Unit II Essay Per Dessler (2015), HRM is the process of acquiring, training, app
ID: 357238 • Letter: U
Question
Unit II Essay Per Dessler (2015), HRM is the process of acquiring, training, appraising, and compensating employees, and of attending to their labor relations, health and safety, and fairness concerns (p.4). In properly managing the workforce, the HR Manager is required to understand the various functions of HR (Mathis & Jackson, 2013): 1. Strategic HR Management 2. Equal Employment Opportunity 3. Staffing 4. Talent Management 5. Total Rewards 6. Risk Management and Worker Protection 7. Employee and Labor Relations You are tasked with writing an essay that addresses the following: ? Describe the importance of each function as it relates to human resource management. ? Discuss the role that culture plays in the effectiveness of these functions in a global setting. Your essay must be a minimum of two pages in length. Be sure to apply the APA Writing Style specifics; title page, created paragraphs with headings, running heads with page numbers, in-text citations, and a reference page. You are required to use at least one outside scholarly source in your writing.
Explanation / Answer
Keeping in mind fast pace at which the world is transforming it is important for organizations to recognize the importance of day to day Human Resource Management because it is people who make up organizations. Companies nowadays have come to recognize the fact that changing human resource into a long-term competitive advantage can help to further the long-term strategic goals of the organization and it is because of this view the area of strategic HR management is practised by organizations worldwide. Looking at the historical perspective of Strategic Human Resource Management it can be inferred that companies have become more strategic in the past 20 years. They have in a similar manner ended up being more careful that human-related thoughts can be fundamentally crucial for their organization's long-term success (Malik, 2009).
HRM has become important because of the rapid technological, environmental and global economic ups and down. Companies have become to recognize that other sources of competitive advantage can be easily copied or replicated over time but not employees and how they work within and for an organization. Looking at the origins of strategic HRM reveals that the concept was first formulated by Fombrun (1984), who mandated the three important pillars for an organization to function properly:-
• Mission and Strategy
• Organizational Culture
• Human Resource Management
The whole concept of SHRM revolves around the belief that HR strategies should be in tandem or in-line with the business strategies. For such a situation to exist, it is important to guarantee that administration activity in the field of HRM is predictable with those choices taken in other functions of the business and steady with an understanding of the product-market situation(Miller,1989).
Having understood the importance of SHRM it is imperative to look at another aspect i.e Equal Employment Opportunity. EEO, as it is called, are laws which safeguard the employees against segregation at the workplace. These laws shield the employee against segregation on the basis of their skin colour, sex, race, religion or origin. The goal is to permit the employees from various race, sex etc. and diverse background to cooperate and work amicably without any discrimination. In the US the various acts that ensure EEO is the Civil Rights Act 1964, Executive Order 11246, US Equal Employment Opportunity Commission, Age Discrimination Act, Americans with Disabilities Act of 1990 and the Genetic Information Non-discrimination Act. (MBA Skool, n.d.) It is very difficult to ensure EEO for companies which operate globally because of the way the people work in the local markets may not be similar elsewhere so in order to ensure that no discrimination takes place on the basis of caste, creed, gender or religion it is important to cultivate a culture of equality within the organization.
The staffing function is crucial in HRM as it involves important aspects of the acquisition, training, appraising and compensation to employees. Staffing is important as it helps an organization to hire temporary or permanent employees who in terms help in achieving the strategic long-term goals of the organization. Apart from that the other important HRM functions like Total Rewards are often leveraged by companies to attract, motivate and keep existing talent by using all possible resources that a company has at its disposal. (Jiang, 2009) This function of HRM is something which is of chief importance because it is always better to retain than to acquire.Risk Management and Worker Protection along with maintaining cordial Employee and company relation are some aspects which cannot be stressed enough and have long-term benefit for the organization in the form of increased productivity and long-term loyalty. A company which cares for its employees ensures that they perform to the best of their abilities without hampering their long-term productivity.
Hence, it can be concluded that proactive management of the workers of a company or organization through hiring, discipline, and rewards management , and furthermore working with representatives in a cooperative way to boost retention, improve the quality of the work experience, and amplify the mutual benefit of employment for both the employee and the employer helps in achieving the strategic and business goals of the organization.
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