Essentials of Human Resource Management free essay sample

Management involves setting goals and allocating scarce resources to achieve them. †¢Management is the process of efficiently achieving the objectives of the organization with and through people. †¢Primary Functions of Management Planning – establishing goals Organizing – determining what activities need to be done Leading – assuring the right people are on the job and motivated Controlling – monitoring activities to be sure goals are met 2. What is Human Resource Management? Definitions: . †¢Human Resource Management (HRM) is a subset of the study of management that focuses on how to attract, hire, train, motivate and maintain employees. Strong employees become a source of competitive advantage in a global environment facing change in a complex ways at a rapid pace. DeCenzo et al (2010:1) Human resource/personnel management may be defined as the planning, organizing, directing and controlling of the procurement, development, compensation, integration and maintenance and separation of human resources to the end that individual, organizational and societal objectives are accomplished. We will write a custom essay sample on Essentials of Human Resource Management or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Edwin B. Elippo †¢Ã¢â‚¬ËœAll those activities associated with the management of employment relationships in the firm’Boxall and Purcell (2003: 1) †¢Ã¢â‚¬Ëœ The management of work and people in organizations’Boxall et al (2007. ) HRM as ‘an inevitable process that accompanies the growth oforganizations’Boxall and Purcell (2010: 29) †¢The policies, practices,and systems thatinfluence employees’ behavior, attitudes, and performance. Noe et al (2011. 1) HRM covers activities such as †¢human capital management, †¢knowledge management, †¢organization design and development, †¢resourcing (workforce planning, recruitment and selection, and talent management), †¢performance management, †¢learning and development, †¢reward management, †¢employee relations and employee well-being. HRM has a strong conceptual basis drawn from the behavioural sciences and from human capital and industrial relations theories. The philosophy of human resource management As conceived by the pioneers in the 1980s, HRM is fundamentally different from the personnel management practices of the time. †¢Beer et al (1984: 1) (the ‘Harvard school’)started with the proposition that: ‘Human resource management (HRM) involves all management decisions and actions that affect the nature of the relationship between the organization and employees – its human resources’. They suggested that HRM had two characteristic features: (1) line managers accept more responsibility for ensuring the alignment ofcompetitive strategy and HR policies; (2) HR has the mission of setting policies that govern how HR activities are developed and implemented in ways that make them more mutually reinforcing. †¢Fombrun et al (1984) – developed what has been termed their ‘matching model’, which indicated that HR systems and the organization structure should be managed in a way that is congruent with organizational strategy. The critical management task is to align the formal structure and human resource systemsso that they drive the strategic objectives of the organization’ (ibid: 37). †¢Hendry and Pettigrew (1990: 20) observed that: ‘What HRM did at this point was to provide a label to wrap around some of the observable changes, while providing a focus for challenging deficiencies – in attitudes, scope, coherence, and direc tion – of existing personnel management’. †¢Legge(1989: 25), whose analysis of a number of HRM models identified the following ommon themes: That human resource policies should be integrated with strategic business planning and used to reinforce an appropriate (or change an inappropriate) organizational culture, that human resources are valuable and a source of competitive advantage, that they may be tapped most effectively by mutuallyconsistent policies that promote commitment and which, as a consequence, foster a willingness in employees to act flexibly in the interests of the ‘adaptive organization’s’ pursuit of excellence. Storey (2001: 7) noted that the beliefs of HRM included the assumptions that it is the human resource that gives competitive edge, that the aim should be to enhance employee commitment, that HR decisions are of strategic importance and that therefore HR policies should be integrated into the business strategy. Underpinning theories of HRM David Guest (1987: 505) commented that: ‘Human resource management appears to lean heavily on theories of commitment and motivation and o ther ideasderived from the field of organizational behaviour’. These theories are summarized below. 1. Commitment the strengthof an individual’s identification with, and involvement in, a particular organization 2. Organizational behaviour theory describes how people within their organizationsact individually or in groups and how organizations function interms of their structure, processes and culture. 