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HRM Legal Environment

Human resource is tied in with dealing with the general population working inside your association. It the administration of individuals and requires diverse way to deal with push ahead. It is an administrative capacity that attempts to coordinate the requirements of association's needs to aptitudes and capacities of its representatives. HRM work is about how individuals are overseen inside association. It is acquiring the general population association helping them to play out their work, tackling their issues, and remunerating them for their work (Mellahi, 2007). Humans are key resources of associations, achievement or disappointment of organizations relies upon the capacities and aptitudes of individuals working inside it. Representatives make asserts about issues, for example, business discrimination, laborers remuneration and joblessness pay; every one of these cases are identified with and go under work laws. Likewise different issues, for example, work environment security principles, retirement and annuity, reasonable wages and representative advantages are additionally part of this legitimate region. Business laws manage activities, rights and responsibilities of both manager and just as representative. Branch of work is a pervasive and understood body that manage and direct business laws both at government just as state level (Roehling et al. 2008).

Work environment provocation is a type of discrimination rehearses in business. This abuses the title VII of the Americans with Disabilities Act of 1990, the Age Discrimination in Employment Act of 1967 and Civil Rights Act of 1964. Badgering is unfortunate act that depends on religion, race, sex, age, national source, hereditary data or inability. Provocation is additionally unlawful in specific cases, for example, when direct is sufficiently serious to make scary, injurious or unfriendly workplace for an individual and persevering through the hostile lead turns into a state of proceeded with business. Provocation against people in countering for recording a discrimination charge, partaking or affirming in any capacity in an examination is precluded by hostile to discrimination laws (Noe et al. 2017). Counteractive action of exercises that result in badgering rehearses thinking optimistically instrument to dispense with provocation at work environment. Manager must show dynamic drive and proper strides to address and forestall unlawful practices of badgering.

References

Mellahi, K. (2007). The effect of regulations on HRM: private sector firms in Saudi Arabia. The International Journal of Human Resource Management, 18(1), 85-99.

Roehling, M. V., Posthuma, R. A., & Hickox, S. (2008). Foundations for understanding the legal environment of HRM in a global context. In The Routledge companion to strategic human resource management (pp. 87-105). Routledge.

Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education.

Subject: HRM

Pages: 1 Words: 300

HRM Legal Environment

The National Labor Relations Act (NLRA) was enacted in 1935. With the point of securing the privileges of representatives and businesses, advance aggregate haggling, and limit certain labor practices that impact contrarily on individuals' welfare (Porter & Burris, 2019).

The NLRA is managed and authorized by the National Labor Relations Board (NLRB) ()Hogan, 2015 which is a federal office that manages the authorization of the Act. The Board executes the law, translates the Act leads on challenged issues. What's more it defends workers' rights to compose and decide if to have unions as their dealing delegate.

The NLRA applies just to dealings that fall inside the federal jurisdiction (DeMaria, 2017). The federal government capacity to direct labor the executives relations is constrained by the business condition of us constitution [5] .The congress hence controls labor-the board relations where managers venture influences interstate trade.

A business can intentionally perceive a union as the agent of unit which incorporates directors' (Porter & Burris, 2019). Once the union increases acknowledgment, it might participate in aggregate dealing for the benefit of its bosses if the business assents or defers the privilege to challenge the consideration of specific workers based on their supervisory status. In the event that a business keeps potential bosses in a unit, willful acknowledgment understandings must be drafted ()Hogan, 2015. This is on the grounds that a business has deferred his statutory ideal to pull back its understanding. When the business has consented to perceive the union as the agent of the questioned people and has executed a concurrence with the union, the business can't unilaterally eliminate anybody from the unit amid the subsistence of the contract in spite of the fact that individuals from the unit are possibly statutory administrators (Porter & Burris, 2019) . The understanding ought to plainly and unequivocally express that the business postpones any statutory right it groups to pull back acknowledgment or look to adjust the extent of the unit through documenting a UC appeal with the NLRB on grounds that a few or all of workers at issues are managers after lapse of any future aggregate bartering understanding (DeMaria, 2017).

References

Porter, M., & Burris, E. (2019). Know how to handle employee protests, refusals to engage in work. Dean and Provost, 20(8), 1-4.

Hogan, B. J. (2015). Awakening the Spirit of the NLRA: The Future of Concerted Activity Through Social Media. W. Va. L. Rev., 118, 841.

DeMaria, A. T. (2017). Contrasting Rulings Shed Light on When an Employer May or May Not Fire an Employee for Obscenities. Management Report for Nonunion Organizations, 40(7), 3-4.

Subject: HRM

Pages: 1 Words: 300

HRM Legal Environment

For better collaboration, integration and unity, the employees of Green Branch Coffee can create a labor union.

A labor union is an association or a gathering that laborers join with the goal that they can have their interests and objectives all around spoke to (Ash et al. 2018). Studies have uncovered that laborers don't unionize just to show signs of improvement pay or great working conditions, however these are imperative components. Studies recommend two elements boss shamefulness and the union's clout as the primary reasons why specialists join unions.

Labor unions put numerous endeavors in collective bargaining with global associations. Collective bargaining is a procedure among bosses and specialists to achieve a choice with respect to the rights and obligations of laborers at work. Collective bargaining expects to achieve a collective understanding which for the most part sets out issues, for example, representatives pay, working hours, preparing, wellbeing and security, and rights to take an interest in working environment or organization undertakings (Hoque et al. 2017). Amid the bargaining procedure, representatives are commonly spoken to by a labor union. The union may consult with a one or may consult with an alliance of organizations, contingent upon the nation, to achieve an industry wide understanding.

It is the system by which operators of the officials and the unions counsel over pay scales, work hours and diverse terms and conditions of work in consistence with basic conventionality. It is a give and take process which means to arrive at an end important to both the get-togethers (Hoque et al. 2017).

A champion among the most basic pieces of collective bargaining is that it is an incessant technique. It doesn't total after a comprehension has been come to. It continues for the life of the understanding and past. "Extraordinary certainty bargaining" is at the point of convergence of convincing work the officials relations (Ewing and Hendy, 2017). It infers that no social event should move another to agree to a suggestion. Nor does it require any of the get-togethers to make a specific concessions.

A collective understanding work as a work contract between a business and something like one unions. Collective bargaining is a technique of trade between people from a specialist's organization and organizations (generally addressed by the officials, in specific countries by an organizations' relationship) in respect of the terms and conditions of work of agents, for instance, pay, extended lengths of work, working conditions and grumbling strategies, and about the rights and commitments of worker's guilds (Ewing and Hendy, 2017). The get-togethers routinely imply the eventual outcome of the trade as a collective bargaining.

Addressing the inquiry Labor Union Strategies to expand the impact of collective bargaining with Multi National Corporations as a methods for controlling terms and states of work.

Via cautiously perusing the above issue we can say that participation plays a critical and urgent job for the connection among the board and its workers and their labor union agents and however it isn't astonishing that internationalization of the board through the global collaboration's and had unfriendly effect on the relationship and labor union procedures. There are a few measurements and worry of the labor union concerning the worldwide cooperation's (Ewing & Hendy, 2017). There are number of focal points securing to the organizations as their global nature. To balance the quality of these worldwide, labor union associations have grown new institutional structures and vital push. Labor union strengthing, lawful guideline and cross national helpful methodologies are investigated as they happen at each dimension of labor union development. Furthermore, the focal job of these labor unions procedures is to the advancement of labor union bargaining abilities.

References

Ash, E., MacLeod, W. B., & Naidu, S. (2018). The Language of Contract: Promises and Power in Union Collective Bargaining Agreements. Technical report. 1.

Hoque, K., Earls, J., Conway, N., & Bacon, N. (2017). Union representation, collective voice and job quality: An analysis of a survey of union members in the UK finance sector. Economic and Industrial Democracy, 38(1), 27-50.

Ewing, K., & Hendy, J. (2017). New perspectives on collective labour law: Trade union recognition and collective bargaining. Industrial Law Journal, 46(1), 23-51.

Subject: HRM

Pages: 2 Words: 600

HRM Legal Environment

Introduction

The managers and supervisors are business centric, benefit making employees, having the budgetary benefits and the status' reliability as their crucial need. Generally, they are known to keep their business and sentiments isolated. The central objective of the business is inclined towards the benefit and he would not put it all on the line with respect to the enrollment of the qualified representatives. The businesses have not quite recently found the ways to deal with take after each cyber signs formed impression of their representatives when in the available time, they have even made sense of how to keep up the secret key and key loggers with a particular ultimate objective to deal with their employee information when the available time are finished or the worker is really not satisfying desires in the workplace. The "workers normally don't expect that for the organization [is] to watch out for them while on secret key secured regions using system PCs" (Searcey, 2009).

Integrity and Confidentiality of Employees?

In light of the ongoing diagram the discernments show that "Forty-five percent of managers utilize social systems administration areas, for instance, Facebook, MySpace or Twitter to examine occupation competitors, as demonstrated by a CareerBuilder.com audit. Thirty-five percent revealed having wouldn't contract competitors in light of substance found on those goals" (Lechner, 2010)

The observation and the audit is adequate to show the reality of the issue and the advancing clash that is surfacing between the workers and the businesses. The businesses are manhandling the cyber social systems administration goals since the reports ensure that "using a social system [is] to verify and overhaul associations in light of some shared view—conferred leisure activities, related capacities, or a typical geographic area" ("OCLC" 2007).

The representatives, in spite of the way that being selected by the association as their masters are as yet the free locals of the overall business world and they have every one of the rights to have their integrity and keep up their chance of choice, talk and lifestyle. Hence, the representatives have and favorable inclination in perspective on the way that the businesses are morally not allowed sneaking investigate the lives of the workers.

The workers totally can't resist repudiating this aura of the businesses. The reasons might be a couple of to such an extent that the representative might be of the possibility of keeping the employee and expert life special and select from each other. In such a case there is just a distant chance that his employee exercises would disappoint the expert assignments.

The contention between the representatives and the businesses is an advancing one and as often as possible covered by the overwhelming positions and power held by the businesses. Accordingly, there is a wonderful necessity for deciding the issue under such cases and illuminations that are free from any discrimination or despicable inclinations. As an endeavor the consistent strain could either be released or the workers can really be allowed to substantiate themselves for being on the just side by surveying the demonstration of the businesses from the point of view of the moral speculations.

Following such reasons numerous employers don't impart their private data on this site, yet in the event that we look socially it is the sole right of a laborer to think about new conceivable outcomes in his/her profession to progress in life. At times it is additionally brought under notice that the data that is accessible on Facebook about such choices, they are not legitimate or simply created with the end goal of attraction. Today's most controversial issue is the use of Facebook by an employer the same number of employers have been blocking their profiles because of their encroachment whereas numerous are creating to look for consideration of employers, who need work.

Employee Use of Technology Policy

The law requires the Organization to keep up particular sorts of corporate records, more often than not for indicated timeframes or when suit is pending or undermined. Inability to hold those records for those base periods could expose the Organization to punishments and fines, cause the loss of rights, hinder equity, place the Organization in contempt of court, or truly impediment us in prosecution.

Every once in a while the Organization builds up archive maintenance or decimation approaches so as to guarantee legitimate consistence. The Organization anticipates that all Employees should completely follow our distributed Corporate Record Retention Policy. On the off chance that an Employee accepts, or the Corporate Legal Department illuminates you, that Organization records are applicable to pending or potential suit or any administration review or other administrative activity, at that point all Employees must save those records until the Organization verifies that the records are never again required. This special case overrides any already or along these lines set up archive devastation approaches for those records. On the off chance that an Employee trusts that this special case may apply, or has any inquiries with respect to the materialness of this exemption, if it's not too much trouble contact the Corporate Legal Department.

Electronic Communications

Employees approach the Organization's electronic correspondence framework, which incorporates PCs, phones (counting Organization-issued mobile phones or advanced mobile phones), voice message, copy machines, email and the Internet when gotten to through a Organization PC. The motivation behind this framework is to improve work execution on everyday assignments and to encourage powerful business interchanges. Employees' activities and correspondences on the Organization's electronic correspondence framework might be credited to the Organization, which could be considered in charge of Employees' activities. Subsequently, this approach traces the best possible employments of the electronic correspondence framework.

Ownership. The Organization's electronic correspondence framework is Organization property. All messages, data, and information sent and gotten by the electronic correspondence framework are Organization property.

Coincidental and infrequent individual utilization of the electronic correspondence framework is permitted, however such use will be liable to this strategy and any subsequent messages and information are the property of the Organization. This individual use is permitted when it doesn't meddle with an Employee's work act, meddle with some other Employee's work execution, unduly sway the task of the electronic correspondence framework, or disregard some other arrangement of this or some other Organization approach. Organization related instant messages ought not be sent other than through Organization-issued cell or advanced cells and the Organization's phone supplier.

