Human Resource Management Skills are Critical to Organisational Survival and Success

Human Resource Management Skills are Critical to Organisational Survival and Success Introduction Specialist human resource management skill is an important attribute that managers must possess in the present age of globalisation. It provides a playing field for an effective management of staff and enhances retention and turnover processes of an organisation.Advertising We will write a custom essay sample on Human Resource Management Skills are Critical to Organisational Survival and Success specifically for you for only $16.05 $11/page Learn More HRM also enables management to maximize effective utilization of employees through investment in identified human capital. Through HRM, an organisation can have increased performance, employee satisfaction and more shareholder value. Human resource management is defined as â€Å"a strategic and coherent approach to the management of an organization’s most valued asset – the people working there who individually and collectively contribute to the achievement of its objectives† ( Armstrong, 2006, p. 3). We can understand from the definition that HRM emphasizes people because they are a source of strength and competitive advantage for an organisation. The new trend in business is to strengthen human resource for it can lead to success and competitive advantage for the organisation. This paper aims to analyse HRM skills that a manager and employees should possess in order to enhance the organisation’s performance in the competitive world of business. HRM covers areas of recruitment, selection, staffing, performance evaluation processes, and philosophies and policies of an organisation. Critical Analysis A manager’s knowledge of HRM is significant to the attainment of the organisation’s goals and objectives. The manager has to maintain a good and effective rapport with his employees. The employees too have to establish a good communication with the customers. Meeting the needs and wants of customers is the job of both the manager and employ ees. The manager has to focus his knowledge and capabilities with identifying and selecting employees capable of implementing the organisation’s plans. Motivation is a part of a manager’s job and this is a very significant part of HRM. Without motivation employees do not function well. (Harris et al., 2003, p. 56)Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Effective management focuses on people. The manager and the workforce must work as a team and as a cohesive force, and should be flexible in satisfying the customers’ needs and wants. (Gulati and Oldroyd, 2005, p. 92) With flexibility, the focus is shifted to human resource. Effective management looks at managing people in many angles by answering questions like: How do employees work effectively? How can they be motivated? How can they work as a team? This first objective is on managers so that they ca n deliver the necessary management techniques to the employees. The next line of concentration is on the people or employees. Both managers and employees have to be prepared, and their preparation stems from the basic knowledge of their job and the organisation’s objectives. HRM Planning Another function of HRM is human resource planning which is concerned with identifying resources to the business needs of the organisation (Gold, 1999, p. 165). It meets human resource requirements by answering the questions: how many are needed in the organisation, and what particular skills and capabilities should the people possess? (Armstrong, 2006, p. 363) The manager also determines the number and type of employees needed in the team and where the labor supply should come from. Recruitment, training and development, and assignment of people are all in accordance with the organisation’s objectives. Existing employees can be trained, developed, redeployed, transferred or promoted f or future skill needs. New recruits should be carefully selected to ensure suitability for future positions. (Cray and Mallory, 1998, p. 7) The organisation’s objectives play a critical role in the staffing process. The manager should see to it that applicants meet the qualification standards of the organisation. Specification of the qualifications, identification of persons possessing those skills, and moving people into the job should be emphasized in the organisation’s staffing strategy (Miller, 1984, p. 58).Advertising We will write a custom essay sample on Human Resource Management Skills are Critical to Organisational Survival and Success specifically for you for only $16.05 $11/page Learn More HRM emphasises the integration of traditional personnel functions including recruitment and selection and their management towards the strategic goals and objectives of the organisation. (Nankervis et al., 2009, p. 2) Human resource also needs to be integrated with organisational goals and corporate strategy. (Bratton, 1999, p. 11) Recruitment and Selection Recruitment includes planning, environmental scanning and analysis of organisational objectives, strategies and policies in order to ascertain the right quantity and quality of employees when and where necessary. This means forecasting human resources needs to ensure that the organisation has qualified people in the job. Recruitment and selection are an integral part of an organisation’s overall HRM strategy. HRM emphasises the integration of traditional personnel functions including recruitment and selection and their management towards the strategic goals and objectives of the organisation. (Compton et al., 2009, p. 2) Human resource planning is important to the organisation’s achieving its strategic goals. It is defined as â€Å"the