Discussion (350 words)

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Running head: HUMAN RESOURCE 1

HUMAN RESOURCE 4

HUMAN RESOURCE

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In every organization, the Human Resource department is a key/ vital sector in the success of any organization. With the mismanagement/ mishandling of the HR department it may have long-standing repercussions on the organization, different companies handle the various departments in their own way. Companies do encounter different kinds of hardships with successfully evaluating and ensuring their departments correlate with each other for the successful realization of the organization goals.

The article on working with knowledge by Joseph Fuller tries to manage their Human Resource department by enhancing their working levels by demanding that their workers be of higher qualifications, all the new employees that they receive should be degree holders because they believe that the degree holders will be more productive and so at the long run boost their company returns, they view the diploma holders as being of lower productive nature (Pearce & Aftab, 2016). This way affects the company’s productiveness since they are bringing new people who do not know how they run their organization while at the same time it will end up enhancing the company’s profits because of competency levels.

The article on how technology has helped transform the workings of the HR department by Ignatus tries to help in the improvement of the productive of the organization by educating the employees more on their level of technological handling; all these play a key role in helping the organization in even advancing more in its development.

The two topics are related because they are both referring to the Human Resource department and all its relations in its comprehensive enhancement. Both the level of technology and the requirement of degree holders affect the HR department in a positive way because when both are integrated together, they lead to the increase of the returns of the organization in the long run. The improvement of the technological level and the enhancement of the level of employee qualification are relevant to the successful improvement of the organization.

Pearce, A., Zupan, N., Dziewanowska, K., Lillis, D., Bailey, M., Stalker, B., ... & Aftab, M. (2016). Provocation Statement: International Entrepreneurial Talent Management. Institute for Small Business and Entrepreneurship, 27, 28.

Teece, D., Peteraf, M., & Leih, S. (2016). Dynamic capabilities and organizational agility: Risk, uncertainty, and strategy in the innovation economy. California Management Review, 58(4), 13-35.