Human Resources Management Subtleties

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Introduction

Preparing people or putting them through a prescribed procedure has always been a process existing in or produced by nature within human resources management. Human resources management (HRM) is identified as a strategic activity that is engaged in business processes. These include bringing people in and out of the organization, rewarding them, developing, managing performance, and discipline.

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Most organizations work towards ensuring that they have workers with a strong or impatient wish of working and capable of dealing with crucial aggressive demanding or stimulating situations. To achieve this, employees have to be stimulated by attracting and training superior talents to perform at peak levels. In areas where customer service is important, then training and keeping employees who deliver better services on daily basis and reaching out to the most difficult customers.

Performativity and self-actualizations: the ground of ‘motivation’ in HRM

Human resources are looked at as a useful or valuable quality that in such a manner as could not be otherwise be carried on or function scrupulously and compatible with the organization’s wants. The superior development of performative customs in the new financial system allows HRM to metamorphose the mission to put into equilibrium their effort to change. This type takes work out of its restrictions and distributes it across the universe. Most organizations work towards ensuring that they have workers who have a strong or impatient wish of working and are capable of dealing with crucial aggressive demanding or stimulating situations. To achieve this, employees have to be stimulated by attracting and training superior talents to perform at peak levels. In areas where customer service is important, then training and keeping employees who deliver better services on daily basis and reaching out to the most difficult customers.

Special themes in Managing Human Resources

For a company to succeed, its approach to managing human resources relies on the ability to satisfy its clientele. As part of managing human resources, the following core values need to be considered:

  1. dedication to customer success;
  2. innovation and learning;
  3. openness;
  4. teamwork.

Research shows that the approaches taken by companies to manage their human resources can increase profitability, annual sales per employee, market value, and earnings-per-share growth.

Cultural Issues in Managing Human Resources

Regardless of industry, managing human resources is critical to the success of all companies, large and small. Other than a good living, most employees would like to have and enjoy a good quality of life while on the job. Workers are to have self-esteem no matter the nature of their jobs. Health Insurance benefits for everyone is another aspect of human resource management that contributes to a good quality of working life. However, employees need to be trained and developed to improve their skills and knowledge, given duties that help them use their knowledge and skills, selection and promotion systems that ensure fair and equitable treatment, employees need a safe and healthy physical and psychological environment which make them committed hence an increment in returns and customer satisfaction.

Organizational Environments

Organizational environment refers to the condition within the organization itself, or the internal environment.

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Effective organizations seek to create an organizational environment that fits the current external environment and is also flexible enough to change as new conditions arise. Due to drastic constant external changes, adjustments in the organizational environment are often needed. There are a few external conditions that can create threats and opportunities for business and influence the way employees are managed. Globalization, industry dynamics, and other elements of the environment can influence how companies manage their human resource.

Economic Globalization

Globalization is the movement of goods, knowledge, information, people, and services across borders, facilitated and accelerated by changes in economic, financial, social, legal, political, cultural, and conditions that need adjustments. Trade relations always prove to be stronger among countries that are geographically close to each other. This leads to the development of regional cooperation seems only natural as a strategy for survival amid global competition. This can also help smaller countries to reap the benefits of economies of scale in consumer markets and access to a large labor pool.

Political landscape that influences the managing of human resources

The globalization of business operations is unfolding against a complex and changing political landscape. Change in government and or administration should not affect the implications of the philosophies and policies.

The Human Resource Cultural planning for alignment and change

In order to meet the people management challenges of this decade, Human resource professionals are required to act differently. Planning must culminate in a significant change in the way Human Resource activity is managed within the organization. Implementation of new human resource practices brings with it new ways of doing, undertaking tasks, and structuring activity.

Planning involves significant changes of which can be one of the major threats to the effective implementation of new human resources strategies.

Determining HR Plans and Timetables

Planning outcomes can be rather conveniently categorized into three groups i.e. short-term planning which involves plans that typically are accomplished in less than one year. This can be illustrated in a situation whereby objectives to be accomplished with the ensuing year are set. However, intermediate planning is focused on activities that have a time span ranging from one to five years whereas long-term planning involves time periods of more than five years. All the planning is conducted within an organizations’ internal and external environment.

Legal means to ensure fair treatment

Human resource management is to comply with every area of the issues of legal fairness. The legal system is designed to encourage socially responsible behaviors. The system considers the outcomes of all parties concerned and attempts to impose decisions and remedies that balance the perspectives of employees and employers.

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Laws help in developing and or imposing unfair treatments and discriminatory practices which are unethical hence ensuring equal opportunities for all citizens.