No privacy. Despite the fact that Employees have special client sign in distinguishing proof codes and passwords to get to the electronic correspondence framework, Employees have no privacy in the utilization of any piece of the electronic correspondence framework or in any archives, messages or data made on, with or transmitted over the framework. The Organization approaches the framework and keeps up the privilege to access and screen, predictable with the law, all reports, messages and data made on, with or transmitted over the framework, including email and Internet use, without notice to Employees. Employees are regarded to agree to that entrance and survey, gave that the Organization will get to put away instant messages just when it has a sensible doubt that the messages identify with an infringement of Organization arrangement or any appropriate law and after that just as sensibly required for that reason and as per all material national Laws. Every single such report, messages, and data can be explored by the Organization and law requirement.

Monitoring. The Organization maintains whatever authority is needed to screen and access the electronic correspondence framework and all reports, messages or data made on, with or transmitted over the framework. These Organization rights will be practiced carefully as per relevant law, the Organization's business purposes (which incorporate guaranteeing the proper utilization of the framework), and in collaboration with solicitations from law authorization. The Organization likewise maintains whatever authority is needed to reveal such archives, messages, or data when reliable with the Organization's business purposes and with solicitations from law requirement.

References

Lechner, Jay P. (2010). "Employers: Be Careful When Checking Workers' Social Networking Sites." http://www.gtleblog.com/2010/04/articles/integrity/employers-be-careful-when-checking-workers-social-networking-sites/.

Searcey, Dionne. (2009). "Employers Watching Workers Cyber Spurs Integrity Debate." APRIL 23, 2009. http://online.wsj.com/article/SB124045009224646091.html.

“OCLC”. Sharing, integrity and trust in our networked world OCLC. ocn177083326 (2007), http://www.oclc.org/reports/sharing/default.htm.

Subject: HRM

Pages: 2 Words: 600

HRM Legal Environment

While these laws are created for the so-called benefit of the users, they are often infringing the privacy of the users. These laws are unacceptable and conflicting as they infringe public privacy while the government tries to dominate the cyber world and are passed without proper public involvement or consent in developing these bills.

The first reason that makes it controversial is that the government aims to have a control and domination over the cyber world. The control over the internet has been the long-standing objective of the government, and the public has always restrained themselves from it. There exists an ideological conflict between the government authorities and the users when it comes to control over internet data and information. Organizations tend to provide a more secure experience, whereas Governments wish to stay alerted from the activities that are present. Therefore, it is very much evident that the control over internet data and information is a point of conflict between the users and the government – government wants full control and access while the users demand privacy and confidentiality.

This become makes US government a nanny state as the government make amendments and tries to monitor all the activities of its citizens. This effects the citizens and the nation in a twofold manner, it effects the government in a manner that it occurs to be the potential and responsive behavior. The First Aspect of this law affects nature by all the means and it is the key that government is well aware of all the medium of communication happening through the internet, and it also makes the government and the focused ready for any threats unreasonable and preemptively stops any acts of terrorism and other havocs that are about to be caused.

The Downside of this law is that this influences privacy directly. As the government reads all the letters, scrolls through all the browsing history and locates all the communications happening through the internet, this is a chaotic and conflicting situations as it invades the privacy of individuals and survival of corporates and hence it should not be ignored.

Subject: HRM

Pages: 1 Words: 300

HRM Legal Environment

HRM Legal Environment

Nancy Ngebeh (First M. Last)

School or Institution Name (University at Place or Town, State)

HRM Legal Environment

Response to Question 1

Human resource professionals are responsible for adding value and maintaining the ethical standards in an organization. Human resource professionals have to accept their responsibility for their decisions and actions. Some of the responsibilities of an HR professionals include, building respect and credibility of the HR department in their organization, contributing towards the strategic goals and objectives, encouraging social responsibility and positively impacting their organization and its recruitment practices. In addition, HR professionals must adhere to the ethical standards in their behavior, they have to show strict compliance with the laws and regulations CITATION SHR14 \l 1033 (SHRM, 2014). HR professionals ought to work consistently in the direction of values of their profession and must encourage social responsibility and professional decision making. They must portray individual leadership as a role model of high ethical standards and they are also responsible for fostering justice and fairness for all the organizational members. In addition to that, HR professionals must maintain a high level of trust with the stakeholders to avoid any conflict.

Response to Question 2

HR professionals are responsible for fostering fairness and justice in their organization. Fairness and justice are two different terms but they are often used interchangeably CITATION Vel14 \l 1033 (Velasquez, Andre, Shanks, S.J., & Meyer, 2014). Justice means giving each person his or her due right. HR professional has to include fairness and justice as part of their profession because everyone in the organization is worthy of respect and fair treatment CITATION SHR14 \l 1033 (SHRM, 2014). Therefore, HR professionals must treat others with dignity and respect, to create a working environment free of harassment, discrimination, and any other issues. HR has to ensure that everyone in the organization is able to use their skills and abilities to make a significant contribution to organizational goals and objectives. Fairness and justice also mean promoting an environment in an organization committed to diversity. HR is also responsible to create and administer policies and processes that promote equal treatment for all. All the decision made by HR must be free of any personal interests and must be ethical and legal. Procedural justice improves role performance in an organization (Tremblay, Cloutier, et al, 2010).

Response to Question 3

HR professionals of any organization must protect the rights of organizational members especially when it comes to gathering and dissemination of information. Information is needed to make informed decisions which are based on truthful communication of information. HR must build trust among the organizational members to guarantee the free exchange of information and must try to eliminate any inaccurate information sharing CITATION SHR14 \l 1033 (SHRM, 2014). All the information must be obtained from ethical and responsible means and only the right information should be used in decision making which has an influence on employee relations. HR must also investigate the source of information for its accuracy and reliability, and must ensure that the information stored is current and accurate. Safeguarding confidential information is also the responsibility of HR. Necessary steps must be taken by HR to confirm that all the HR policies and practices, and HR related training are communicated to the employees in an accurate and complete manner.

References

BIBLIOGRAPHY SHRM. (2014, 11 21). Code of Ethics. Retrieved 4 18, 2018, from SHRM: https://www.shrm.org/about-shrm/pages/code-of-ethics.aspx

Tremblay, M., Cloutier, J., Simard, G., Chênevert, D., & Vandenberghe, C. (2010). The role of HRM practices, procedural justice, organizational support and trust in organizational commitment and in-role and extra-role performance. The international journal of human resource management, 21(3), 405-433.

Velasquez, M., Andre, C., Shanks, T., S.J., & Meyer, M. J. (2014, Aug 1). Justice and Fairness. Retrieved 4 18, 2018, from Markulla Center of Applied Ethics: https://www.scu.edu/ethics/ethics-resources/ethical-decision-making/justice-and-fairness/

Subject: HRM

Pages: 2 Words: 600

HRM5040 DQ

HRM 5040 DQ

LaRae Laurent

South University

Person-Focused Pay Plan

Introduction

This paper will highlight key aspects of person-focused pay plan. There will also be a discussion on the new employee which our department has hired. The remuneration of that employee will be provided to him/her according to the person-focused pay plan. Thus this paper will focus on the performance plan according to which the employee will be provided with his/her remuneration.

Discussion

Introduction to Person-Focused Pay Plan

The concept of person-focused pay plan highlights that compensation is not a fundamental right of an employee, but instead, it is a priced reward earned against completion of the required job-related tasks (Shields & Dolle-Samuel, 2015). As suggested by the name, the respective plan entirely focuses on the skill-set of personnel and the benefits those skills can provide to the organization. Therefore, employees working in a firm where the pay plans are person-focused, should not consider remuneration as their legitimate right. If the employees put in their best efforts, they will be compensated accordingly by the firm.

Performance Plan using Person-Focused Pay Plan

The new employee has been hired as an HR officer. Therefore, the performance plan for this job position will depict what target the respective employee has to achieve to be eligible for his/her basic salary. If a company has hired the individual while mentioning his monthly salary during the interview, it will not mean that even if the employee is underperforming, the organization will be liable to pay the said salary to the HR officer fully. Deductions will apply accordingly if the respective employee fails to achieve the set targets. Following is the list of benchmarks which HR officer is expected to accomplish during his job.

Firstly, the HR officer will be expected to mark the attendance of candidates. If he fails to mark the attendance of personnel staff or shows inadequate behavior in marking attendance, he/she will then see deductions in their remuneration. In contrast, if they do the respective job with utmost honesty; the organization will appreciate their determination and even may give them extra benefit on their compensation in recognition of their efforts. Similarly, the HR officer will be expected to timely announce any vacant job positions and do at least ten recruitments in a month which contribute to the long-term success of the organization. Thus it will be the responsibility of the HR officer to bring qualified and talented candidates for the announced job positions. Success in accomplishing the duties will make the HR officer enjoy the benefits of his full pay.

Importance of Person-based Pay Plan

It might seem a little harsh that the HR officer would not be given compensation as his fundamental right. In normal circumstances, employees expect to be entitled to full salary and consider this as ‘hygiene’ factor as suggested as Herzberg theory of motivation (Alshmemri et al., 2017). However, the respective employee should realize that nowadays, modern day organizations set SMART targets for employees as part of their business objectives (Moore, 2017). Therefore, a person-based pay plan will push the employees to explore their talent and use their skill-set effectively to prove his/her worth within the organization.

Conclusion

Person-based pay plan is the most effective way for an organization to recognize the scapegoats who expect full compensation to be given to them without making much effort. This had been happening in the past where employees use to enjoy the financial benefits provided by the organization without putting in much effort. Therefore, person-based pay plan will ensure that employees don’t consider compensation as their asset. It is essential for both the organization to pay significant compensation as per contract to only those employees who deserve full compensation. Giving basic remuneration to even those employees who didn't fulfill their targets would be an injustice to those employees who did meet their responsibilities with utmost honesty.

References

Shields, J., & Dolle-Samuel, C. (2015). 9 Developing person-based base pay systems. Managing Employee Performance and Reward: Concepts, Practices, Strategies, 202.

Alshmemri, M., Shahwan-Akl, L., & Maude, P. (2017). Herzberg’s two-factor theory. Life Science Journal, 14(5), 12-16.

Moore, J. (2017). Setting SMART objectives. Headteacher Update, 2017(6), 14-14.

Subject: HRM

Pages: 2 Words: 600

HRM5040 Project 2

Compensation Plan

Tracy (First M. Last)

School or Institution Name (University at Place or Town, State)

Total Rewards consists of monetary and non-monetary rewards provided by companies to attract, retain and motivate their staff ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"a200uuo513h","properties":{"formattedCitation":"(Mathis & Jackson, 2011)","plainCitation":"(Mathis & Jackson, 2011)"},"citationItems":[{"id":1050,"uris":["http://zotero.org/users/local/FGhKhGPG/items/PM6I8K2L"],"uri":["http://zotero.org/users/local/FGhKhGPG/items/PM6I8K2L"],"itemData":{"id":1050,"type":"book","title":"Human resource management: Essential perspectives","publisher":"Cengage Learning","ISBN":"0-538-48170-6","author":[{"family":"Mathis","given":"Robert L."},{"family":"Jackson","given":"John H."}],"issued":{"date-parts":[["2011"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Mathis & Jackson, 2011). This program is aimed at aligning the business goals and objectives with employee’s rewards and recognition programs to achieve the business objectives effectively. This paper aims at designing a total compensation and reward program consisting of all the essential elements that an organization has to include in their reward program.

Total Reward and Compensation Program

The typical total compensation plan consists of compensation, benefits and performance and talent management programs.

Compensation

The first element of the program is compensation. The employees are entitled to receive fixed as well as variable compensation. Each employee is eligible for:

Base Pay: Fixed salary or basic compensation that an employee receives. Base pay must be decided on the basis of thorough analysis of an individual’s job responsibilities, job content, qualification and experience and salary range ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"a8u3p4mca3","properties":{"formattedCitation":"{\\rtf (\\uc0\\u8220{}The Total Compensation Plan \\uc0\\u8211{} Human Resources in the Food Service and Hospitality Industry,\\uc0\\u8221{} n.d.)}","plainCitation":"(“The Total Compensation Plan – Human Resources in the Food Service and Hospitality Industry,” n.d.)"},"citationItems":[{"id":1044,"uris":["http://zotero.org/users/local/FGhKhGPG/items/GDINEHZD"],"uri":["http://zotero.org/users/local/FGhKhGPG/items/GDINEHZD"],"itemData":{"id":1044,"type":"webpage","title":"The Total Compensation Plan – Human Resources in the Food Service and Hospitality Industry","URL":"https://opentextbc.ca/humanresourcesinfoodservices/chapter/the-total-compensation-plan/","accessed":{"date-parts":[["2019",1,26]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (“The Total Compensation Plan – Human Resources in the Food Service and Hospitality Industry,” n.d.).

Variable Pay: Bonus depending on employee performance. It would be in terms of cash.

Tenure Bonus: Eligible for employees who have completed a tenure of one year depending on the job description. This is a retention bonus.

Long-term Bonus: Employee who have completed more than a year in the organization. The options that can be offered are cash, performance shares or restricted shares.

Increase in Pay: realistic increase in pay if the employee has served the organization or more than one year.