3. Motivation explains the factors that affect goal-directed behaviourand therefore influences the approaches used in human resource managementto enhance engagement (the situation in which people are committed to theirwork and the organization and motivated to achieve high levels of performance). . AMO theory- set out by Boxall and Purcell (2003) states that performanceis a function of Ability + Motivation + Opportunity to participate. 5. Human capital theory concerned with how people in an organizationcontribute their knowledge, skills and abilities to enhancing organizationalcapability and the significance of that contribution 6. Resource dependence theory. Resource depende nce theory groups and organizations gain power overeach other by controlling valued resources. HRM activities are assumed toreflect the distribution of power in the system. . Resource-based theoryoften referred to as the resource-based view, blendsconcepts from organizational economics (Penrose, 1959) and strategic management(Barney, 1991). The theory states that competitive advantage is achievedif a firm’s resources are valuable, rare and costly to imitate. HRM can playa major part in ensuring that the firm’s human resources meet those criteria. 8. Institutional theory. Organizations conform to internal and external environmental pressures inorder to gain legitimacy and acceptance. 9. Transaction costs theory assumes that businesses develop organizationalstructures and systems that economize the costs of the transactions (interrelatedexchange activities) that take place during the course of their operations. 10. Agency theory -also known as principal-agent theory, explains that in mostfirms there is a separation between the owners (the principals) and the agents(the managers). Agency theory indicates that it is desirable to operate a systemof incentives for agents, ie directors or managers, to motivate and rewardacceptable behaviour. 1. Contingency theory states that HRM practices are dependent on the organization’senvironment and circumstances. This means that, as Paauwe (2004:36) explained: ‘the relationship between the relevant independent variables(eg HRM policies and practices) and the dependent variable (performance)will vary according to the influences such as company size, age and technology,capital intensity, degree of unionization, industr y/sector ownership andlocation’. The goals of HRM The overall purpose of human resource management (or people management) is to ensure that the organization is able to achieve success through people. The following policy goals for HRM were suggested by David Guest (1991: 154–59): †¢Commitment: behavioural commitment to pursue agreed goals andattitudinal commitment reflected in a strong identification with theenterprise. †¢Flexibility: functional flexibility and the existence of an adaptableorganization structure with the capacity to manage innovation. Quality: this refers to all aspects of managerial behaviour that beardirectly on the quality of goods and services provided, including themanagement of employees and investment in high-quality employees. †¢Strategic integration: the ability of the organization to integrateHRM issues into its strategic plans, ensure that the various aspects ofHRM cohere, and provide for line managers to incorporate a HRMperspective into their decision making. Characteristics of HRM Conceptually, the characteristics of HRM are that it is: †¢strategic with an emphasis on integration; commitment-orientated; †¢based on the belief that people should be treated as assets (human capital); †¢unitarist rather than pluralist, ie based on the belief that management and employees share the same concerns and it is therefore in both their interests to work together †¢individualistic rather than collective in its approach to employee relations; †¢a management-driven activity – the delivery of HRM is a linemanagement responsibility; †¢focused on business values, although this emphasis is being modified The diversity of HRM Dyer and Holder (1998) have pointed out that HRM goals vary according to competitive choices, technologies, characteristics of employees (eg could be different for managers) and the state of the labour market. †¢Boxall (2007: 48) remarked that: ‘Human resource management covers a vast array of activities and shows a huge range of variations across occupations, organizational levels, business units, firms, industries and societies’. Hard and soft HRM A distinction was made by Storey (1989:8) between the ‘hard’ and ‘soft’ versions of HRM. The hardone emphasizes the quantitative, calculative and business-strategic aspects of managing human resources in as â€Å"rational† a way as for any other economic factor. †¢By contrast, the soft version traces its roots to the humanrelationsschool; it emphasizes communication, motivation and leadership. ’ The ethical dimension HRM has an ethical dimension; that of exercising concern for the interests (well-being) of employees, bearing in mind Schneider’s (1987: 450) view that ‘organizations are the people in them: people make the place’. Beer et al (1984: 13) emphasized that: ‘It is not enough to ask how well the anagement of human resources serves the interests of the enterprise. One should ask how well the enterprise’s HRM policies serve the well-being of the individual employee’ (original emphasis). Ulrich (1997: 5) argued that HR professionals should ‘represent both employee needs and implement management agendas’. Boxall et al (2007: 5) pointed out that: ‘While HRM does need to support commercial outcomes (often called â€Å"the business case†), it also exists to serve organizational needs for social legitimacy’. 