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Running Head: HUMAN RESOURCE MANAGEMENT 8

Title: Human Resource Management

Student’s Name:

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Considering the current market situation, it is very vital for any existing company to change its strategies and employ high-quality Human Resource Management skills. Performance and production, as well as the success in the marketing of produced products, will also depend greatly on the plans and the strategic positioning of the business or company (Askegren, 2005). Decision making should always be based on the changing Human Resource Management trends and also the current laws that govern the existence, performance, and activities of a company.

Entrepreneurship is a new way of getting out of one’s current financial situation to probably another level of financial stability. With this in mind, if I were to start my own company, I would consider starting a vehicle manufacturing company (Bhattacharyya, 2012). This is not a small business plan and I would be required to do a thorough research to ascertain the market requirement. The changing trends in the HRM such globalization would be of most concern in my company. The Human Reason would train the employees in the company who might be of different nationalities and language. This would ensure flexibility in the performance of different employees from different cultures, races and who have different beliefs.

Employees Hiring

The recruitment of employees with developed skills will also be a priority to cope with the current market requirement and also to ensure new ideas in productivity and marketing. Communication within the business will be highly encouraged between my employees the management. This will keep the trust of employees and increase their morale in performance. The HR department will always focus on the manufacturing of quality and durable vehicles which are acceptable in the market. The HR strategies would also be aimed at recruiting experienced employees and placing them in their category according to their academic qualification to ensure increased and quality production.

Employment Laws

As a requirement by the law, equality in the recruitment of employees should be considered by any business (Liff, 2010). Before employment, I would consider gender, age, race, and people with disabilities. In the manufacturing sector, I would consider employing the youth and the elderly to help in the manufacturing and assembling of the vehicle. In the IT and social media management sector people living with disabilities from all races and gender would be given the first priority in order to do online marketing of our produced vehicles. The inclusion of all races and balance in gender in the company will be of great concern to ensure compliance with the EEOC and the federal employment laws in my business.

I would encourage intrapreneurship among my employees. This might see the expansion of the company and the production of more improved brands of vehicles thus increasing the company’s profits and creating more job opportunities. I would hire professionals to provide training skills to my employee on production strategies to increase their skills and creativity. (Morris, 2015). The training programs like the marketing skills and uniqueness of producing unique cars would be available for the employees. This would ensure that employees are well equipped with the needed skills in the manufacturing and marketing of the vehicles.

Employees’ Performance Evaluation

The performance of each employee in the company would be rated every six months. Monitoring of employee current performance will be done by the HR department to ascertain any improvement or decrement of performance in the employee’s performance. An employee performance will be rated and compare against the previous performance in the previous months. Actions will be taken against the employees who are found to be performing poorly than they used to perform (Evans, 2014). These employees would be encouraged and taken to the guidance and counseling department if it is found that they have some psychological pressure which might be slowing down their performance.

Employees’ pay structures and incentives

My crop of an employee in my company will be free to give their opinion on the production and sale of our manufactured vehicle (Mondy & Martocchio, 2016). Employees’ salaries in every job category will be evaluated and checked every year according to the company’s annual profits and financial status. Employee’s salary will be increased every year according to the performance of each employee. Employees who show commitment and creativity in production will be motivated by giving them awards. According to the production and income of the company, a special compensation package will be given to all employees whose performance is seen to have improved significantly.

Marketing of the produced vehicles can pose a challenge to any company. However, I would give big commissions to the marketing professionals who market effectively our products. This encourages them to improve their business-client relationship (Askegren, 2005). Giving of cash to employees who spend their extra time to work in promoting the production and performance of the company will also improve their morale to give out their best for the benefit of the company.

Use of Modern Technology

Focusing on the new technology in businesses increases their production. If the existing and upcoming businesses would include new technology in production, then this would increase their productivity and thus increase their income (Rada, R. (2008). New business should also consider gender parity and equality in the employment of their staff. Employee motivation also encourages and motivates employees to be more productive and also encourages intrapreneurship.

Annotated Biographies

Askegren, P. (2005). Human resource. New York: Ace Books.

This book clearly outlines the roles and functions of a human resource manager. It also describes the crucial roles that each human resource plays in a firm. In addition to that, the book gives different features that every human resource manager should possess for them to become successful managers.

Noe, R. A., Hollenbeck, J. R., Gerhart, B. A., & Wright, P. M. (2018). Human resource management: Gaining a competitive advantage.

The writer of the book has vividly shown the basic advantages that firms that have a robust human resource department thrive. One of the main advantages is the capability of the firms to hire the most suitable candidate for various job vacancies. The authors indicate that if employees with the most suitable skills when employed, give the best outcome since they perform the best.

Bhattacharyya, D. K. (2012). Human resource management. New Delhi: Excel Books.

Bhattacharyya recognizes the need for a robust and dynamic human resource department which helps in guiding, employing and firing workers. The book indicates that workers have a role to play in ensuring the success of a company. Proper human resource management is given a priority in this book.

Evans, E. E. (2014). Employment laws. Pierre, SD: State Bar of South Dakota.

Evans recognizes the presence and importance of federal laws that guide and protect employees. These laws have been put in place to help and guide the way employees are hired and fired. Evans indicates that employees have rights and should be treated in accordance with the set laws.

Liff, S. (2010). The complete guide to hiring and firing government employees. New York: AMACOM.

Liff has given detailed methods and procedures that should be followed during the process of

hiring and firing employees. The book clearly advocates for unfair hiring and firing of employees. It

is clear that both the government and private firms’ employees have a right to fair hiring and

dismissal. A set by step procedure has been given which help the employee to avoid legal liabilities

due to unlawful hiring and firing.

MORRIS, J. V. (2015). EMPLOYEE TRAINING: A study of education and training departments in various corporations ... (classic reprint). S.l.: FORGOTTEN BOOK

This book put a lot of emphasis on employees’ training and development. for employees to increase their performance, they need updated skills and knowledge, In that view, Morris has clearly shown ways in which employees should be trained and equipped with ideal skills for carrying out daily duties.

Rada, R. (2008). Information systems and healthcare enterprises. Hershey: IGI Pub

This book gives guidelines through which information systems can be used to make important human resource management decisions. Rada recognizes that the world is becoming digital and the use of modern technology in human resource management decision making is recommended.

Mondy, R. W., & Martocchio, J. J. (2016). Human resource management. Harlow: Pearson Education Limited.

The writers, Mondy and Martocchio have clearly defined what human resource management is and its importance. This is a special aspect in the even human resource manager. The book vividly shows how the human resource department is crucial in every business and how it should be managed.