Benefits

The second thing to be included in the plan is Benefits, an indirect way of giving rewards to employees which contributes to organizational commitment ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"a28mhs9o65i","properties":{"formattedCitation":"(Ju, Kong, Hussin, & Jusoff, 2009)","plainCitation":"(Ju, Kong, Hussin, & Jusoff, 2009)"},"citationItems":[{"id":1049,"uris":["http://zotero.org/users/local/FGhKhGPG/items/7UVUHCUZ"],"uri":["http://zotero.org/users/local/FGhKhGPG/items/7UVUHCUZ"],"itemData":{"id":1049,"type":"article-journal","title":"The influence of employee benefits towards organizational commitment","container-title":"Asian social science","page":"147","volume":"4","issue":"8","author":[{"family":"Ju","given":"SoonYew"},{"family":"Kong","given":"LaiKuan"},{"family":"Hussin","given":"Zaliha Hj"},{"family":"Jusoff","given":"Kamaruzaman"}],"issued":{"date-parts":[["2009"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Ju, Kong, Hussin, & Jusoff, 2009). Employees are eligible for these benefits regardless of their performance. As these benefits are expensive to offer, they must be evaluated before implementation and consulted with an external party.

Health care Benefits: Medical insurance including the dental insurance administered by a reputed health insurance company. Life and accidental insurance plans covered by the same insurance company.

Paid time off: Offering 3 paid leaves in a month and other leaves such as maternity leave considering the US employment and labor laws. The paid time off hours will be determined by the years of services.

Retirement Plan: offer a savings retirement plan for employees.

Facility to access gyms and other health care centers on discounts.

Workplace flexibility: Work from home benefits for experienced employees who have worked for more than 6 months

Performance-Based Awards

These rewards are based on the performance of employees and can be in the form of cash or non-cash benefits

Awards for an employee for the month / year

Appreciation Notes and Emails to the performing employees

Exceeding performance awards in the form of cash or pay raise

Career development and Talent Management

Internships: offering internships in international organizations according to the job description of employees

Training and Management Programs for employees depending on job needs and description

Seminars and Workshops for employees: workshops for skills development of employees such as soft skills and technical skills

Internal Promotions of employees based on their performance and job description of the new post.

Compensation Pie Chart

The compensation plan shows how the compensation is distributed among different elements of compensation plan.

Implementation Plan

Compensation Benchmarking

Benchmarking is the process of identifying best practices and adapting them to improve your performance ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"a2ksuvuc54n","properties":{"formattedCitation":"(Stapenhurst, 2009)","plainCitation":"(Stapenhurst, 2009)"},"citationItems":[{"id":1046,"uris":["http://zotero.org/users/local/FGhKhGPG/items/NHDAW9YE"],"uri":["http://zotero.org/users/local/FGhKhGPG/items/NHDAW9YE"],"itemData":{"id":1046,"type":"book","title":"The benchmarking book","publisher":"Routledge","ISBN":"1-136-43469-0","author":[{"family":"Stapenhurst","given":"Tim"}],"issued":{"date-parts":[["2009"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Stapenhurst, 2009). Compensation Benchmarking is the process of using the internal job description to match to the established salary survey jobs with the aim to assess market rate for every benchmark position in the market. Compensation benchmarking helps an organization in identifying the market rate for the core positions. It is essential to guide the company in decision making regarding hiring, promotion and salary adjustments and budget planning for compensation and benefits. Labor cost is the highest for any organization and hence understanding the obvious value for each position helps an organization determine to develop a total reward policy for maximum benefit. It allows the leaders to identify the cost associated with compensation plans.

Without having a reasonable pay structure, organizations do the effort to retain talented employees. Making large financial investments each year is not suitable for an organization. Therefore, compensation benchmarking is important to maintain the competitive edge.

The success of the Compensation Plan

To measure the effectiveness of a compensation plan, first of all, it is important to obtain data from the participants of the plan. This will help evaluate the plan that if it has worked or not. The effective compensation plan must be linked with the organizational goals and objectives. If it is contributing towards the goals, the plan is effective. Obtain information regarding the results of the components of the plan that if the components of the plan are contributing towards the desired results or not. Monitoring the plan towards the desired objectives helps to measure the effectiveness of the plan. In addition, a cost-benefit analysis can be done with the Chief Financial Officer to measure the effectiveness of the plan.

References

ADDIN ZOTERO_BIBL {"custom":[]} CSL_BIBLIOGRAPHY Ju, S., Kong, L., Hussin, Z. H., & Jusoff, K. (2009). The influence of employee benefits towards organizational commitment. Asian Social Science, 4(8), 147.

Mathis, R. L., & Jackson, J. H. (2011). Human resource management: Essential perspectives. Cengage Learning.

Stapenhurst, T. (2009). The benchmarking book. Routledge.

The Total Compensation Plan – Human Resources in the Food Service and Hospitality Industry. (n.d.). Retrieved January 26, 2019, from https://opentextbc.ca/humanresourcesinfoodservices/chapter/the-total-compensation-plan/

Subject: HRM

Pages: 3 Words: 900

HRM5040 Project 2

Compensation Plan

Tracy (First M. Last)

School or Institution Name (University at Place or Town, State)

Compensation Pie Chart

The compensation plan shows how the compensation is distributed among different elements of the compensation plan. To illustrate the division of the total compensation plan, the circular graph pie chart is used, it is divided into different slices and illustrates a numerical portion to show the quality it represents. The compensation plan is divided into different sections each category has an intended purpose. The pie chart is made by giving priority to the different portions of the compensation plan elements for instance salary is the major portion, then benefits, then perquisites and then some other rewards based on the performance ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"UvYQHZRR","properties":{"formattedCitation":"{\\rtf (\\uc0\\u8220{}The_Most_Important_Compensation_Plan.pdf,\\uc0\\u8221{} n.d.)}","plainCitation":"(“The_Most_Important_Compensation_Plan.pdf,” n.d.)"},"citationItems":[{"id":1202,"uris":["http://zotero.org/users/local/FGhKhGPG/items/AB7NC78Y"],"uri":["http://zotero.org/users/local/FGhKhGPG/items/AB7NC78Y"],"itemData":{"id":1202,"type":"article","title":"The_Most_Important_Compensation_Plan.pdf","URL":"http://cdn2.hubspot.net/hub/436298/file-2343957472-pdf/The_Most_Important_Compensation_Plan.pdf?t=1423266810626","accessed":{"date-parts":[["2019",2,7]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (“The_Most_Important_Compensation_Plan.pdf,” n.d.).

Implementation Plan

The successful implementation of the plan is an essential step in achieving the performance-based objectives from a total compensation plan. Failure to successfully implement the program negates all of the hard work that is put in crafting the best plan for employees. For this purpose, the compensation plan implementation can be divided in to certain steps such as developing program goals, doing a detailed job analysis, develop salary structure for all the employees, designing rewards and benefits for employees, implementation of program and monitoring and evaluation ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"ahlt7s0obm","properties":{"formattedCitation":"{\\rtf (\\uc0\\u8220{}The Total Compensation Plan \\uc0\\u8211{} Human Resources in the Food Service and Hospitality Industry,\\uc0\\u8221{} n.d.)}","plainCitation":"(“The Total Compensation Plan – Human Resources in the Food Service and Hospitality Industry,” n.d.)"},"citationItems":[{"id":1044,"uris":["http://zotero.org/users/local/FGhKhGPG/items/GDINEHZD"],"uri":["http://zotero.org/users/local/FGhKhGPG/items/GDINEHZD"],"itemData":{"id":1044,"type":"webpage","title":"The Total Compensation Plan – Human Resources in the Food Service and Hospitality Industry","URL":"https://opentextbc.ca/humanresourcesinfoodservices/chapter/the-total-compensation-plan/","accessed":{"date-parts":[["2019",1,26]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (“The Total Compensation Plan – Human Resources in the Food Service and Hospitality Industry,” n.d.). Along with all the steps the leadership must be informed about the strategic pay decisions. The final program must also be communicated to the employees and managers for any adjustments, approval, and review. The presentation can be made to managers and employees. The dates and deadlines set for the implementation of the program must be followed to achieve the desired results. In addition, several cultural, legal and other constraints must be accommodated before the implementation of the plan ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"akq1fcgjvc","properties":{"formattedCitation":"(Misra & Nair, 2011)","plainCitation":"(Misra & Nair, 2011)"},"citationItems":[{"id":1197,"uris":["http://zotero.org/users/local/FGhKhGPG/items/Y2Q4MU9T"],"uri":["http://zotero.org/users/local/FGhKhGPG/items/Y2Q4MU9T"],"itemData":{"id":1197,"type":"article-journal","title":"A structural model of sales-force compensation dynamics: Estimation and field implementation","container-title":"Quantitative Marketing and Economics","page":"211-257","volume":"9","issue":"3","author":[{"family":"Misra","given":"Sanjog"},{"family":"Nair","given":"Harikesh S."}],"issued":{"date-parts":[["2011"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Misra & Nair, 2011).

.

The benefits of total Compensation Plan

The total compensation management program identifies the desired behaviors and which are required to meet the specific business needs, and it drives employees towards those behaviors ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"avgnj63jga","properties":{"formattedCitation":"(Weldon, 2012)","plainCitation":"(Weldon, 2012)"},"citationItems":[{"id":1198,"uris":["http://zotero.org/users/local/FGhKhGPG/items/T79TFRC5"],"uri":["http://zotero.org/users/local/FGhKhGPG/items/T79TFRC5"],"itemData":{"id":1198,"type":"article-journal","title":"Linking total compensation to performance","container-title":"Compensation & Benefits Review","page":"149-153","volume":"44","issue":"3","author":[{"family":"Weldon","given":"David"}],"issued":{"date-parts":[["2012"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Weldon, 2012). The total compensation plan assesses the business needs and set goals which an organization wants to achieve at the bottom line. The total compensation plans align the business goals with the performance, and it acts as a behavior-driven strategy. Unlike another simple compensation plan it is not an after-the-fact rewards strategy ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"abehi5cnlc","properties":{"formattedCitation":"(Weldon, 2012)","plainCitation":"(Weldon, 2012)"},"citationItems":[{"id":1198,"uris":["http://zotero.org/users/local/FGhKhGPG/items/T79TFRC5"],"uri":["http://zotero.org/users/local/FGhKhGPG/items/T79TFRC5"],"itemData":{"id":1198,"type":"article-journal","title":"Linking total compensation to performance","container-title":"Compensation & Benefits Review","page":"149-153","volume":"44","issue":"3","author":[{"family":"Weldon","given":"David"}],"issued":{"date-parts":[["2012"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Weldon, 2012). An effective total compensation plan supports all the levels of an organization, and at the end of the day it helps in retention of quality employees and stimulates results-oriented behaviors in an organization. Total compensation plan creates satisfaction which is then linked with the satisfaction which can be a factor for work motivation ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"a17qu9k8mup","properties":{"formattedCitation":"(Ghazanfar, Chuanmin, Khan, & Bashir, 2011)","plainCitation":"(Ghazanfar, Chuanmin, Khan, & Bashir, 2011)"},"citationItems":[{"id":1199,"uris":["http://zotero.org/users/local/FGhKhGPG/items/7T6VQJSK"],"uri":["http://zotero.org/users/local/FGhKhGPG/items/7T6VQJSK"],"itemData":{"id":1199,"type":"article-journal","title":"A study of relationship between satisfaction with compensation and work motivation","container-title":"International Journal of Business and Social Science","volume":"2","issue":"1","author":[{"family":"Ghazanfar","given":"Faheem"},{"family":"Chuanmin","given":"Shuai"},{"family":"Khan","given":"Muhammad Mahroof"},{"family":"Bashir","given":"Mohsin"}],"issued":{"date-parts":[["2011"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Ghazanfar, Chuanmin, Khan, & Bashir, 2011). Studies reveal that work motivation is affected by the satisfaction employee gains from the compensation plans of an organization ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"a10ger65q7n","properties":{"formattedCitation":"(Ghazanfar et al., 2011)","plainCitation":"(Ghazanfar et al., 2011)"},"citationItems":[{"id":1199,"uris":["http://zotero.org/users/local/FGhKhGPG/items/7T6VQJSK"],"uri":["http://zotero.org/users/local/FGhKhGPG/items/7T6VQJSK"],"itemData":{"id":1199,"type":"article-journal","title":"A study of relationship between satisfaction with compensation and work motivation","container-title":"International Journal of Business and Social Science","volume":"2","issue":"1","author":[{"family":"Ghazanfar","given":"Faheem"},{"family":"Chuanmin","given":"Shuai"},{"family":"Khan","given":"Muhammad Mahroof"},{"family":"Bashir","given":"Mohsin"}],"issued":{"date-parts":[["2011"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Ghazanfar et al., 2011).