3. Why is HRM important to corporations? †¢The role of human resource managers has changed . HRM jobs today require a new level ofsophistication. oGovernment legislation has placed new requirements on employers. oJobs have become more technical and skilled. oTraditional job boundaries have become blurred with the advent of such things as project teams and telecommuting. oGlobal competition has increased demands for productivity. oOrganizations need HRM specialists trained in psychology, sociology, organization and work design, and law oEqual employment opportunity is emphasized and geared to hire the best-qualified candidate without regard to race, age, religion, color, sex, disability, or national origin. The Strategic Nature – HRM must be oa strategic business partner and represent employees. oforward-thinking, support the business strategy, and assist the organization in maintaining competitive advantage. oconcerned with the total cost of its function and for determining value added to the organization †¢HRM is the part of the organization concerned with the à ¢â‚¬Å"people† dimension. †¢HRM is both a staff, or support function that assists line employees, and a function of everymanager’s job. †¢HRM Certification oColleges and universities offer HR programs. The Society for Human Resource Management and Human Resource Certification Institute offer professional certification. 4. What are the Primary Activities of HRM? †¢Four basic functions: oStaffing Staffing function is concerned with seeking and hiring qualified employees. It involves strategic human resource planning, recruitment and selection. The goal of recruiting is to give enough information about the job to attract a large number of qualified applicants and simultaneously discourage the unqualified from applying. oTraining and Development The goal of training and development is to have competent, adapted employees who possess the up-to-date skills, knowledge and abilities needed to perform their current jobs more successfully. If that is attained, HRM turns its attention to finding ways to motivate these individuals to exert high energy levels. Training and development function tends to be a continuous process. This function encompasses the following – Employee Training, Employee Development, Career Development and Organization Development. oMotivation Motivation is a multifaceted process which involves the employee, the manager and the organization. The employee’s performance is based on his ability and willingness to the job. Review of job design and provision of latest technology can motivate employees. The element of respect between management and the workers should be maintained. This can be seen as involving employees in decisions that affect them, listening and implementing their suggestions. Performance setting and evaluation, feedback and reward system must be in place to motivate employees. Throughout the activities required in the motivation function, the efforts all focus on one primary goal: to have highly productive, competent, and adapted employees, with up-to-date skills, knowledge and abilities. oMaintenance Maintenance function is concerned with maintaining employee’s commitment and loyalty to the organization. This function puts into place activities that will help retain productive employees. HRM must ensure a safe and healthy working environment; caring for employees’ well-being has a major effect on their commitment. Employees’ assistance program and communication programs must be in place. Time and effort expended in this function help HRM achieve its ultimate goal of retaining highly productive, competent, and adapted employees, with up-to-date skills, knowledge, and abilities, who are willing to maintain their commitment and loyalty to the company. The process is difficult to implement and maintain, but the rewards should be such that the effort place in such endeavors is warranted. The following diagram will summarize the primary functions of HRM. Another look at the functions of HRM which goes beyond the four basic tasks: FunctionResponsibilities Analysis and design of workWork analysis; job design; job descriptions Recruitment and selectionRecruiting; job postings; interviewing; testing; coordinating use of temporary labor Training and developmentOrientation; skills training; career development programs Performance management Performance measures; preparation and administration of performance appraisals; discipline Compensation and benefits Wage and salary administration; incentive pay; insurance; vacation leave administration; retirement plans; profit sharing; stock plans Employee relations Attitude surveys; labor relations; employee handbooks; company publications; labor law compliance; relocation and utplacement services Personnel policies Policy creation; policy communication; record keeping; HR information systems Compliance with laws Policies to ensure lawful behavior; reporting; posting information; safety inspections; accessibility accommodations Support for strategyHuman resource planning.