process for ensuring that the human resource requirements of an organization are identified and plans are made for satisfyi ng those requirements† (Armstrong, 2006, p. 363). HRM functions and organisational objectives are linked through planning (Nankerviset al., 2009, p. 9). Training and Development Training and development are applied in a systematic way. The organisation is viewed as a system, and training as a subsystem. Training and development therefore should be an integral part of the system. (Kubr et al., 1989, p. 68) The objective of training and development focuses on the design and implementation of training systems to successfully impact organisational performance. (Smith Mazin, 2004, p. 65)Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More A successful training programme takes the trainee through the difficult barrier to the final stage when he or she can perform all of the skills at once and can have the ability to think a stage in advance so that the trainee has control of the selling situation. Motivation In the workplace, workers can be very productive when they feel they are a part of a team, or part-owner of business. They feel this sense of belongingness and so they strive for the company’s success. This is one of the many kinds of motivation that affect individual behaviour in the workplace. People always connect work with life’s fulfillment, and connect their satisfaction at work with their feelings and satisfaction of life and happiness with their family. Work and life balance suggests a balance for life and what people do. Management should introduce worklife balance. This is because stress can cause ill-health and dysfunctionality. There is enough pressure in the workplace, added with all sor ts of pollution. (Firth, 2002, p. 46) Abraham Maslow (1943), who is the originator of the human-need theory, formulated the pyramid theory of need. He arranged it like a pyramid or ladder. Basic needs are at the bottom of the pyramid. As one set is met, the need moves up the ladder to the next. Performance Management Performance is something that an employee contributes to the organisation according to his/her own capabilities and talents. (Mead, 2005) Performance management is an HRM function that focuses on improving the performance of employees. It aims to emphasise their capabilities and individual talents that must contribute to the entire performance of the organisation. Performance management also aims to provide the means through which the staff can provide better results in such a way that the customers will be benefitted in the end (Armstrong, 2000, p. 1). Performance Appraisal Appraising individual employees is one aspect of needs assessment. Beaumont (1993, p. 74) argued that â€Å"the grounds (i.e. criteria) on which an employee is appraised should reflect the larger competitive strategy of the organization†. Indeed, it would certainly reflect on the organisation’s strategic development. Beaumont (1993) further states that some of the leading advocates of Total Quality Management are highly critical of performance appraisals based on individual employees. Line managers appraise their employees and in turn, they are being appraised by their own superiors. Conclusion The functions discussed in this paper are specialist HRM skills that are significant in the survival and success of an organisation. Managers and employees should have these capabilities and skills in running an organisation. Human resource management is a major function that strengthens an organisation. It is created to promote and pursue the aims and objectives of an organisation. An organisation cannot function well without an effective human resource. References Armstr ong, M., 2006. A handbook of human resource management practice. London: Kogan Page Limited. Beaumont, P., 1993. Human Resource Management: Key Concepts and Skills. California: Sage Publications. Bratton, J., 1999. Human resource management phenomenon. In J. Bratton and J. Gold, Human resource management: theory and practice. London: MacMillian Press Ltd. Compton, R. et al., 2009. Effective recruitment and selection practices (5th ed.). Australia: CCH Australia. Cray, D. and Mallory, G., 1998. Making sense of managing culture. London: International London Business Press Inc. Firth, D., 2002. Life and Work Express. United Kingdom: Capstone Publishing. Gold, J., 1999. Human resource planning. In J. Bratton and J. Gold, Human resource management: theory and practice, p. 165. London: MacMillian Press Ltd. Gulati, R. and Oldroyd, J., 2005. The quest for customer focus. Harvard Business Review [e-journal], Available through: City University London . Harris, H., Brewster, C., and Sparrow, P., 2003. International Human Resource Management. London: Chartered Institute of Personnel and Development. Kubr, M., Prokopenko, J. International Labour Office, Ed., 1989. Diagnosing Management Training and Development Needs: Concepts and Techniques. International Labour Organization. Maslow, A. H., 1943. A theory of human motivation. In F. Goble, Ed., The third force: the psychology of Abraham Maslow, pp. 233-6. United States of America: Zorba Press. Mead, R., 2005. International management: cross-cultural dimensions. Oxford, UK: Blackwell Publishing. Miller, E., 1984. Strategic staffing. In C. Fombrun, N. Tichy, M Devanna (Eds.), Strategic human resource management. United States of America: John Wiley Sons. Nankervis, A., Compton, R., and Morrissey, B., 2009. Effective recruitment and selection practices (5th ed.). Australia: CCH Australia. Smith, S. and Mazin, R., 2004. The HR answer book: an indispensable guide for managers and human resources professionals. New York: AMAC OM Div. American Management Association.