The success of the Compensation Plan

The factors that can reveal the success and effectiveness of a compensation plan involves finance data. Different financial elements such as payout vs. budget can be monitored to look if the plan is financially on track or not. In addition employee performance and retention is also an effective measure of the compensation plan as the plan is linked to employee satisfaction and good performance ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"8y8jKug6","properties":{"formattedCitation":"(Ghazanfar et al., 2011)","plainCitation":"(Ghazanfar et al., 2011)"},"citationItems":[{"id":1199,"uris":["http://zotero.org/users/local/FGhKhGPG/items/7T6VQJSK"],"uri":["http://zotero.org/users/local/FGhKhGPG/items/7T6VQJSK"],"itemData":{"id":1199,"type":"article-journal","title":"A study of relationship between satisfaction with compensation and work motivation","container-title":"International Journal of Business and Social Science","volume":"2","issue":"1","author":[{"family":"Ghazanfar","given":"Faheem"},{"family":"Chuanmin","given":"Shuai"},{"family":"Khan","given":"Muhammad Mahroof"},{"family":"Bashir","given":"Mohsin"}],"issued":{"date-parts":[["2011"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Ghazanfar et al., 2011). Another way of looking at the effectiveness of the plan is looking at the targets if the plan has achievable targets and is employees are able to achieve those targets or not. An effective compensation plan also enforces the strategy, it motivates the right behavior among employees, and if the plan is contributing towards right behavior, then it is doing an effective job. Employee behavior and positive results can be evaluated by using survey and little research. Owners and companies must comprehend that there

is a straight link between reasonable total compensation and improved revenues ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"a12hpdoguqn","properties":{"formattedCitation":"(Phonsanam, 2010)","plainCitation":"(Phonsanam, 2010)"},"citationItems":[{"id":1201,"uris":["http://zotero.org/users/local/FGhKhGPG/items/FXTRYP2U"],"uri":["http://zotero.org/users/local/FGhKhGPG/items/FXTRYP2U"],"itemData":{"id":1201,"type":"article-journal","title":"Total compensation practices and their relationship to hospitality employee retention","author":[{"family":"Phonsanam","given":"Soodchai Ting"}],"issued":{"date-parts":[["2010"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Phonsanam, 2010). The effective compensation plan leads to monetary and non-monetary rewards, if the plan is rewarding company then the plan can be declared as effective.

References

ADDIN ZOTERO_BIBL {"custom":[]} CSL_BIBLIOGRAPHY Ghazanfar, F., Chuanmin, S., Khan, M. M., & Bashir, M. (2011). A study of relationship between satisfaction with compensation and work motivation. International Journal of Business and Social Science, 2(1).

Ju, S., Kong, L., Hussin, Z. H., & Jusoff, K. (2009). The influence of employee benefits towards organizational commitment. Asian Social Science, 4(8), 147.

Misra, S., & Nair, H. S. (2011). A structural model of sales-force compensation dynamics: Estimation and field implementation. Quantitative Marketing and Economics, 9(3), 211–257.

Phonsanam, S. T. (2010). Total compensation practices and their relationship to hospitality employee retention.

The_Most_Important_Compensation_Plan.pdf. (n.d.). Retrieved from http://cdn2.hubspot.net/hub/436298/file-2343957472-pdf/The_Most_Important_Compensation_Plan.pdf?t=1423266810626

Weldon, D. (2012). Linking total compensation to performance. Compensation & Benefits Review, 44(3), 149–153.

Subject: HRM

Pages: 2 Words: 600

HRM5040 Project 3

HRM5040 Project 3

Your name

Affiliation

Performance appraisal models

Performance appraisal is the process of evaluating and documenting the performance, quality, and efficiency of employees (LePine, Zhang, Crawford, Rich, 2016). Performance appraisal has six models which are:

Essay method. It is a simple method of judging the qualities of an employee. In this process, the rater writes in descriptive form the quality, efficiency, existing capabilities, strengths and weakness of the employees. The major disadvantage of this process is that all the raters are not good writers and their written report is sometimes confusing.

Behaviorally anchored rating scale. In this process, a scale is set on the basis of behavioral traits and employees are rated according to their behavioral performance.

Rating scale. In this process, a document is designed that contains numerical scales related to criteria of performance that is dependability, initiative, attendance or output, etc. In the end, numerical scores are calculated, and conclusions are made accordingly.

Checklist method. The name clearly states that this process contains the checklist of performance traits. The questions of this form are only answered in the form of yes or no. In the end, the Human Resource department evaluates the performance according to the answers.

Ranking method. This process simply requires the ranking criteria. The rater ranks the employees relatively to each other on the basis of performance. It is a comparison between the employees on the basis of the quality of their work done.

Critical incidents method. This process requires the constant monitoring of the supervisors on their team members. The team members have regular contact with the tea members. The supervisors critically analyze the working behaviors of the employees and evaluate the results (DeNisi, Murphy, 2017).

Generation Y is that specific community of the society who was born during the 1980s and early 1990s. This generation was the first people who were exposed to modern technologies. They like to work in an environment where they can get constant feedback and contact with their tea leads. Hence, the best performance appraisal model that fits generation Y is critical incidents methods. Through which they will be continuously monitored and appraised by their supervisors (Audia, Tams, 2017).

Person-Focused performance plan

Person-focused performance plans are the strategies or steps laid by the company for an employee according to his performance. It is a formal document stating any frequent performance issues and the steps or strategies to improve them in a specific amount of time (Agnihotri, Sareen, Sivakumar, 2018). A performance plan is developed in four stages:

Performance deficiencies. In this step, managers write down the performance issues of the employee. A performance report is issued to the employee after the strict and constant monitoring of his work. These reports are not generated on the basis of behavioral issues of the employees but on the frequently missing functional requirements from their work.

Improvements expected. Once the problems are identified now the next step is to state the solutions to those problems and tell the employee that what company is exactly expecting from him or her regarding performance. In this step, the company provides a plan of action that shows the clear benchmark for the employee to achieve in a given amount of time (Reavis, Miller, Grimes, Fomukong, 2018).

The company Allocates a reasonable time to the employee for improving the performance. The third step is to set the time for the employee to show the improved results. While setting the time the duties of the employee are kept in mind and then time is given accordingly. In this step, continuous meetings are performed with the employee to check whether he or she is achieving the targeted goal or not.

Stating the consequences. The performance plan should be crystal clear to the employee that if he or she fails to achieve the goals, they will be terminated or get a warning as per the rules of the company. This part of the plan should not be filled with the negative comments only because in this way employee will lose his or her motivation or hope from the job. You have to show that the company is taking this step for the success of the employee in the company (Shields, Brown, 2015).

Role of performance plan in achieving the goals of the company

Performance plans play an important role in building an empowered and skilled workforce. These plans help the employees in a better understanding of the goals, vision, mission, and strategies of the company (Waddock, Bodwell, 2017). Following are the points which show the importance of performance plan in the company:

Revision and setting of goals. Performance plans help the employees in the understanding of the goals, vision and the mission of the company. Every employee has the different pace of learning; hence, the performance plans can help those employees who are lacking behind. Only through this company can gain the hundred percent of every employee.

Coaching and management. Every employee is dear to the company and performance plans gives the company a chance to better coach and give knowledge about what the company is expecting from the employees. The basic purpose of the performance plans is to overcome the gaps of the skillset of the employees for their better performance for the company.

Development planning. Performance plan helps the company in identifying the issues faced by the employees; hence, the company comes up with the plan for the development of the skills of those employees so that they could easily overcome their skill gaps. Once the issues are resolved and every employee has a clear understanding of the goals of the company only then it will achieve the highest ranks of success.

Rewards. Recognizing the work of the employees, immensely increases his or her performance. The time slot is given in the performance plan the company leaders should keep appreciating the employee so that he could improve himself quickly and efficiently (Khan, 2018).

Growth of the company depends on the performance of every single employee. For the success of an organization, it is important that employees have the complete understanding of the goals, vision and mission of the company and those employees who lack behind performance plans are the best way to resolve their issues. Statistics show that after using performance plans, the company progress was increased by thirty-eight percent (Bititci, Cocca, Ates, 2016).

Monitoring of person-focused performance plan

Monitoring of the performance is plan is very important so that company could keep an eye on the employees that whether they are executing their performance plan properly or not. There are four significant steps of monitoring the person-focused performance plan (Varela, Ramoju, 2018).

Observation. After giving the performance plan to the employees the next major step is to monitor them or observe them. Observation includes the monitoring of performance behaviors and performance objective.

Development of evaluation form. Before starting the observation of the employees the managers should develop the evaluation form. This form will analyze the effort of the employee that what scale he or she has tried to achieve the given goals. Fair evaluation can only be ensured by using a standard form of evaluation developed by the companies (Ellis, 2016).

Feedback. The monitoring process also includes the feedback of the worker from the peer employees or the customers. The coworkers can give a good evaluation of the efforts put forward by the employee to achieve the goals, and the feedback of the customers can show the quality of the work done.

Set evaluation goals. For the better engagement of the employee the performance evaluation should be performed on a weekly basis. This will not only help in the better participation of the employee but will also help the employees who need help in understanding the requirements of the company (McCown, Conway, Jessen, 991).

References

Audia, P. G., & Tams, S. (2017). Goal setting, performance appraisal, and feedback across cultures. The Blackwell Handbook of Cross‐Cultural Management, 142-154.

DeNisi, A. S., & Murphy, K. R. (2017). Performance appraisal and performance management: 100 years of progress?. Journal of Applied Psychology, 102(3), 421.

LePine, M. A., Zhang, Y., Crawford, E. R., & Rich, B. L. (2016). Turning their pain to gain: Charismatic leader influence on follower stress appraisal and job performance. Academy of Management Journal, 59(3), 1036-1059.

Shields, J., & Brown, M. (2015). 6 Reviewing and developing employee performance and managing Employee Performance and Reward: Concepts, Practices, Strategies, 140.

Reavis, R. D., Miller, S. E., Grimes, J. A., & Fomukong, A. N. N. (2018). Effort as Person-Focused Praise: "Hard Worker” Has Negative Effects for Adults After a Failure. The Journal of genetic psychology, 179(3), 117-122.

Agnihotri, S., Sareen, P., & Sivakumar, P. (2018). A Comprehensive Model for Competency Mapping: Connecting Organizational Goals with Employee Competencies and Strategy Driven HR Functions. Asian Journal of Management, 9(1), 697-701.

Bititci, U., Cocca, P., & Ates, A. (2016). Impact of visual performance management systems on the performance management practices of organizations. International Journal of Production Research, 54(6), 1571-1593.

Khan, Y. (2018). Strategic Human Resource Practices and its Impact on Performance towards Achieving Organizational Goals.

Waddock, S., & Bodwell, C. (2017). Total responsibility management: The manual. Routledge.

Varela, A., & Ramoju, M. (2018). U.S. Patent Application No. 15/386,882.

Ellis, M. (2016). U.S. Patent No. 9,401,098. Washington, DC: U.S. Patent and Trademark Office.

McCown, P. M., Conway, T. J., & Jessen, K. M. (1991). U.S. Patent No. 5,067,099. Washington, DC: U.S. Patent and Trademark Office.

Subject: HRM

Pages: 4 Words: 1200

HRM6000 DQ

HRM 6000 DQ

LaRae Laurent

South University

Human Resources, Competitive Advantage and Global Talent

Introduction

In the modern era of globalization, the business environment is becoming highly competitive with centralized organizational hierarchies and strict HRM policies regarding global talent. In the wake of such contemporary Human Resource issues; this paper will analyze a correlation between a competitive strategy, the structure of an organization, and an HRM orientation. Moreover, it will also put a spotlight on a comparison and contrast between an emerging market and a developed market.

Discussion

Competitive strategy, organizational structure, and HRM orientation

In a world where capitalism is at its peak, firms are required to have some unique advantage over their business rivals in a fiercely competitive global market. For this purpose, MNCs should look to expand their business in other nations based on their reputation in the home country. This will give them a competitive advantage regarding global synergy between diversified personnel working across the world as the firm integrate its business operations (Vance & Paik, 2015). Moreover, a larger firm will enjoy different economies of scale which will reduce the overall average costs of MNCs.

Moreover, MNCs can design a global organizational structure that will give them a competitive advantage in the form of having a unified cross-cultural team which can assist each other across the borders to provide competition to the local markets. Having separate structures for every outlet may divide the same MNC in strategy-making and executing policies. An integrated organizational structure on a global level allows the business to act as a corporate empire which can stay unchallenged for a longer period.

The above described competitive strategy and a global organizational structure have a high correlation with the HR practices within a firm. Corporations design HR policies according to the organizational structure and its strategies. A global strategy will enforce the HR orientation to be highly ethnocentric as the MNC will work on to expand on a belief that the people and culture of the other nations they are going to operate in will be inferior to them (Vance & Paik, 2015). They will try to impose their values and culture on the native people of other nations while favoring their race, religion, and beliefs against those of the hosts.

Emerging Market and a Developed Market

An emerging market describes those nations which are the fastest growing economies of the world (Parboteeah & Cullen, 2017). Although not entirely developed, countries in the emerging market tend to have more investment opportunities with fewer labor costs. The GDP of such countries is considered as mediocre where it is not on the extreme points of either side but instead fall somewhere in the middle. These countries tend to be progressive enough to be considered fully developed within the coming years in the future.

On the other hand, a developed market pinpoints those states that have strong economic foundations and are advanced in the business sector (Parboteeah & Cullen, 2017). This market emphasizes the growth of the tertiary sector that feature service-based businesses. The employment percentage is on a high side where people enjoy work incentives on a high pay scale. Therefore, the living standard of the population in a developed market is better than the rest of the world.