END OF LIFE CARE AND SPIRITUALITY essays

END OF LIFE CARE AND SPIRITUALITY essays In the last century the average life span in the United States has increased by more then 30 years. One hundred years ago the average American died at the age of forty-six, at home surrounded by family and friends1. Death was seen as an inevitable part of the journey through life. People used spirituality to come to grips with their suffering. (Spirituality is that which gives meaning to ones life, it can be religious in nature, but it can also be found in art, family or friendship. Dying provides an opportunity to find this meaning to life, because it gives an individual the occasion to deal with the deeper questions of existence. This is how people approached death through most of human history.2) In the twentieth century the advances in medical technology have dramatically improved quality and length of life. This progress has also dramatically changed the way people die. Death has become institutionalized; today 90% of Americans die in a hospital, a sharp contrast to one hundred years ago, when 95% of Americans died at home1. Removal of death from the home has turned it into a foreign and frightening process, which is difficult to deal with and understand. It is much easier to isolate the dying to a hospitals intensive care unit (ICU). This institutionalization of death has created the modern-day medical nightmare a death alone, in pain, without dignity, tethered to expensive machines. Friends and relatives do not visit the dying, they avoid them in naive hope that putting death behind a sterile curtain will make it vanish. Death in the ICU can be devoid of spirituality; rather, it is agonizing, and humiliating. The broad spectrum of problems created by the institutionalized of death was discussed in the PBS documentary: Before I Die: Medical Care and Personal Choices3. In the program people were allowed to talk openly about the experiences and emotions they encountered while their loved ones w...

Free Essays on Language Differences

The essays â€Å"Mother Tongue† by Amy Tan and â€Å"Public and Private Language† by Richard Rodriquez are recollections of both authors personal battles with language. Their stories are very different but each essay attempts to illustrate the personal struggle the two of them went through to discover their voice. The two of them battled with all the forms of language they had to learn. In their lives they were faced with having two forms of language, the â€Å"private† language that was only spoken at home and the â€Å"public† language that was for everyone else. For Richard Rodriquez his struggle was with English and Spanish alone. Amy Tan, on the other, was faced with different levels of English. In both essays there is discussion of public and private language. Each author defines it differently. Amy Tan defines her â€Å"private† language as a language of intimacy. â€Å"The English I spoke to my mother† (21). It seems to be what she uses with those that are within her family spectrum. â€Å"My husband was with us as well, and he didn’t notice any switch in my English. And then I realized why. It’s because over the twenty years we’ve been together I’ve often used that same kind of English with him, and sometimes he even uses it with me. It has become our language of intimacy, a different sort of English that relates to family talk, the language I grew up with†.(4) The way that Tan and her mother speak to each other is in a form of broken English, an English that comes from an immigrants comprehension of the language. This â€Å"private† language is like a secret code between Tan and her mother. It is the tie that kee ps them connected and close. Richard carries a different perspective of his private language. For Richard there is no explanation or clarification needed. Spanish is what his family speaks at home and to each other. His language is what ties him to his roots and his colture. Rodriquez identifies with his Spa... Free Essays on Language Differences Free Essays on Language Differences The essays â€Å"Mother Tongue† by Amy Tan and â€Å"Public and Private Language† by Richard Rodriquez are recollections of both authors personal battles with language. Their stories are very different but each essay attempts to illustrate the personal struggle the two of them went through to discover their voice. The two of them battled with all the forms of language they had to learn. In their lives they were faced with having two forms of language, the â€Å"private† language that was only spoken at home and the â€Å"public† language that was for everyone else. For Richard Rodriquez his struggle was with English and Spanish alone. Amy Tan, on the other, was faced with different levels of English. In both essays there is discussion of public and private language. Each author defines it differently. Amy Tan defines her â€Å"private† language as a language of intimacy. â€Å"The English I spoke to my mother† (21). It seems to be what she uses with those that are within her family spectrum. â€Å"My husband was with us as well, and he didn’t notice any switch in my English. And then I realized why. It’s because over the twenty years we’ve been together I’ve often used that same kind of English with him, and sometimes he even uses it with me. It has become our language of intimacy, a different sort of English that relates to family talk, the language I grew up with†.(4) The way that Tan and her mother speak to each other is in a form of broken English, an English that comes from an immigrants comprehension of the language. This â€Å"private† language is like a secret code between Tan and her mother. It is the tie that kee ps them connected and close. Richard carries a different perspective of his private language. For Richard there is no explanation or clarification needed. Spanish is what his family speaks at home and to each other. His language is what ties him to his roots and his colture. Rodriquez identifies with his Spa...