To avoid wrongful termination lawsuits, many employers have developed written employment contracts, which state that accepting employment with the company carries no guarantee to security and the employees may be terminated at the employer’s option.

Assessment Centers: the ‘self’ as public performance and the brutality of numbers

Training is an essential element of development in the organization. The HRM has to present a systematic, legally defensible method that has proved to be successful. The training process should address specific needs that are helpful to the organization’s growth. Any organization that wants to prosper must improve its performance. The HRM policies cover topics like training, job design, analysis, recruitment, and selection. After the selection of employees, they must be developed, evaluated, and rewarded. Consequently, this is an area that helps in improving organizational performance and productivity.

Human Resource Management has to assess all the elements of a performance. This is mainly enforced on the organization’s employees. The processor manner of functioning’s re-evaluation should be entrenched in the realism of the worker’s successful manner of functioning. This gives the opportunity or permission to managers and employees to have an optimistic appearance at how performance can turn out to be better in the time yet to come and how questions raised for consideration or solution in conforming to performance standards and accomplishing the goal intended to be attained (and which is believed to be attainable) can be set on. HRM may create assessment centers to help establish the staff individually. This may include:

  • Visibility Sites – This can be in form of campsites, hotels, and seclusion, external consultants where staff has no exposure to the work context, no potential colleagues, and no technology to pave way for destruction.
  • Visibility Fields – groups and sub-groups of pre-selected candidates set up by experts
  • Domains of visibility – behaviors, not tasks.

During this period, the HRM has the advantage of knowing and or establishing personal traits of staff hence the knowledge of how to deploy them in the organization for the benefit of the company.

An employee’s trait of being active; moving or acting rapidly, effectively, and energetically toward a job is determined by the performance assessment. The HRM should establish standards for each position and the criteria for evaluation, establish performance evaluation policies on when to rate, how often to rate, and gathering of data on employee performance. This exercise will encourage and motivate staff to work extra hard to avoid being left lagging behind.

Developing an approach to total compensation

Charles Handy quoted that “Good work must, in the long run, receive good reward or it will cease to be good work”. Compensation refers to the money paid to employees for their work. There are numerous compensation systems in use but recognizes there are a certain common element that can be used to construct the compensation. In most cases, policy statements for compensation do not actually describe an organization’s philosophy or objectives.

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HR Triad

Fair treatment and legal compliance are complex issues that involve all members of the HR Triad. Human Resource professionals, with the assistance of legal experts, share responsibilities in enforcing the legal obligations of employers and protecting the legal rights of employees. Among other things that they do are participating in policy development, monitoring HR actions, providing training, and serving as mediators when conflict arises.

Manager’s responsibilities are to set a tone that communicates what behaviors the company endorses and tolerates. They play a key role in determining whether the workplace is hostile or welcoming to members of a diverse workforce. However, all employees share responsibilities of reporting illegal workplace behaviors, respecting the property rights of employers, and safeguarding the company’s intellectual capital.

Providing Benefits and Services

The personnel supply sector has been one of the most dynamic areas of strategic business services which have experienced rapid growth. It provides staff on a short or long-term basis to other sectors of the economy in response to temporary staff shortages. Using experienced staff as the need arises results in increased overall efficiency. Those employed through agencies may have some advantages like higher pay, flexibility, and variety in jobs. Nevertheless, there are disadvantages which some of which may include a lack of employment security among other things.

Strategic Importance of Employee Benefits and Services

All employees always look forward to the benefits. The benefits account for over 40 percent of an individual’s total compensation. Thorough knowledge is required in all aspects of the employee benefits in order for them to be utilized both by the employer and employees. These benefits are encompassed both legally mandated benefits like Social Security and other governmental programs and private plans. In some cases, both the employers and employees can come together and initiate a unilateral scheme that is not underwritten or paid directly by the government. These benefits are very important and must be considered in employee benefits.

Roles of Human Resources

Human resources are looked at as a useful or valuable quality that in such a manner as could not be otherwise be carried on or function scrupulously and compatible with the organization’s wants. Most organizations work towards ensuring that they have workers who have a strong or impatient wish of working and are capable of dealing with crucial aggressive demanding or stimulating situations. To achieve this, employees have to be stimulated by attracting and training superior talents to perform at peak levels. In areas where customer service is important, then training and keeping employees who deliver better services on daily basis and reaching out to the most difficult customers.

Special themes in Managing Human Resources

For a company to succeed, its approach to managing human resources relies on the ability to satisfy the individuals or groups with interests, rights, or ownership in an organization and its activities. As part of managing human resources, the following core values need to be considered:

  1. dedication to customer success;
  2. innovation and learning
  3. openness
  4. teamwork.