Conclusion

This paper will assist the HR experts to extract knowledge regarding the contemporary challenges HRM faces in today’s world. Thus in this regard, a global competitive strategy and a possible organizational structure were presented to counter the modern-day issues faced by HR professionals across the globe. In conclusion, emerging and developed markets were compared with each other along with their features to depict how diverse the economy of the world is in the era of globalization and capitalism.

References

Parboteeah, K. P., & Cullen, J. B. (2017). International Business: Perspectives from developed and emerging markets. Routledge.

Vance, C. M., & Paik, Y. (2015). Managing a global workforce. Routledge.

Subject: HRM

Pages: 2 Words: 600

HRM6000 Project 2

HRM6000 Project 2

LaRae (First M. Last)

School or Institution Name (University at Place or Town, State)

World Trade Organization

The World Trade Organization is an intergovernmental regulatory organization for international trade. It started its operations on 1 January 1995 under an agreement known as Marrakesh Agreement. This agreement was signed by 124 nations on April 15, 1994. The agreement replaced GATT, General Agreement on Tariffs and Trade. WTO is the only global organization, which deals with the rules of trade between nations. Its operations are driven by the WTO agreements signed and negotiated by numerous trading nations and their parliaments ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"RQdKUN1b","properties":{"formattedCitation":"(\\uc0\\u8220{}What is the WTO?,\\uc0\\u8221{} n.d.)","plainCitation":"(“What is the WTO?,” n.d.)","noteIndex":0},"citationItems":[{"id":2,"uris":["http://zotero.org/users/local/svENvmyw/items/BXQLQPGB"],"uri":["http://zotero.org/users/local/svENvmyw/items/BXQLQPGB"],"itemData":{"id":2,"type":"webpage","title":"What is the WTO?","abstract":"The World Trade Organization (WTO) is the only global international organization dealing with the rules of trade between nations. At its heart are the WTO agreements, negotiated and signed by the bulk of the world’s trading nations and ratified in their parliaments. The goal is to ensure that trade flows as smoothly, predictably and freely as possible.","URL":"https://www.wto.org/english/thewto_e/thewto_e.htm","language":"en","accessed":{"date-parts":[["2019",1,26]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (“What is the WTO?,” n.d.). The aim of WTO is that global trade flows smoothly and free. The WTO prohibits discrimination between trading companions; however, it provides exceptions for national security, environmental protection, and other important goals.

Analyze China’s admittance into the WTO

China became a member of WTO on December 11, 2001. After China's admittance, long process of negotiations was needed as China's economy had to face a lot of changes. These changes signified China's deeper integration into the world economy. The US played an important role in China's admittance into WTO and strongly favoured an open system. China was flourishing and could be a great market for the US made good and services. From 1996 to 2001, US imports from China doubled. The US imposed certain conditions on China, and hence admission to WTO had many positive and negative concerns for China.

The conditions imposed on China created difficulties for China and conflicted with Chinas earlier economics Strategies. Admission in WTO meant that China had to take part in the trade as per the rules it did not make. In addition, China's admission can be considered a multilateral achievement. China initially agreed to all the harsher conditions when it joined WTO than the other developing countries. When China joined WTO, foreign investment was allowed, and service sector flourished. Furthermore, restrictions on wholesale and retail also vanished. China also had to deal with the concerns regarding intellectual property and transparency that was underlined by accession to WTO.

Pros and Cons of the WTO

World Trade organization has many pros such as it helps to remove the barriers of trade among different nations and to ensure that the trading activities are according to certain rules and regulations. The organization is dedicated to handling disputes among different nations that the trading countries may face. Rules governed by WTO has made international and global trade convenient and has contributed towards reducing the cost of living of participating nations ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"grLHEvor","properties":{"formattedCitation":"(Subramanian & Wei, 2007)","plainCitation":"(Subramanian & Wei, 2007)","noteIndex":0},"citationItems":[{"id":10,"uris":["http://zotero.org/users/local/svENvmyw/items/NJ6JE4QZ"],"uri":["http://zotero.org/users/local/svENvmyw/items/NJ6JE4QZ"],"itemData":{"id":10,"type":"article-journal","title":"The WTO promotes trade, strongly but unevenly","container-title":"Journal of international Economics","page":"151-175","volume":"72","issue":"1","author":[{"family":"Subramanian","given":"Arvind"},{"family":"Wei","given":"Shang-Jin"}],"issued":{"date-parts":[["2007"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Subramanian & Wei, 2007). By promoting international trade, it ensures that the customers worldwide have a variety of choice in the products and services. Trade among the nations raises the income of different nations and help them improve their GDP's. WTO is contributing towards the increase in economic growth of different states and encourages countries to diversify their products and services. Other benefits of WTO includes that it creates policies and rules to follow for the trading countries, encourages governments to ensure good governance and saves governments from lobbying.

The cons of WTO includes that it is undemocratic in many ways. WTO fails to guarantee the security of nations. WTO deals mainly with the governments and their interests, and hence it does not protect the rights of consumers. It is often accused of destroying environments as it encourages governments to build industries and set up plants at the expense of the environment and nature. Towards the developing countries, some of the trade rules by WTO are unfavorable due to the weak influence of developing countries. In this way, it hinders developing economies from growth. A lot of countries fail to make progress as they are tied to lobbying. WTO rules mostly favor multinational corporations and remaining companies remain unsuccessful. In addition, it is overshadowed by the other agencies such as TIPP. It is being observed that WTO protects and care for larger corporations and developed countries rather than small and medium corporations.

What is ILO?

The International Labor Organization is the United Nations agency responsible for creating international labor laws and standards and promotes social protection and work opportunities for all. It is the only tripartite UN agency, which brings together governments, agencies, employers, and states. It is responsible for making rules and regulations and devises programs that ensure a decent working environment for all men and women ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"xGzfMQac","properties":{"formattedCitation":"(\\uc0\\u8220{}About the ILO,\\uc0\\u8221{} n.d.)","plainCitation":"(“About the ILO,” n.d.)","noteIndex":0},"citationItems":[{"id":4,"uris":["http://zotero.org/users/local/svENvmyw/items/XQZ3G7PR"],"uri":["http://zotero.org/users/local/svENvmyw/items/XQZ3G7PR"],"itemData":{"id":4,"type":"webpage","title":"About the ILO","URL":"https://www.ilo.org/global/about-the-ilo/lang--en/index.htm","language":"en","accessed":{"date-parts":[["2019",1,26]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (“About the ILO,” n.d.).

Role of the ILO and the impact it has on CSR.

According to the mission of ILO, it exists with the aim to provide a decent working environment for all the workers. It promotes social security, protection, and employment opportunities. To achieve its mission, it provides technical support to different countries and nations with the help of its development partners. The ILO plays a supervisory role as it monitors the implementation of ILO conventions ratified by its member states. ILO defines CSR as a way in which an organization gives consideration to the impact it produces on society. CSR is the voluntary adoption of responsible conduct and going beyond the legal responsibility of an enterprise. The ILO plays an important role in CSR because the labor standards and social dialogues are the crucial concepts of CSR and it is what the core business of ILO is.

The social responsibility and its contribution towards the working agenda have always been a central part of ILO efforts. CSR is a crucial way in which in which organizations affirm their values and principles, in their own internal ways as well as their interaction with other players. During 2006-07, ILO implemented an InFocus initiative, which is focused on ILO’s leadership in promoting CSR practices and policies ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"CQM2OwJB","properties":{"formattedCitation":"(\\uc0\\u8220{}Corporate Social Responsibility (CSR),\\uc0\\u8221{} 2009)","plainCitation":"(“Corporate Social Responsibility (CSR),” 2009)","noteIndex":0},"citationItems":[{"id":6,"uris":["http://zotero.org/users/local/svENvmyw/items/FKKN22GM"],"uri":["http://zotero.org/users/local/svENvmyw/items/FKKN22GM"],"itemData":{"id":6,"type":"webpage","title":"Corporate Social Responsibility (CSR)","genre":"Document","URL":"http://www.ilo.org/empent/Informationresources/WCMS_101253/lang--en/index.htm","language":"en","issued":{"date-parts":[["2009",1,1]]},"accessed":{"date-parts":[["2019",1,26]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (“Corporate Social Responsibility (CSR),” 2009). This initiative sets ILO’s role in implementing labor standards and promoting social dialogues and help countries implementing good policies in this regard.

Evaluate the pros and cons of the ILO

ILO is an agency focused on labor standards, and hence it is focused on developing people as human beings. It treats labor as valuable human beings and provides a decent path to work towards their protection. It presents a global legal structure which provided fair and stable globalization. These standards allow economic growth by offering a stable work environment and offers a comparative advantage ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"T7aCvEQc","properties":{"formattedCitation":"(Busse, 2002)","plainCitation":"(Busse, 2002)","noteIndex":0},"citationItems":[{"id":8,"uris":["http://zotero.org/users/local/svENvmyw/items/KWZIY4RR"],"uri":["http://zotero.org/users/local/svENvmyw/items/KWZIY4RR"],"itemData":{"id":8,"type":"article-journal","title":"Do labor standards affect comparative advantage in developing countries?","container-title":"World Development","page":"1921-1932","volume":"30","issue":"11","author":[{"family":"Busse","given":"Matthias"}],"issued":{"date-parts":[["2002"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Busse, 2002). ILO assists the governments and employees to avoid the temptation of considering labor standards. In addition, it acts as a safety net for the organizations in times of economic crisis. It ensures the stability in the labor markets by setting out fair prices in the labor market. ILO is the outcome of international knowledge and expertise of a number of people, government and regulatory bodies, which shows the international consensus on solving a particular labor issue. The standard legal character allows the application of this expertise as part of the body of international law.

ILO serves the employers and labors by providing standards, but at the same time, it has some demerits in certain conditions. Some of these include the enforceable labor standards in the global economy can also be pursued on a regional level. Some organizations play the same role as ILO such as NAFTA and NAALC. The labor standards developed by ILO lacks penalties and powers. Therefore, compliance is dependent on violator’s publicity. International Labor standards sometimes are seen as demanding high costa and hence obstructs the economic development in the short run.

References

ADDIN ZOTERO_BIBL {"uncited":[],"omitted":[],"custom":[]} CSL_BIBLIOGRAPHY About the ILO. (n.d.). Retrieved January 26, 2019, from https://www.ilo.org/global/about-the-ilo/lang--en/index.htm

Busse, M. (2002). Do labor standards affect comparative advantage in developing countries? World Development, 30(11), 1921–1932.

Corporate Social Responsibility (CSR). (2009, January 1). [Document]. Retrieved January 26, 2019, from http://www.ilo.org/empent/Informationresources/WCMS_101253/lang--en/index.htm

Subramanian, A., & Wei, S.-J. (2007). The WTO promotes trade, strongly but unevenly. Journal of International Economics, 72(1), 151–175.

What is the WTO? (n.d.). Retrieved January 26, 2019, from https://www.wto.org/english/thewto_e/thewto_e.htm

Subject: HRM

Pages: 4 Words: 1200

Human Resource

Workplace Compensation and Benefits

[Author Name(s), First M. Last, Omit Titles and Degrees]

[Institutional Affiliation(s)]

Author Note

[Include any grant/funding information and a complete correspondence address.]

Workplace Compensation and Benefits

Response 1

Our organization emphasizes on the human resource and effectiveness by utilizing the maximum resources available. For our organization, employees are the main resource through which the objectives can be achieved. My previous organization was an NGO, where we were only paid monthly, and there was no other compensation for our work. Whereas, my current workplace is providing compensations based on our behavior, quality work, attendance, and punctuality. While the plan for the compensation is fair because it is based on the efficient work of the employee and there is no bias in the plan. Compensation is important to determine the satisfaction levels of the employees in the organization ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"DaIQwmZn","properties":{"formattedCitation":"(Mabaso, 2018)","plainCitation":"(Mabaso, 2018)","noteIndex":0},"citationItems":[{"id":112,"uris":["http://zotero.org/users/local/smYQhi21/items/6JQFFMZZ"],"uri":["http://zotero.org/users/local/smYQhi21/items/6JQFFMZZ"],"itemData":{"id":112,"type":"article-journal","title":"Impact of Compensation and Benefits on Job Satisfaction","container-title":"Research Journal of Business Management","volume":"11","source":"ResearchGate","journalAbbreviation":"Research Journal of Business Management","author":[{"family":"Mabaso","given":"Calvin"}],"issued":{"date-parts":[["2018",6,24]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Mabaso, 2018). When organizations meet the needs of the employees, their satisfaction level at the workplace is increased and this results in the efficiency of the organizations.