Discuss the ways in which globalisation has changed work patterns and Essay

Discuss the ways in which globalisation has changed work patterns and labour structures - Essay Example The recent discussions on globalization involve the arguments on its existence, the importance given to it today as compared to the past, the change in the concept of nation and citizenship because of globalization, the importance of globalization as against regionalism and localism. In addition a crucial debate is continuously rising on weighing the positive and negative impacts of globalization and exploring the people who are directly or indirectly influenced by the changes brought in by this concept. Globalization is a comprehensive and broad topic and covers a huge list of important issues including economic, social, political, cultural, religious and moral etc. The definition of globalization is also defined in the light of all these perspectives. As it is defined by James Rosenau, a political scientist, as "a label that is presently in vogue to account for peoples, activities, norms, ideas, goods, services, and currencies that are decreasingly confined to a particular geograph ic space and its local and established practices" (1997, p.360). Most of the researchers bordered their research on the economic impacts of globalization. ... The microeconomic effects refer to the technological advancements and the impact at individual firm levels, whereas, the macroeconomic effects involve the collaborative analysis of markets for business purposes (Oman, 1994). Pros and Cons of Globalization All countries experience some positive and some negative influences of more and more integration in the world economy. Pros of Globalization The list of positive aspects of globalization includes the excess availability of external finance. This excess amount of finance is helpful especially for the developing countries. The excess availability of excess finance from external sources is evidenced by the IMF, Direction of Trade Statistics Yearbook and World Bank, Global Development Finance, 1999. For instance the increase in capital flows is observed in the East Asia Pacific from 15.8 in 1980 to 36.3 in 1997. Similarly, an increasing trend of capital flows has been observed in Eastern Europe and Latin America. The percentages of this increase varied from region to region. The availability of external finance helped in releasing the constraints on foreign exchange that reduced and somehow suppressed growth and development in 1980s. The availability of foreign direct investments that were included in the new funds cannot be ignored. The concept of foreign direct investments is encouraged by the governments of the developing states. Foreign Direct Investments are encouraged because they improve the capital accumulation process and help the country develop with a faster pace in the present and thereby, affirm its success and prosperity on economic grounds in the upcoming years. Globalization does not only provide direct advantages to the countries influenced by it but

Module 8(pol)Principles of Leadership Essay Example | Topics and Well Written Essays - 500 words