Research shows that the approaches taken by companies to manage their human resources can increase profitability, annual sales per employee, market value, and earnings-per-share growth According to Richard Pascale, in his book ‘Managing on the Edge’ “things are done right by the Managers, whereas right things are done by leaders.”. This means that company policy and written principles are followed by managers, whereas leaders adopt their personal instinctive knowing (without the use of rational processes), which may consecutively be beneficial for the success and growth of an organization.

The transformation of work into performance

Regardless of industry, managing human resources is critical to the success of all companies, large and small. Other than a good living, most employees would like to have and enjoy a good quality of life while on the job. Workers are to have self-esteem no matter the nature of their jobs. Health Insurance benefits for everyone is another aspect of human resource management that contributes to a good quality of working life. Performativity is the answer to ‘distinction’, and ‘distinction’ is the policy of self-actualization in work. However, employees need to be trained and developed to improve their skills and knowledge, given duties that help them use their knowledge and skills, selection and promotion systems that ensure fair and equitable treatment, employees need a safe and healthy physical and psychological environment which make them committed hence an increment in returns and customer satisfaction.

Human Resource Planning for alignment and change

In order to meet the people management challenges of this decade, Human resource professionals are required to act differently. Planning must culminate in a significant change in the way Human Resource activity is managed within the organization. Implementation of new human resource practices brings with it new ways of doing, undertaking tasks, and structuring activities.

Planning involves significant changes of which can be one of the major threats to the effective implementation of new human resources strategies.

Determining HR Plans and Timetables

Planning outcomes can be rather conveniently categorized into three groups i.e. short-term planning which involves plans that typically are accomplished in less than one year. This can be illustrated in a situation whereby objectives to be accomplished with the ensuing year are set. However, intermediate planning is focused on activities that have a time span ranging from one to five years whereas long-term planning involves time periods of more than five years. All the planning is conducted within an organizations’ internal and external environment.

Settling Disputes

All companies occasionally experience disputes over employees’ treatment. In some cases, the disputes end up in court of law where they are eventually resolved by a legal decision or settlement. Most employees are covered by contracts that specify formal written grievance procedures. The growing popularity of formal grievance procedures is consistent with managers’ beliefs that employees have a right to fait treatment.

When disputes cannot be resolved through a company’s internal process, another option can be tried before resorting to courts. In most cases, the courts are always a slow, expensive and difficult way to resolve serious disputes; a growing number of businesses are using alternative dispute resolution when making charges of unfair treatment.

Developing an approach to total compensation

Compensation can be referred to as the money paid to employees for their work. It recognizes that there are numerous compensation systems in use. This can also be defined as an organized system for classifying and analyzing the risks and needs of employees. The package or total approach to employee benefits is simply the purposeful management of an integrated program. The organization relies on fundamental principles of management in developing, organizing, directing, and evaluating systems of employee benefits.

Employee benefits are a very significant element of the entire recompense of employees. Benefits have become an important part of the work rewards provided by employers to their employees. Hence this important element of compensation is planned and organized to be as effective as possible in meeting employees’ needs.

Training and Development within an Integrated HRM System

Training is an essential element of development in the organization. The HRM has to present a systematic, legally defensible method that has proved to be successful. The training process should address specific needs that are helpful to the organization’s growth. Any organization that wants to prosper must improve its performance. The HRM policies cover topics like training, job design, analysis, recruitment, and selection. After the selection of employees, they must be developed, evaluated, and rewarded. Consequently, this is an area that helps in improving organizational performance and productivity.

Conducting Performance Management

Human Resource Management has to assess all the elements of a performance. This is mainly enforced on the organization’s employees. The processor manner of functioning’s re-evaluation should be entrenched in the realism of the worker’s successful manner of functioning. This gives the opportunity or permission to managers and employees to have an optimistic appearance at how performance can turn out to be better in the time yet to come and how questions raised for consideration or solution in conforming to performance standards and accomplishing the goal intended to be attained (and which is believed to be attainable) can be set on.

Reference List

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Jones, G. & Hill, C. 2009., Strategic Management Theory: An Integrated Approach. Mason, OH: Cengage Learning.

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Richard, P., 1990., ‘Managing on the Edge’. New York, NY: Penguin Book.

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Werner, S. Jackson, S., & Schuler, R., 2008. Managing Human Resources: Through Strategic Partnership, 10th Edition. Mason, OH: South-western Publishing.

York, K. M., 2009. Applied Human Resource Management: Strategic Issues and Experiential Exercises. California. SAGE Publications Inc.

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