Response 2

My present workplace, when compared to the previous one, is better because both were private companies with the same nature of work, but it had no compensation and benefit plans. We the employees used to work under the pressure of a boss, and we were not provided with the facilities which we have now. However, there are some companies in the industry which are providing compensation to its employees but not all of the companies compensate. Companies which provide compensations, improve in a short time because the employees are encouraged to work and they are satisfied with their working environments

Response 3

In Human Resource Management, employee compensation plans are important and have many benefits like employee efficiency and achievements of objectives. However, the compensation plan of the company can be improved by introducing the fringe benefits which include, lunch, insurances, flexibility in working environments and a comfortable working environment to the employees ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"PDpvWKUh","properties":{"formattedCitation":"(Karia & Omari, 2015)","plainCitation":"(Karia & Omari, 2015)","noteIndex":0},"citationItems":[{"id":116,"uris":["http://zotero.org/users/local/smYQhi21/items/2H5BXAZT"],"uri":["http://zotero.org/users/local/smYQhi21/items/2H5BXAZT"],"itemData":{"id":116,"type":"article-journal","title":"Importance of Compensation and Benefits on Performance of Public Water Utilities in Tanzania","container-title":"African journal of business management","page":"2518-312","volume":"1","source":"ResearchGate","abstract":"This study was conducted to determine the importance of compensation and benefits on performance of public water utilities in Tanzania. Probability and none probability techniques was applied in this study and both correlation and descriptive research designs were used. The study targeted a population of 1355 employees of the five selected public water utilities. A sample size of 417 was obtained by the use of Krejcie and Morgan formula (1970). Questionnaire, focus group discussion and interview instruments were used for data collection. Data analyzed by descriptive and inferential statistics with the help of the SPSS Version 20.0. The results revealed that there is a statistical significant relationship between compensation and benefits with organizational performance. Correlation correlated at r(370)= 0.505**, p<0.01 signified that compensation and benefits practices are positive predictors of performance of the public water utilities. The study recommends that financial, non-financial, tangible and intangible compensation should be effectively realized to the public water utilities employees' so as to enhance performance of both employees and organization.","journalAbbreviation":"African journal of business management","author":[{"family":"Karia","given":"Adam"},{"family":"Omari","given":"Stella"}],"issued":{"date-parts":[["2015",1,1]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Karia & Omari, 2015). The maximum number of compensations would subject the company towards success as this can attract the employees to work with honesty and work efficiently.

References

ADDIN ZOTERO_BIBL {"uncited":[],"omitted":[],"custom":[]} CSL_BIBLIOGRAPHY Karia, A., & Omari, S. (2015). Importance of Compensation and Benefits on Performance of Public Water Utilities in Tanzania. African Journal of Business Management, 1, 2518–312.

Mabaso, C. (2018). Impact of Compensation and Benefits on Job Satisfaction. Research Journal of Business Management, 11.

BIBLIOGRAPHY

Subject: HRM

Pages: 1 Words: 300

Human Resource

Alessandro Cicinelli

[Name of Instructor]

HRM

23 April 2019

Why we should love HR

Introduction

The Human Resource (HR) is an essential part of organizations that plan, coordinate and execute the administrative functions efficiently. They make strategic planning through consultation with the executives and convey the information to employees. The department looks into recruiting, training and maintaining positive relationships among the workforce. The department work under the employment laws and strictly follow organizations rules and regulations. The HR professionals make sure to select the most talented people for the job and strategically utilize the organizational resources to achieve the underline objectives. They tend to maintain strong ethics and values in the organization, thus the new candidates recruited, immediately adapt to the culture.

Discussion

The human resource department and the role of professionals have largely changed in the past years. Earlier the department has few roles, where they were working under strict autocratic culture. Recently, the role of the human resource department has transformed into organizations and they are responsible for performing multiple tasks. They are involved in the recruitment and selection of eligible candidates. They are responsible for the critical challenge of choosing the best fit for their post. If a person does not suit a post, it becomes quite difficult for HR to reschedule the process and choose another candidate. They also appreciate recruiting talented new graduates who are energetic and hard working. Unlike before where the department would look into the experience of employees to perform the traditional tasks. Now the department focuses on individuals who could provide more innovative ideas to the department and bring constant improvement. The department is now associated to get the brightest people on the table. The HR personnel has a proper educational degree and are proficient in their field. They do not look for a candidate who can merely perform the duty. The HR also focuses on the accurate advertisement of the job rather than false payrolls, and compensation, thus makes it easier for candidates to choose whether to apply or not.

The HR department encourages employees with effective communication skills. They provide maximum information about the organization to follow the determined work ethics and laws carefully. The provide occupational safety, fair labor working conditions, leaves, and bonuses, thus keep the employees motivated and loyal to their work. The HR department now takes more open-minded approaches to in order to fulfill the need of their employees as well as to protect the corporate assets of the company. They practice uniformity among their staff members and appreciate them for better performance. They also provide extra bonuses and rewards which makes the employees more competitive and productive (Armstrong).

Organizations in the globalized world are highly focused on employee training to make them knowledgeable about new techniques. It is also very crucial for the organization to keep themselves updated with the latest technologies. Thus, HR constantly provides training for its employees to increase their productivity. The reputation of the company is highly based on the HR department, they consistently motivate the employees for better performance. Also, acknowledge and reward the best employees for their outstanding performance. HR makes the hiring and training of employees. They make sure that employees are highly skilled and are provided with all the essential training. Thus, HR do not have to dictate the work on a daily basis. Also, in most organizations, HR provides extra training to develop strong communication skills in the employees. They focus on networking and strong bonds within the organization that results in greater cooperation among employees. HR also makes sure no one leaves the company (Cascio).

The most critical job of HR is not limited to solve issues among the employees but to work collectively with them to achieve organizational goals. The time has gone where HR would develop strategies, now all the issues are catered collectively. Employees are involved in the planning process of any new project, thus it represents the choice of the majority of people. The HR is responsible to include everyone in the planning process and take their confidence. It increases employee commitment towards the job and also maximizes the profitability of the organization. HR improves the connection between employees and the authorities. They also work hard to maintain customer loyalty and increase their demand for particular products. HR is not only related to their department but work collectively to satisfy all the employees as well as customers. They disseminate all the information within the organization and work towards more inclusive decision making rather than imposing their priorities on employees (Noe).

They also conduct performance appraisals which reflects the ideas of employees about the organization. They monitor the performance of their employees and make efforts to make them more productive. They also take care of the internal and external affairs of the organization and fulfill the demands and needs of employees. The HR departments encourage diversity in their organizations where they can have employees from different cultures and backgrounds. Thus, providing more innovative ideas and opinions for performance.

Conclusion

The HR department encourages diversity and works devotedly to include employees from diverse backgrounds. Unlike earlier, when employees were being discriminated on the basis of race and culture, the HR department strict rejects discrimination. This tends to provide greater work satisfaction to employees rather them overburdening them with work. They emphasize work-life balance to maintain the employees healthy and productive. In a nutshell, HR is considered as the backbone of organizations. Where they are involved in all the functions and direct employees to achieve the organizational goals.

Work Cited

Armstrong, Michael. A handbook of human resource management practice. Kogan Page Publishers, 2006.

Cascio, Wayne F. Managing human resources. McGraw-Hill, 2015.

Noe, Raymond A., et al. Human resource management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education, 2017.

Subject: HRM

Pages: 3 Words: 900

Human Resource

Diversity Training

[Institutional Affiliation(s)]

Author Note

Components of the diversity training program

Diversity training is an effective training program which is designed to facilitate constructive group interaction, to reduce discrimination and prejudice, and to educate the individuals how to treat the people with different backgrounds, and how to work together successfully.

Mentioned below are five important components of an effective diversity training program.

Tailored Training

Along with the strong support and commitment from the management, a successful training program also depends upon proper utilization and allocation of the workforce. Tailored training is the first and most important component of diversity training. Every organization has a different culture, and to meet the specific needs of the organizational programs, a tailored workforce will guide, what type of diversity training an organization needs.

Strategies

Diversity training is not supposed to be a one-day training. It takes time to educate your employees to understand the culture of the organization and to work with the people of diversified values, beliefs, behaviors, and attitudes. Training department should make strategies/ policy that dictates equality and non-discriminatory performance appraisal. Top strategies also include community outreach programs covering internships, scholarships, and systematic career guidance.

Approaches

The diversity training programs must be integrated with the existing culture and values of the organization. Human Resource management should ensure the training of all the employees as well as upper-level management staff regarding procedures of accountability. Diversity training is not effective if there is a culture of consistent training instead of an integrated approach, and aggressive diversity strategy for minority employees

Evaluation

The success of diversity training is mostly dependent on ongoing evaluation programs. Employees should be clear and focused on their short and long-term goals, and well informed about the overall strengths and weaknesses of the program. They must keep the record of their failure and success to evaluate the training program. This will help them to gain support from other similar programs and fight against the critics.

Consideration

Diversity training programs should be intentional and well structured. The training programs should be focused to enhance the diversity prospects with promotions, and prepare the senior management to lead the diverse team. The curriculum for the training must include ethnicity, race, sexual orientation, ideology, and, most importantly, religion.

In a diversity training program, training methods, characteristics of trainers regarding race, sexual orientation, ethnicity, cultural background, and the response of trainees are equally important for its success and effectiveness ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"JAjNrYSN","properties":{"formattedCitation":"(Holladay and Qui\\uc0\\u241{}ones 2008)","plainCitation":"(Holladay and Quiñones 2008)","noteIndex":0},"citationItems":[{"id":362,"uris":["http://zotero.org/users/local/55bqtMd8/items/A8PHWUSV"],"uri":["http://zotero.org/users/local/55bqtMd8/items/A8PHWUSV"],"itemData":{"id":362,"type":"article-journal","title":"The influence of training focus and trainer characteristics on diversity training effectiveness","container-title":"Academy of Management Learning & Education","page":"343-354","volume":"7","issue":"3","author":[{"family":"Holladay","given":"Courtney L."},{"family":"Quiñones","given":"Miguel A."}],"issued":{"date-parts":[["2008"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Holladay and Quiñones 2008).

One of the most important components to be included in the diversity training plan is to "communicate the value of every employee." Leader of an organization should make everyone feel equally important for the team. This will help to communicate the value of every employee within the workplace ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"rua5tfzG","properties":{"formattedCitation":"(Diversity and Inclusion: How to Value Diverse People and Organizations n.d.)","plainCitation":"(Diversity and Inclusion: How to Value Diverse People and Organizations n.d.)","noteIndex":0},"citationItems":[{"id":363,"uris":["http://zotero.org/users/local/55bqtMd8/items/5QG2R68G"],"uri":["http://zotero.org/users/local/55bqtMd8/items/5QG2R68G"],"itemData":{"id":363,"type":"webpage","title":"Diversity and Inclusion: How to Value Diverse People and Organizations","URL":"https://managementhelp.org/interpersonal/multicultural-diversity.htm","accessed":{"date-parts":[["2019",10,25]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Diversity and Inclusion: How to Value Diverse People and Organizations n.d.).

References

ADDIN ZOTERO_BIBL {"uncited":[],"omitted":[],"custom":[]} CSL_BIBLIOGRAPHY “Diversity and Inclusion: How to Value Diverse People and Organizations.” https://managementhelp.org/interpersonal/multicultural-diversity.htm (October 25, 2019).

Holladay, Courtney L., and Miguel A. Quiñones. 2008. “The Influence of Training Focus and Trainer Characteristics on Diversity Training Effectiveness.” Academy of Management Learning & Education 7(3): 343–54.

Subject: HRM

Pages: 1 Words: 300

Human Resource Management

[Name of the Writer]

[Name of Instructor]

[Subject]

[Date]

Human Resource Management

Abstract

Organizations are having Human Resource Managaemnt department that recruits, selects, induct employees, provid orientation and train them for developing effective skills in them for increasing their performance. In human resource management there comes a number of functions such as careful planning, organization of tasks, directing and controlling others for producing positive change. A close link could be witnessed between strategies of HRM, cooperative behavior of employees and their productivity. HRM also have to align practices, with employees so that they could deliver better performance. HR department addresses multidimensional characters and various outcomes are linked with HR practices. This paper reviews various perspectives of experts who in their studies claimed that HR is directly influencing how well the management would performance if recruitment and training of the employees would be done properly. HR helps in the transformation of personal characteristics into performance by inculcating a sense in employees how they could be a productive part of any organization.

Introduction

With time and awareness, there has been witnessed a significant increase in the institutions and organizations that are gathering, keeping, storing and analyzing data of the Human Resource Information System. A radical change in the working of organizations has been observed with the emergence of HR that design strategic approaches that define clear dimensions for the employees and organizational operations. Impact of HR practices on organizational performance has been a widely researched area for years now which points towards the role played by HR. A human mind exists behind the production of every product or service. Without the help of human beings and proper planning of execution designed plan no product or service could become successful. Fundamental resources for constructing anything is the human mind, selection of competent individuals and organization of the former two elements. Having skilled and competent employees is the desire of every organization and institute. In the five M’s of management (men, money, machines, materials, and methods) HRM deals with the first M that is men. Among all the five M’s, the first one (men) is not easy to handle. Men are not alike and have different thinking approach with which they behave differently under different situations showing their capability of working. Every individual is different from others and it becomes difficult for the management to design such diversity. Making a plan that would serve as the guiding light for all the individuals in difficult to make. HR could be looked upon as the only department that manages men and has the power to influence performance and working of the employees (Collings et al, pp. 1-23). One main role played by HR is, it directs the employees about their strengths and weakness after analyzing them and guide them how they could make the best use of their powers and how they could overcome their weaknesses. Employees lack the power of critical thinking and ability to decide what is good for them so HR is the department that defines ways for them keeping their capabilities into consideration.