Module 8(pol)Principles of Leadership - Essay Example In order to successful implement change all phases are necessary as sudden change can be resisted or ignored if others do not know why and understand the need for change (Yukl 2010). Sabri et al (2007) explain that Lewin’s force field analysis model is frequently utilized when changes are planned and it is utilized for diagnosing forces â€Å"driving† and â€Å"restraining† change (p. 195). This diagnostic tool is necessary for identifying plans for obtaining â€Å"leverage† via the â€Å"driving forces† and reducing â€Å"the restraining forces† (Sabri et al 2007, p. 195). 2. My Understanding of How Culture Influences What Can Be an Effective Change Strategy. I believe that culture influences effective organizational change strategy because it identifies how change will be accepted and adapted to. Yukl (2010) explains that culture helps to shed light on the organization’s â€Å"environment† and determines â€Å"how to respond to it† and thus reduces barriers to change such as, â€Å"anxiety, uncertainty and confusion† (p. 304). I also believe that culture is not static and unchanging and therefore can be influenced by leadership to promote organizational change. Poole and Van de Ven (2004) explain that leadership can influence culture to ensure that it is consistent with organizational change (p. 207). 3.

Stroke Rehabilitation Essay Example | Topics and Well Written Essays - 2000 words

Stroke Rehabilitation - Essay Example Lack of physical activities, has also been found to affect the recovery process of most patients with strokes. The essay will focus on the importance of activities in the recovery of stroke patients. This will be based on scientific studies that indicate the importance of physical exercises (American Association of Cardiovascular and Pulmonary Rehabilitation, 2004). The current studies have mentioned that inactivity and sedentary lifestyles to be common in patients with stroke. This has been associated with the physical deconditioning, a situation that many patients in critical conditions cannot be evade. The physical inactivity can be attributed to age differences, especially in many patients who are above the age of 60. It is also common in patients with negative attitudes and perception about the recovery programs. Patients, who believe that they will recover and become independent, are more likely to participate in physical activities. They respond well to the medical treatment. Several researches also find a correlation between motor coordination and the increased sensitivity of the str oke-impaired limbs with exercises. As a physiotherapist, I have been able to discover the importance of physical activities. I have found that patients who are positive and regularly participate in physical exercise are more likely to respond to drugs. The patients are able to improve their self-esteem and are very positive in life. Only a few patients who have been constantly taking part in physical activities that been diagnosed with the co-occurring ailments. Further, none of the case of recurrent of stroke has been reported. On the contrary, I have had about four patients being diagnosed with hypertension and diabetes mellitus due to inactivity. These patients have refused to continue with the physical exercise program I have made. Hence, my interactions with the patients prove that indeed the physical exercises play an imperative role. As such, I advocate for

Interview Essay Example | Topics and Well Written Essays - 1250 words - 1

Interview - Essay Example Violence is often attributed to alcohol use and alcohol-related fatalities remain an important concern in the United States. The following is an excerpt from an interview I undertook with Dr. Daniel Smith1, a clinical psychologist from the Alcohol and Family Violence section of St. Mary’s Clinic. His specialization is on the linkages between alcohol and family violence and the following is a concise transcript of our discussion (Agarwal and Steitz 40-55). A: Well, the psychological and biological consequences of excessive alcohol intake can have a direct impact on the lives of individual drinkers. The effects of alcohol abuse include distortion of cognition and perception, disinhibition, bad judgment and attention deficit. All of these factors can lead to conflict with other individuals, especially after an alcohol user has drank. With the progression of time, alcohol abuse if compounded and alcoholics face a variety of social as well heath ramifications associated with their behaviour. From a health perspective, alcoholics face health complications including liver damage, heart failure, and an overall decreased life expectancy. Alcoholics are also more likely to engage in other detrimental behaviors such as smoking cigarettes or taking illicit substances such as illegal drugs. They are also more prone to aggression and violent behavior, especially within the family unit. A: Alcoholism may lead to conflicts within the family unit, particularly with the respect to the relationship between parents and children. Alcoholic parents are unfortunately not uncommon and alcohol abuse has been proven to lessen the ability of a parent to act as a proper caregiver to children in need. Another component of alcohol abuse on the family is marriage instability, increased tension in spousal relationships and violence between an alcoholic parent and