the bottom line in the workplace (Barkema, Chen, George, Luo & Tsui, 2015). Through use of effective HR strategies it will help in organizational understanding, versatility, creation and development of the work environment which is conductive to the diversity management. Human Resource of No Name organization might embrace consultant approach wherein concentrates on the positive aspects about how making workplace more diverse could increase productivity (Northouse, 2018) . With this strategy the company would probably pay attention to how diversity might benefit their business. According to Dietz and Peterson (2006), they argued that because businesses find it difficult to discover qualified employee which have talent as well as abilities to do the job , they need to look at all the feasible means to find employees they require. It is upon the Human resource of the organization to find the workers who have diverse abilities and those that discriminate others in any form should not work in the organization (Marek, Schaufeli & Maslach, 2017). If the organization can create diversity in the workplace then these issues will not occur and the diversity will bring diverse customer wants.

Addressing HRM Challenges: Strategies and Best Practices

International performance management usually encompasses all the activities which assure the organizational objectives through constantly being attained in an effective and an efficient manner (Brewster, Chung & Sparrow, 2016). The focus of the performance management is on the organizational performance, workers, and to some extent on the processes which are utilized in building the products and other areas in the business which could lead to the workers productivity (Bolman & Deal, 2017). There are many who might regarded performance management as time consuming, since the HR managers spend a lot of hours per the worker writing on the performance appraisals (Bolman & Deal, 2017). Others do not like it because it discourages the staffs. There are some who may have a praised for the good work done and others do not have a pleasant experience especially if they did not perform well on their duties. Additionally, it is also regarded as biased. It is at times difficult to keep biases away from the performance Appraisal process and it requires an organized and objective process to remain unbiased via the process (Brewster, Chung & Sparrow, 2016). In view of this International performance process is important because there is a performance based conversations since at times managers might could be busy with the day to day responsibilities and could neglect the necessary interactions with the workers, this offers an opportunity to coach and provide work related feedback. It is also important since it provide a targeted staff development. All the workers are on the development journey and it is the responsibility of the organization to prepare them for the increased responsibility. ‘No Name’ organization has been encountering this issue of lack of the performance reviews by the HR and there is no formal appraisal process for the expatriates especially in Australia subsidiaries.  The organization need to recognize performance appraisal and implement formal practices since it will enable the HR managers to recognize formally the good performance and this would lead to more motivation from the workers (Cascio, 2018).

Human resource management generally regards training and the development as the function which is related to the organizational activity that is geared toward restoring the performance of the people as well as the groups in the organizational settings (Audretsch, Lehmann & Wright, 2014). Training as well as the development could be regarded as an educational practice that involves the sharpening of the skills, principles, changing in the attitude along with gaining more knowledge in the improvement of the performance of the workers (Freeman III, Herriges & Kling, 2014). Training and the development usually comprise of the main activities such as training, education as well as the development. Training is focused on the evaluated job which an individual currently holds (Jackson, Schuler & Jiang, 2014). Training is the program which helps the employees to learn various knowledge or the skills in order to improve the performance to the current roles (Brewster, Chung & Sparrow, 2016). The development is much more expansive and focuses to the workers growth along with the future performance (Stone & Deadrick, 2015). Good training as well as development are important to ‘No Name’ organization since it helps to retain the right individual and at the same time grow the profits. As the battle to the top talent becomes more competitive, workers training as well as the development programs are more significant than ever (Peng, 2016). Hiring the top talent usually takes time as well as money, and how to engage and at the same time they are the first on boarded influence retention and business growth (Cooke, Saini & Wang, 2014). High impact training as well as the development programs they not just happen. In this case study the organization has no feedback avenues for the employees to discuss the effectiveness of the expatriate training (Laudon, 2016). The organization has no systematic workforce planning as well as the management development program. There is need for the Human Resource of the organization to implement appropriate strategies to address on the issue of training and development (Deresky, 2017). The organization could adopt behaviorism theory as their strategy which assumes on the positive and the negative reinforcement effect of the learning (Morschett, Schramm-Klein & Zentes, 2015). This would help praise the workers when they behave the way the organization wants.

Conclusion

There are various recommendations which could be adopted by ‘No Name’ organization. One of the recommendations is the personal development plan to enhance the training of the workers. Management development programs within the organization would help to identify and at the same time recruit the potential managers, as well as develop their knowledge and skills through their career development. Another strategy they could implement a formal performance appraisal process which will help the HR managers to undertake performance review to help to fair how the workers are performing. Another strategy is through educating the employees on the importance of the diversity in the organization. This could be undertaken through events across various subsidiaries where the workers could interact together and get to know each other and embrace different diversity and culture.

‘No Name Aircraft’ organization has encountered numerous challenges of which have been identified in this research essay. These issues have been critically analyzed through use of the concepts and theories in Human resource Management. The essay has also provided recommendations which the organization could adopt to help them address on the issues affecting them.

References

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