Literature review

Human Resource Management is not a new concept but it's mounting popularity has drawn attention of various experts, specialists and researchers who have different perceptions about it. According to Jolanta, practices promoted and discouraged by HR are the determiners of the performance of an organization. She also claims that importance of HR could be understood by realizing the fact that institutes differ in their aims and objectives along with the difference in their style of managing human resources which are based on the desired employees' characteristics, behavior, and attitudes (Jaskiene et al, 775-780). Behavior of the employees is controlled by HRM organizational goals and strategies. According to another expert, Kepes and Delery, HR practices are looked upon as broad techniques of HR which make sure the implementation of the HRM policies. Wright in his research, claimed that the goals of organizations are achieved in the presence of HR guidance. HRM practices could be considered as the mean that increases skillfulness of employees and provide them an incentive as per their performance. HR skills, abilities, and knowledge are the key determinants that influence the performance of individuals. HRM practices and generic processes that influence behavior and performance of employees by understanding their abilities, provide them opportunities as per their competence and offer them incentives and compensation in accordance with their performance. Employees are also complied with by management for coming up to the expectations of the organization and authorities. Though various factors influence performance of an organization as per the research of Boselie and colleagues, selection of the effective and particular HRM practices could enhance the performance of the organizations as a whole.

David G Collings, sheds light on another important aspect of HRM that is talent with a particular focus on the polishing of the innate talents of employees that is naturally constructed. Connie Zheng believe that importance of Human Resource Management becomes evident in China as it is focusing on the formulation of the strategies that would help business is growing at a rapid rate. He also emphasizes on the responsibilities and roles that HR plays in making a business successful in any field. HR members are responsible for recruiting, screening, interviewing and placing workers at right positions in the company. Another major responsibility that come upon the shoulders of HR is maintaining a good relationship with employees and providing positive environment at the workplace. HR is also responsible for making payrolls of the employees and policies regarding their compensation and benefits. Administrative functions of an organization are planning, directing and coordinating strategies of Human resource management. HRM not only manages business and employee but also, assists employees for enchaning their productivity. Leaders of human resources evaluate performance of the employees and guide them about ways, they could adopt for enhancing their capabilities. HR also help employees in advancing their careers. Modern HRM rather than grading the performance of the employees on the checklist, helps them in defining areas that the employee could work upon for giving their best to the organizations.

They also define certain techniques and ways that employees could use for improving their performance. HRM not also just post ads and conduct the interviews for filling the job posts in their organization but also design the brands so that they could attract the right job candidates. They also try to make their workplace favorable for employees by winning their confidence (Scarbrough et al, 501-516). HR executive also keeps in consideration the culture of the organization and makes possible required changed so that employees could be provided with the best working environment. It also provide benefits to the employee so that more candidates could be attracted and out of them the best ones could be selected. HRM is responsible for legal pursuits. It is responsible for interpreting and enforcing labor and empowerment laws such as employment, opportunity, benefits, wages, work hour requirements and fair labor standards. It is the department that is also responsible for keeping a check on the changing of the laws and modification of the policies accordingly. It also keeps an eye on the harassment and discrimination complaints and makes sure that officials are going to obey all the laws and would not violate any labor regulation.

It has been witnessed that innovation and creativity are becoming more important in the success of many companies. HRM is famous for bringing innovation in organizations. According to Richard T. Rees innovation being brought by the HR is the change in culture of organizations with time as role of HR changed over time. Years back, HR was only performing few functions such as hiring of employees and making of their pay slips but at present a revolution could be seen in the role of HRM (Rees et al, 29-35). Innovation in any company could be brought only when it is supported by the HR practices and policies (McKeown et al, 173-174). There are different policies and practices that would bring innovation in the organization such as work autonomy, task composition, job demands, seeking feedback from the employees, management and the authorities, job security, job rotation, training and development and rewarding those who deliver best services and help in making organization the number one among all. A reward has been the best of the elements that bring innovation in the companies (Lamond et al, 6-16). Reward only works when an employee's behavior is impacted positively and in the right presence right conditions. HRM believes in bringing a radical change in the existing processes so that things could be turned in favor of the organization. Overall switching of the human resource data system could be looked upon as a new way of introducing innovation. Innovation and creativity could be looked upon as the key differentiator that makes companies stand out.

Engagement of employees is another major factor that shapes up the reputation of an organization. HRM plays a vital role in engaging employees and various elements help the HRM in engaging employees such as promoting the cultural values and mitigating the cultural differences so that employees could be provided social and cultural security. According to Alima Akthar, employee engagement though given much importance in the past few years still there is a need to promote the practices and policies that would increase employee engagement as it encourages the linkage between HR and employees. Employee engagement is the factor that could be used for measuring loyalty of employee with his job and organization. For retaining the top employees HRM has to engage the employee so that they would not leave the job. Employee engagement is considered one of the most important factors towards which the HRM pays attention as one's loyalty affects the productivity of the employees and wellness of the organization. Human resources staff wants the best employees to be engaged in such a way so that best benefits the company could get. HRM needs to promote positive employee engagement which means employees would be connected to their job and will willingly put extra effort for accomplishing company’s goals. HR is the main facilitator of employee engagement due to its equal approach to all the departments i.e. workers, managers and the executives. Planning and formulation of policies that would be effective for employee engagement is of great importance for HR. HRM could promote positive engagement by hiring employees on the cultural fit so that they would not be having any clash with that of the culture followed in the organization.

HRM also needs to promote communication among the employees and must remove the cultural and communication barriers. Safeguarding of the culture is another important factor that must be taken into consideration by HR for increasing employee engagement. HR has the duty of ensuring continuous communication by following values of the organization (Kepes et al, 385). By keeping the values of organization on the top of the agenda, HR being the mediator could promote communication as it would give the employees a feeling of belonging. This fact cannot be denied that HRM impact the organization as in the global competitive markets, successful organizations are likely to be staffed with good managers who could positively influence the working of the company. According to David Biggs and colleagues, organization is impacted by the policies and strategies of the HR as it has been seen that all the major and minor operations and responsibilities are performed by the HR so it could be looked upon as the only department of any organization that impact the organization the most. HR influence and impact the organization mainly by making the policies that would directly affect the workforce that is it’s backbone (Chimhanzi et al, pp. 73-98). It depends on HR whether it is going to plan strategies and policies that would work in favor of the employees or would go against them. If the HR policies would cast positive effects on the employees only than the delivery of the best services could be expected. On the other hand, if HR policies would be against employees their would be unable to deliver their best at the organization and would look for the organization where they would be having policies that would suit them.

According to Jacqueline Chimhanzi, there must exist a good relationship between the employees and authorities so that policies could be made by keeping in the considering the goals of the organization. For positive impacts, the HR would be making strategies that would in coordination with the aims of the organization. It could be seen that starting from the selection and appointment of employees in organization, all the major tasks are performed by HR so it won’t be wrong to say that HR is the main department that impacts every individual linked with the organization directly (Masum et al, 382-397). HR impact the organization by formulating and implementing policies that would influence all the departments of the organization. HR could impact the organization in two ways i.e. negatively and positively. If the organization is going to take out its time for guiding the employees of the bottom line organization, it would help them in improving their working. Effective HR strategies and policies are the key elements that attract, develop and maintain the talented and energetic workers, so that organizations could be put on the right track. HRM impact the business and the performance of the employees that work for accomplishing the company's goals.

Study and analysis of any subject have many benefits likewise it could be seen that there are multiple benefits of studying human resource management. The knowledge that one gets from the study of HRM as subject could use in practical life that would help in increasing the productivity as well as revenue of the company. Study of HRM is important for achieving business success by engaging a team. Study of the HRM helps in improving the turnover. It is important to hire the right person for the right job and for retaining employees, company would do anything as it would be difficult to train the new employee. Study of HRM is important for training and developing skills in employees so that they could be made an effective part of the organization (Burgess & John). Study of human resource management is important for improving the performance of the employees. It would teach how to motivate and push employees so that they could perform exceptionally well. HRM study would also help in controlling the budget of the organization. It would also teach how to control budgeting of the company and saving money so that in the end, the financial condition of the company would stand out. Employee satisfaction is an important factor so that they would behold in the company for longer. For having loyal employees, it is important to study HRM so that tactics could be learned for improving the performance of employees and organizations.

Conclusion

Taking a look at the above discussion, it could be said that with industrial development and growing competition, the role of human resource management in organizations is becoming more important. HRM is important for hiring, maintaining and enhancing the performance of the employees. Over time, there has been witnessed a change in HRM as the growth of companies are depending upon the effectiveness of the HRM personnel. The evolution in HRM could be observed by taking into account roles that HRM is performing nowadays. There are several benefits of having competent HRM personnel that would help in shaping up the reputation of the organization. HR also helps in positively engaging the employees and providing them guidance so that they could secure a good position in the organization. So, as a whole, it could be promulgated that human resource management is playing a key role in appointing talented and skillful employees so that set targets of an organization could be achieved.

Works Cited

Burgess, John, et al. "The changing world of the temporary worker: the potential HR impact of legislation." Personnel Review (2006).

Chimhanzi, Jacqueline. "The impact of marketing/HR interactions on marketing strategy implementation." European Journal of Marketing 38.1/2 (2004): 73-98.

Collings, David G., Geoffrey T. Wood, and Leslie T. Szamosi. "Human resource management: A critical approach." Human Resource Management. Routledge, 2018. 1-23.

Jaskiene, Jolanta. "HRM practices enhancing research performance." Procedia-Social and Behavioral Sciences 213 (2015): 775-780.

Kepes, Sven, and John E. Delivery. "HRM systems and the problem of internal fit." Oxford Handbook of Human Resource Management, The (2007): 385.

Lamond, David, and Connie Zheng. "HRM research in China: looking back and looking forward." Journal of Chinese Human Resources Management 1.1 (2010): 6-16.

Masum, Abdul Kadar Muhammad, Md Abul Kalam Azad, and Loo-See Beh. "The role of human resource management practices in bank performance." Total Quality Management & Business Excellence 27.3-4 (2016): 382-397.

McKeown, Tui. "The role of HRM in generating Innovation & Creativity–helping or hindering??." Journal of Management & Organization 25.2 (2019): 173-174.

Rees, Richard T. "The role of HR in organizational development and innovation." Employment Relations Today 33.4 (2007): 29-35.

Scarbrough, Harry. "Knowledge management, HRM and the innovation process." International journal of manpower 24.5 (2003): 501-516

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Subject: HRM

Pages: 9 Words: 2700

Human Resource Management

Human Resource Management

[Author Name(s), First M. Last, Omit Titles and Degrees]

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Author Note

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Human Resource Management

Introduction

In today’s business world, it is enough to have Human Resource Management for the purpose to make records of employees’ leaves and keep attendance records. While the role of Human Resources Management is more than just important in today's organizations and the business world. This is so important because many areas are there which would or could be left uncovered and weak when the HRM and the department are kept so limited. Hence it is very important to transform Human Resources Management from being primarily administrative and operational to becoming a more strategic partner.

This research paper is aimed to cover the concept of HRM, put a light view on the activities and core objectives of Human Resources Management. While mainly it is concerned about to cover the reasons why is it important for HRM to transform from being primarily administrative and operational to becoming a more strategic partner. Furthermore, the paper also provides a background of the history of Human Resource (HR) and ensures to provide information about Starbucks Coffee Company that the performance index of the HR Department is 8.963. The information from Starbucks is given for supporting the arguments, concepts or ideas, and opinions about the main point.

It is important to describe the concept of HRM before proceeding to the main concern or topic of the research paper. Hence the concept and meaning of Human Resources Management are described with sufficient details below.

Human Resources Management

Human Resources Management is part of organizational management. Human Resources Management is the process and management that is associated with the management of human resources of an organization or business. The meaning and concept of Human Resources Management are very broad and wide when it is discussed under the entire management or specified management of human resources. In short, Human Resources Management is the approach that is mainly aimed to ensure the internal management of a business or organization.

Human Resources Management is the practice and process that is used to recruit, hire, deploy, and ensure the management of employees of an organization or business or company. Specifically, it is referred to as the concept of human resources. While it is typically concerned about the management of that human resources. There are many activities a Human Resources Management Department of an organization performs. But the common and key activities of the Human Resources Management Department of an organization include creating, putting into effect, and overseeing the policies and procedures that are aimed to govern the employees and the relationship between the organization, organizational objectives, and employees.

The term Human Resources Management has been used for the first time in the 1990s. While, the concept of Human Resources Management got a wider acceptance and application in the early years of the 60s decade (1960) (Langbert, & Friedman, 2002). The concept was firstly meant to describe the individuals or people who work for an organization, to integrate.

In detail, the history of HRM starts round about the early days of the nineteenth century when the welfare officers or secretaries came into being. Those officers were women who were concerned about protecting the rights of women and girls. At that time, their creation was recreation to the Harshness of industrial cases and conditions. Beyond that, their creation was also a recreation to the pressure from the extension of the franchise, influences of labor movements and trade unions, and campaigning of enlighten employers or owners. With time, the role started growth and led to some concerns between the women’s rights protection and the need for high output.