Conflict Theory vs. Exchange Theory

Conflict Theory vs. Exchange Theory Free Online Research Papers Question: Compare and contrast the conflict theory with exchange theory. In what ways are they similar and different to each other? Answer: The conflict and exchange theories have many similarities with each other. For example, according to the text, the exchange theory â€Å"focuses on how individuals’ various personal resources affect their relative positions in families or other groups.† Conflict theory also â€Å"calls attention to unequal power within groups or larger societies,† according to the text. This unequal power is a direct effect of personal resources. The exchange theory â€Å"fights the tendency to see family relationships in far more romantic and emotional terms.† It is basically saying that all relationships, even family ones, are based on what a person can get from the other person or persons he or she is involved with. This extends into domestic violence. The person committing the violent act is getting something out of doing it. This goes along with the conflict theory, which according to the text includes the idea that â€Å"family interaction can include domestic violence as well as holiday rituals – sometimes both on the same day.† The conflict theory lead to the discovery of child abuse, wife abuse, husband abuse, elder abuse, child sexual abuse, parent abuse, and sibling abuse. Both theories see relationships not as loving, emotional ones like would exist in a Utopian society, but as closeness that exists out of individual need and or gain. The conflict and exchange theories also have many differences. The conflict theory works on three main principles, which according to the text are that â€Å"not all of a family’s practices are good†, â€Å"not all family behaviors contribute to family well-being†, and â€Å"what is good for one family member is not necessarily good for another.† The exchange theory doesn’t go quite this far. It sees everything a family does as an exchange, or trade-off. The exchange theory doesn’t see these exchanges between family members as detrimental to the family. Conflict theory also brings â€Å"latent family and social conflict out into the open.† Exchange theory once again does not focus so much on the negative violence found in many families. Conflict theory is the more pessimistic of the two. The textbook also reads that â€Å"conflict theory is difficult to accept for those in privileged categories.† Exchange theory would p robably be much more acceptable to people in privileged categories because they can identify with the idea that relationships are based at least somewhat on personal resources. Research Papers on Conflict Theory vs. Exchange TheoryThe Relationship Between Delinquency and Drug UseEffects of Television Violence on ChildrenThree Concepts of PsychodynamicRelationship between Media Coverage and Social andQuebec and CanadaInfluences of Socio-Economic Status of Married MalesStandardized TestingOpen Architechture a white paperIncorporating Risk and Uncertainty Factor in CapitalThe Project Managment Office System

No Title Essay

No Title Essay No Title Essay Dear Students from America, My name is Jia Li which means good and beautiful. People in China do exchange flowers and kisses on Valentine’s Day as they do in other parts of the world. The Chinese Valentine’s day is celebrated in a completely traditional way every year by laying down with their lover and watching to East and West of the Milky Way. This day is also known as Qi Qiao Jie, the Chinese Valentine’s Day is celebrated on the seventh eve of the seventh month of the Chinese Lunar calendar. This festival is also called as Seven Sisters Festival or the Festival of the Double Sevens. The festival is celebrated on a grand scale by the people who are in love. There are few legends associated with the origin of Chinese Valentine’s Day, but i only belive one. Read further to know about this interesting folklores. Legend As per the first legend, a cowherd, Niu Lang, saw the seven daughters of Goddess of Heaven during one of their visits to earth. He decided to have a bit of fun by running off with their clothing, while the daughters were bathing in a river. The youngest and prettiest daughter, Zhi Nu was given the task of asking Niu Lang to return their clothes. Eventually, they fell in love and married to live happily for many years. However, the Goddess of Heaven started missing her daughter and instructed her to come back to Heaven. Zhi Nu obliged to her mother’s wish but was extremely sad over the separation from her lover. Goddess of Heaven could

