refferal assignments

HR Supports Organizational Management

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October 21, 2017

Question 1

Give examples of the main organizational objectives that the HR function is responsible for delivering and briefly explain how these have evolved/are evolving in contemporary organizations. In your answer, provide a brief justification for managing HR in a professional, ethical and just manner

The matter of the fact is that at the initial level, business organizations have personnel department which did tasks related to hiring and firing of people. With the passage of time, with changing needs of business organizations, this department divided into human resource management and human resource development. This becomes a part of a company’s strategic planning and development. The matter of the fact that functions of human resource department change according to objectives of an organization. Now, then the existence of mullet-cultural employees, the process of hiring become crucial and complex at the same time (Arthur, 2012).

Hiring employees become a totally different job. At each phase of the contracting procedure, businesses must be mindful so as not to wrongfully victimize candidates for the position. Planning, development, and implementation of policy are basic functions perform by human resource department. With the passage of time, human resource department undergoes numerous changes. The wave of globalization implies challenges in this field as well. The issues of race, gender, ethnicity and personal rights create new challenges on legal grounds. International organizations impose many legal and ethical frameworks which protect both rights of employees and organizations as well (Armstrong, 2009).

Provision of equal opportunities and the fair environment is very important for increasing efficiency and productivity of employees and it a vital function of human resource managers in a workplace. For example, a company’s objective is to enhance their product quality, increase its market share through an effective marketing strategy and expand its product globally, then it is the function or duty of human resource professionals to identify the talent, provide a competent and equal opportunities for each employee to work fully and develop values and work ethics which each employee agree and follow. Thus, we can see that the role of human resource management changes in contemporary organizations.

Question 2

· Give a brief summary of two different ways HR objectives can be delivered in organisations.

· Analyse how the HR function varies between organisations in different sectors and of different sizes.

Human resource development is very important in any organization for tackling many issues related to the firm. There is need of human resource specialists to cooperate and links all the units of organizations in one wire. It is a networking approach in which people effectively interact with each other. The importance of human resource management is not denied in any organization. These are important for managing both the human as well as physical resources of the company. The allocation of resources is very important in every organization. This kind of management is important because through this an organization can tackle different issues and make suitable choices according to the situation.

This role is evidently lacking in the organization which shows its objectives related to HRM. The function of human resource management comprised of outsourcing, management of strategic planning, change agent and managing people in a workplace. The matter of the fact is that role of human resource department changes according to nature of organization like retailer or manufacturing firm, according to size small and large size firms, and according to a sector like public or private sector. For example in public sector firm, it is necessary for human resource professionals to establish clear and transparent criteria to evaluate the performance of employees, provide an equal and indiscriminating environment for working, prepare legal policies related to workplace issues which protect both employees and employers’ rights (Julie J, 2015).

On the other hand, the role of human resource management becomes different as compared to multinational organizations. Multinational organizations have standards which are globally established and use benchmarking to meet the criteria of development and accountability. Multinational organizations use international standards rather focusing on regional or state level rules and regulations. Thus, in that level, legal issues, ethical issues, and workplace environment are important considerations of human resource department (Julie J, 2015).

Question 3

Your CEO has asked for a report on the contribution of the HR function to the business. In preparation for the report, give a brief summary of the criteria and methods you would use to evaluate the HR function’s contribution, e.g. the balanced scorecard, effective HR metrics, survey tools, line manager and employee perspectives.

The method of evaluation and appraisal is important for measuring the performance of employees and affectivity of different techniques and approaches towards goal accomplishment. There exist many methods and techniques through which we can measure the function of human resource professionals in organizations. But firstly, we enlist functions of HR management, these include consumer satisfaction, provide training and mentoring to develop skills among employees, it enhances employees’ satisfaction and overall performance index.

There are many factors which we should consciously consider like nature of the company, availability of data, scoring rubrics and performance indicators. For them reporting the role and measure the function of human resource in the company, I will use HR Metric to measure its different roles. HR metrics include planning of resources and talent, development of talent, employees’ relations and employee’s engagement and delivery of services. All these are a different aspect which describes the role of human resource management in an organization. This metric is comprehensive in nature and covers a wide range of functions and services.

Further, for measuring this productivity of these services, survey method is used both for consumers and employees. The matter of the fact is that survey by employees and senior management informs the positive role of human resource professionals in the organization, further, they provide first-hand knowledge which is valuable and authentic. On the other hand, data from consumer inform us another side of the penny. The survey method is important in this context because we can gather information from both stakeholders in the same time (Armstrong, 2009).

Question 4

You will be given an article by your tutor/trainer that identifies and evaluates research evidence linking HR practices with positive organizational outcomes.

The debate about human resource management’s role and affectivity is not a recent issue. It has established as a multi-functional department which requires a series of change to enhance the working of human resource department in an organization. Therefore, I selected an article which encounters different challenges and issues which affect the outcomes of human resource management. The article by Stone & Deadrick argues that there are two ways to view challenges in this field. The emerging challenges provide new opportunities for learning as well. For getting success from these opportunities, we must adopt new techniques to tackle the current issues (Dianna L. Stone and Diana L, 2015). The sole aim of the article is to find out different challenges in the field of human resource. The underline purposes are an identification of different challenges and proposed solutions to these problems because human resource department is crucial for the development of an organization.

This article gives an overview of a wide variety of issues in the world of human resource management including ethnic issues, diversity, executives’ role and workplace discrimination. This article illustrates different challenges and emerging opportunities for HR people with the help of empirical and peer-reviewed articles. For example, the writer quotes Cohen (2015) for explaining the future of HR management in these words, “the field has come a long way from the profession of “welfare secretary”, but also indicates that the nature and development of competencies in the field must be addressed if HR is to reach its true potential as a strategic business leader” (p. 144). After reviewing the article, I agree with the writers that the field of human resource management is undergoing a drastic change due to globalization, domestic diversity, technology and shift in the economy (Dianna L. Stone & Diana L, 2015). This article is a good example of different issues faced by human resource. The data is based on empirical responses of the stakeholders. Thus, this article is useful for describing different issues and proposing solutions to these problems.

Reflection

Questions included in this assignment are very comprehensive and required a great deal of analytical and synthesis skills. This assignment gives information about different aspects of human resource management which give me a chance to apply them in practical life, with conscious efforts.

References Armstrong, M. (2009). A Handbook of Human Resource Management Practice (11th Edition). London: Kogan Page. London:: Kogan Page. Arthur, D. (2012). Recruiting, Interviewing, Selecting & Orienting New Employees. New York: AMACOM Div American Mgmt Assn, . Dianna L. Stone and Diana L, D. (2015). Challenges and opportunities affecting the future of human resource management. . Human Resource Management Review ,, 139-145. Julie J, C. (2015). The emergiung role of HR in Boardroom. People Strategy, 36-45.