The historical developments in the HRM also has enough credible contribution to the growth and enhancement of the concept of HRM. After WWI the women had been hired in industries and corporation that is reaching to the agreement with trade unions. At the time, women were mostly unskilled (Langbert, & Friedman, 2002). Hence different tactics were required to develop them, make them skilled and manage them to get the outcomes. So from that time (around 1920-30), the concept of Human Resources and Human Resource Management, Labour Manager, and Employment Manager had been introduced to engineer industries. While WWII brought about welfare and personnel work on a full-time basis at all establishments producing war materials. After that, in the 1960s and 1970s employment began to mature expressively. At a similar period workforces practices industrialized by concepts and theories from the social sciences regarding management, motivation, and organizational behavior. After a decade round the mid-80s, the term ‘Human Resource Management’ inward from the United States. The term ‘Human Resources’ is an attention-grabbing concept as it appeared to propose that workers stood as a strength and asset or resource-like machinery, but at a similar stage HR also seemed to highlight employee assurance, commitment, and motivation (Langbert, & Friedman, 2002).

The concept of Human Resources Management is an employee management approach with an emphasis on the personnel of the organization as an asset. In this context, employees of an organization are preferred to the human capital of the organization. With other business objectives such as financial returns, business growth, and increasing market share or sales, etc. the goal of Human Resources Management is to make the best possible use of the human capital of the organization such as Starbucks, reduce the level of any risk associated with the human resource or capital, and maximize return on investment on this particular asset.

In the modern era, the concept and terminology of Human Resources Management can be seen as a more frequent term than it had been used in the past times. Hence, in the modern business world and the modern terminology and context, the objectives of Human Resources Management are also very crucial and significant when it comes to their role and impacts on an organization’s growth and success, etc. (Levashina, & Campion, 2009). Some of the objectives and practices that Human Resources Management can be found involved and engaged in are described below.

Objectives and Practices of Human Resources Management

Societal Objectives

One of the common objectives of Human Resources Management is concerned about the measurement that put into a place that responds to the social and ethical needs and challenges of the employees of the company as well as the company itself. This includes legal issues such as equal pay for employees and equal employment opportunities etc.

Organizational Objectives

To achieve the organizational objectives, Human Resources Management takes actions for the purpose to help to make sure the credibility and efficiency of the employees and organizations like Starbucks. To cater to these concerns, the activities and practices include training and development of employees, ensuring to hire or hiring the right talent for the organization for the specific position or task, and developing and maintaining high-level satisfaction and retention (Lawler, 2008).

Functional Objectives

Here, the processes and guidelines are used for the purpose to ensure that the functioning of the Human Resources is fine within the organization. In this, the activities mainly include ensuring that every human resource is being allocated to its highest level potential.

Personal Objectives

The resources are utilized for the purpose to support and assist the personal concerns and objectives of each of the employees. This mainly includes offering opportunities for growth, development, learning, education, skills enhancement, and career development as well as maintaining the satisfaction of all employees or human resources or assets (Lawler, 2008).

HR Management as Administrative and Operational to a Strategic Partner

Almost every part of an organization can be found on both low and high levels in the organization such as Starbucks. It means that the departments of an organization are engaged in and perform different activities that range from low-level management to high level and important organizational management. The same is the case with Human Resources Management. It means that Human Resources Management can be seen approached in different functional ways. Human Resources Management can be witnessed performing all of the administrative activities associated with internal management (Lawler, & Mohrman, 2003). Here, Human Resources Management simply performs and facilitates the paperwork that involves practices and tasks such as hiring new employees for Starbucks and managing other activities such as handling the insurance of employees’ compensations. While on the other side, Human Resources Management works as a strategic partner or contributor to the management of Starbucks. In this way, Human Resources Management is seen engaged in the process and practices that have a direct relation with Starbucks’s growth and success. In this role of working as a strategic partner and contributor, Human Resources Management gets huge importance and takes up key roles as well as have highly critical operations to perform. Apart from this, the transformation of the function of the Human Resources Management into a strategic partner would lead to and take the workforce strategies to the next and a high level (Levashina, & Campion, 2009). In this, it shifts the workforce strategies to the level where it is increasing the value of the human resource or capital to accrue distinctive competitive advantages.

In short, there are many reasons because of which the transformation of Human Resources Management from an administrative and operational to a more strategic partner. Hence some of these reasons are as follows.

Competitive Advantages

Executive Sessions

Labor Cost Efficiency

Legal Compliances

Competitive Advantages

The transformation of Human Resources Management to a strategic partner of the organization is important due to several concerns. A strategic Human Resources Management is all about the creation and development of competitive advantage through the effective and productive use of employees or the workforce of Starbucks. For the purpose to the ensure and increased efficiency and productivity of the Starbucks, the employment of highly dedicated, motivated, experienced, and well-trained employees in operation is the key (Tikson, 2018). In addition to this, employing such employees also leads to enhance the quality of the products offered by Starbucks as well as the customers’ experiences get empowered.

Further, Human Resources Management is important to be shifted to a more strategic partners because strategic Human Resource managers and even the entire Human Resources Management department is concerned with the recruitment of employees with the highest possible potential for professional growth and development, then giving every employee enough amount of opportunities to learn things and grow with their job and role. Proceeding further, such transformation of the Human Resources Management is crucial in an era as well (Lawler, & Mohrman, 2003). It is crucial because develops employees with top-level expertise in their fields could grant employees and Human Resources Management department access to the brightest minds in the organization and entire industry. As well as it puts Starbucks on the leading and competitive edge of innovation and development.

Execute Succession

The second reason that clarifies that Human Resources Management should be transformed into a more strategic partner is the executive succession. In a small scale business or organization, the success is mostly found completely dependent on the passion, experiences, and personal contacts of owners of the company or business. Hence and due to this, the executive succession planning takes a key and vital role in small scale businesses. While it is almost a fact that administrative Human Resources Management does not usually think about the replacement of top-level employees and managers while the owners of the company can be found much slower as well. So in such cases, the organization or company such as Starbucks may be pulled into bad times. So based on this fact, the transformation of Human Resources Management to a strategic partner may become and lead to take decisions that improve such weakening areas. In other words, these areas can be covered when the organizational structure gets changed in a way where the operational Human Resources Management is transformed into a strategic partner (Tikson, 2018).

In addition to above, the strategic Human Resources Management department and managers work with the owners of the organization or company such as Starbucks to spot the top and potential successors early, groom them by years of experiences, and enable them even for mentorship to make them ready to take the reins of the organization in the case when owners of the company or organization retire or resign. So in short, when the Human Resources Management is transformed into a more and even a high-level strategic partner, strategic succession planning can be ensured which can help in keeping the organization heading in the right direction after a key and major leadership empowerment and change.

Labor Cost Efficiency

Another reason behind the reason for transforming Human Resources Management to strategic partner is the labor cost efficiency. It is so because the administrative and operational Human Resources Management department dispenses rises in employees’ pay almost as a matter of course, using different arbitrary metrics such as the level of experience only based on a number of years worked with Starbucks and determine the compensation based on these factors. While on the other side, a strategic Human Resources Management department promotes employees based on their performance, efficiency, and contribution to the growth and success of the Starbucks (Tikson, 2018). It means that the strategic Human Resources Management department and managers compensate and promote top performers, not the longer period stayer. As mentioned above, this includes the employees that have a huge contribution to the accomplishment of organizational goals and objectives as well as long term success of the Starbucks.

Furthermore, a philosophy of a strategic HR partner makes it sure that the highest level promotion is given to top performers and the highest compensations are given to the employees who have the hugest contributions to the rest. While sometimes prefers to ignore those employees who have warmed and warm their chairs in the office longer than some other employees.

Legal Compliance

According to the statement of (Lawler, & Mohrman, 2003), the purely operational and administrative Human Resources Management works to manage and handle legal concerns and issues reactively while these issues must be catered proactively. Hence in case of having such importance of a particular activity, a strategic Human Resources Management can be found as a credible contributor to meet the goal. The Strategic Human Resources Management can be found helpful in such cases because a strategic Human Resources Management department and managers proactively put procedures and policies in the place for the purpose to keep the Starbucks on the very right and fine side of the employment laws such as issues regarding workplace discrimination, laws of equal employment opportunity, and other critical issues like workplace harassment, etc. (Tikson, 2018). In addition to this, a strategic HR or Human Resources Management department also helps to define the reality and facts that a platform does not give access to a handicapped person or individual until an issue arises. For example

Based on all reasons listed above and the statement is given, I think that the Human Resources Management has to be transformed to being a more strategic partner to the organization e.g. Starbucks because the different and crucial demands of the workplace and changes in the process of the Starbucks some of which have been explained above. Additionally, the Human Resources Management should be transformed to a more strategic partner from an operational partner because it can be a more vital asset to help the Starbucks if it works as a strategic partner instead of operational.

References

Langbert, M., & Friedman, H. (2002). Continuous improvement in the history of Human Resource Management. Management Decision, 40(8), 782-787.

Lawler, E. E., & Mohrman, S. A. (2003). HR as a Strategic Partner: what does it take to make it happen? Human Resource Planning, 26(3), 15-29.

Lawler, J. (2008). Strategic Human Resource Management. Handbook of Organization Development, 353.

Levashina, J., & Campion, M. A. (2009). Expected Practices in Background Checking: Review of the Human Resource Management Literature. Employee Responsibilities and Rights Journal, 21(3), 231-249.

Tikson, S. D. S. (2018). Human Resource Policies and Work Culture: A Case of Starbucks. Jurnal Bisnis, Manajemen, dan Informatika, 15(1), 1-12.

Subject: HRM

Pages: 8 Words: 2400

Human Resource Management

Human Resource Management

Student’s Name

Course Name and Number

Instructors Name

Date Submitted

Human Resource Management

Introduction

If you ever apply for any job, you are first given a job description. This states what are the requirements for the job, the duties entailed, the responsibilities that come with them and the skills requirements for the completion for the role that is being advertised. This is a job description and is an critical element for the acquisition of talent and the process of HRM. This paper reflects upon job description, it’s elements, legal components and assessment methods that can be used to recruit quality candidates.

Job description as a function of management

According to Jill Bidwell, “the job description is the mother of all HR processes” and I completely agree with this statement (Tyler, 2013). The Job description’s importance to management stems from the fact that it touches multiple portions of the employment life cycle such as training recruitment and performance. This makes it an integral part of management.and in my opinion, should be taken more seriously.

Areas of a job description:

There are several important areas of a job description and these can be characterized as follows.

Task

In any job description, the task needs to be clearly defined. In my opinion, this will clearly define the role the organization is offering to its prospective employees. Furthermore, from the management perspective, I can clearly see that it allows for the hiring of a qualified candidate on the basis of who is best suited for the task and make the process a whole lot easier.

Tools and Technology

In this century, most of the work done in most organizations is through the use of machinery and technology. For jobs which involve the use of technology, the tool, and technology part of the job description is very important. This is because candidates that are already acquainted and have the best experience with the use of technology currently employed in the organization should be employed. This would also decrease the cost of training for management for new recruits.

Knowledge, Skills and Abilities

Furthermore, the best job descriptions that I have seen clearly dictate the knowledge, skills, and abilities that they require in their future employees. From a management point of view, I know this helps in attaining people who are ready to grow even more than they have and who have the desire to work for their growth and the growth of the company.

Education Requirements

The level of education should always be clearly listed in an job description. This is because as much as experience and skills are important having an educational background is a plus point. Education requirement helps the management in indicating to future employees that they should have a certain level of education to be able to work at any organization. As this cannot be taught by the organization itself.

Legal Components in a Job Description

A job description is not a legally required document but can be very beneficial for organizations. But in order to adhere to the laws regarding labor and employment stated by the federal and state governments, these documents are created. Furthermore, this is made in order to comply with the EEOC guidelines, so that no discrimination occurs which is caused due to a conflict on gender, religion, color, and race.

Assessment Methods for Recruiting Candidates

In my opinion, the two best assessment methods for recruiting candidates are the interviews such as preliminary and employment interview and placement and induction (Chungyalpa and Karishma, 2016). The interviews give a sense of the qualities and caliber of the candidate and can help weed out the ones not up to the threshold. On the other hand, Placement and induction can help to assess how the candidate would be able to work in the organizations working environment and help in analyzing his/her’s performance.

Conclusion

The job description is a vital part of the human resource management process because it helps in identifying quality candidates. Also, I consider the multiple areas of a job description very important as they deal with every aspect of the organization even the legal side. Finally, interviews and placement can help management in the assessment of candidates.

References

Chungyalpa, W., & Karishma, T. (2016). Best practices and emerging trends in recruitment and selection. Journal of Entrepreneurship & Organization Management, 5(2), 173-177.

Tyler, K. (2013). Job Worth Doing: Update Descriptions. Retrieved 17 July 2019, from https://www.shrm.org/hr-today/news/hr-magazine/pages/0113-job-descriptions.aspx

Subject: HRM

Pages: 2 Words: 600

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