What a Hypothesis Is and How to Formulate One

What a Hypothesis Is and How to Formulate One A hypothesis is a prediction of what will be found at the outcome of a research project  and is typically focused on the relationship between two different variables studied in the research. It is usually based on both theoretical expectations about how things work and already existing scientific evidence. Within social science, a hypothesis can take two forms. It can predict that there is no relationship between two variables, in which case it is a null hypothesis. Or, it can predict the existence of a relationship between variables, which is known as an alternative hypothesis. In either case, the variable that is thought to either affect or not affect the outcome is known as the independent variable, and the variable that is thought to either be affected or not is the dependent variable. Researchers seek to determine whether or not their hypothesis, or hypotheses if they have more than one, will prove true. Sometimes they do, and sometimes they do not. Either way, the research is considered successful if one can conclude whether or not a hypothesis is true.   Null Hypothesis A researcher has a null hypothesis when she or he believes, based on theory and existing scientific evidence, that there will not be a relationship between two variables. For example, when examining what factors influence a persons highest level of education within the U.S., a researcher might expect that place of birth, number of siblings, and religion would not have an impact on the level of education. This would mean the researcher has stated three null hypotheses. Alternative Hypothesis Taking the same example, a researcher might expect that the economic class and educational attainment of ones parents, and the race of the person in question are likely to have an effect on ones educational attainment. Existing evidence and social theories that recognize the connections between wealth and cultural resources, and how race affects access to rights and resources in the U.S., would suggest that both economic class and educational attainment of the ones parents would have a positive effect on educational attainment. In this case, economic class and educational attainment of ones parents are independent variables, and ones educational attainment is the dependent variable- it is hypothesized to be dependent on the other two. Conversely, an informed researcher would expect that being a race other than white in the U.S. is likely to have a negative impact on a persons educational attainment. This would be characterized as a negative relationship, wherein being a person of color has a negative effect on ones educational attainment. In reality, this hypothesis proves true, with the exception of Asian Americans, who go to college at a higher rate than whites do. However, Blacks and Hispanics and Latinos are far less likely than whites and Asian Americans to go to college. Formulating a Hypothesis Formulating a hypothesis can take place at the very beginning of a research project, or after a bit of research has already been done. Sometimes a researcher knows right from the start which variables she is interested in studying, and she may already have a hunch about their relationships. Other times, a researcher may have an interest in ​a  particular topic, trend, or phenomenon, but he may not know enough about it to identify variables or formulate a hypothesis. Whenever a hypothesis is formulated, the most important thing is to be precise about what ones variables are, what the nature of the relationship between them might be, and how one can go about conducting a study of them. Updated  by Nicki Lisa Cole, Ph.D

Free Essays on A Day in My Life

, but they was said. And I let them stay said; and never thought no more about reforming. I shoved the whole thing out of my head; and said I would take up wickedness again, which was in my line, being brung up to it, and the other warn't. And for a starter, I would go to work and steal Jim out of slavery again; and if I could think up anything worse, I would do that, too; be... Free Essays on A Day in My Life Free Essays on A Day in My Life I felt good and all washed clean of sin for the first time I had ever felt so in my life, and I knowed I could pray now. But I didn't do it straight off, but laid the paper down and set there thinking-thinking how good it was all this happened so, and how near I come to being lost and going to hell. And went on thinking. And got to thinking over our trip down the river; and I see Jim before me, all the time, in the day, and in the nighttime, sometimes moonlight, sometimes storms, and we a floating alond, talking, and singing, and laughing. But somehow I couldn't seem to strike no places to harden me against him, but only the other kind. I'd see him standing my watch on top of his'n, stead of calling me, so I could go on sleeping; and see him how glad he was when I come back out of the fog; and when I come to him again in the swamp, up there where the feud was; and such-like times; and would always call me honey, and pet me, and do everything he could think of for me, and how good he always was; and at last I struck the time I saved him by telling the men we had small-pox aboard, and he was so grateful, and said I was the best friend old Jim ever had in the world, and the only one he's got now; and then I happened to look around, and see that paper. It was a close place. I took it up, and held it in my hand. I was a trembling, because I'd got to decide, forever, betwixt two things, and I knowed it. I studied a minute, sort of holding my breath, and then says to myself: "All right, then, I'll go to hell"-and tore it up. It was awful thoughts, and awful words, but they was said. And I let them stay said; and never thought no more about reforming. I shoved the whole thing out of my head; and said I would take up wickedness again, which was in my line, being brung up to it, and the other warn't. And for a starter, I would go to work and steal Jim out of slavery again; and if I could think up anything worse, I would do that, too; be...