• Second Task: Answer the next questions
1. How is the work of HR practitioners and operating managers similar to that of physicians who conduct a diagnosis before treating a patient?
The problems also be examined throughout a careful diagnosis using The ARDM (A=acquiring, R=rewarding, D=developing, M=maintaining and protecting). This model with a strategic focus can help operating managers focus on a set of relevant factors; you can see the whole picture or parts of it.
2. The productivity of the workplace is essential for the success of an organization. What HRM activities and programs can impact productivity?
Specific activities and practices can improve individual performance and consequently
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6. Explain why HRM is playing a larger role in an organization’s strategy than it did 10 years ago.
The work sector in which the organization is operating,(public, private or third), determines the complexity, strategic importance and power of HRM as a function and the activities operating managers must implement.
7. HR processes are designed to acquire, reward, develop, and maintain/protect human resources. What are the desirable organizational end results of such processes?
HRM practitioners and specialist will have to communicate this to educator’s parents and community leaders that we need more educated people and higher levels of language, math and reasoning skills that the current ones to currently fill the jobs that the companies need to compete. A shortage of skilled talent can damage any firm’s competitive position. Strategic human resource planning models will have to carefully weigh differences in skills and shortage of skills.
8. Small firms, like large enterprises, must engage in developing clearly stated strategic plans. Why?
HRM must make decisions and solve problems in a way that is both socially responsible and ethically sound, while helping the firm satisfy its customers and its employees.
9. What are the implications for a society with an aging workforce?
The baby boomers (born between 1946-1963) are staying in the workforce
3) In achieving its HR objectives, assess whether Halfords’ HR strategy is likely to have been hard or soft, and why the particular strategy is likely to have been selected.
3. Why is it important for HR management to transform from being primarily administrative and operational to becoming a more strategic contributor?
HRM goes beyond the administrative tasks of personnel management and encompasses a broad vision of how management would like the resources to contribute to the success of the organization.
Indicative Content: Understand key contemporary business issues affecting the HR function within private, public and third sector organisations. Types of organisation; the role of management within them; ways in which HR is delivered; the main functional areas of management; the search for sustained organisational performance, business
| Explain how different organisational structures and management roles can impact on the HR Function (AC: 1.3)
I have been asked to provide a report that supports the retention of the HR function within our organisation. In this report I will explain how Human Resource activities support the organisations strategy and how HR professionals support line managers and their staff.
2)How does effective HRP and proactive HR practices help an organization to survive in the competitive environment?
* What are the two primary reasons many businesses today are interested in evaluating the effectiveness of their human resource management function?
Wright and McMahan (1994) define strategic HRM as “the pattern of planned Human Resource deployments and activities intended to enable the organisation to achieve its goals.” A HR function should impact the success of an organisation; a policy must remain current and suitable to both the internal and external environment. Ulrich and Lake (1990) affirm, ‘HRM systems can be the source of organisational capabilities that allow organisations to learn and capitalise on new opportunities.’
(-50% - 11.40%)2(0.1) + (-5% - 11.40%)2(0.2) + (16% - 11.40%)2(0.4) + (25% - 11.40%)2(0.2)
Q1: Why is it important for HR Management to transform from being primarily administrative and operational to becoming more strategic contributor?
Successful Human Resources Management (HRM) plays a main role in ensuring that an business will continue to exist and flourish. As we look through the growth of the HMR we will see that it has evolved into a better place to be in today 's time. The HRM is now looked at having the most successful use of people or employees to attain managerial and personal goals. HMR know utilizes each department that the HRM consists of, which include many activities which train each employee in: equal employment opportunity (EEO) compliance, job analysis, human resource planning, the recruitment, selection, motivation, and orientation of employees, performance evaluation and compensation, the training and development of employees, labor relations, and the safety, health, and wellness of the workforce.
Q4. Why should organizations engage in HR Planning? Why do some organizations require relatively complex and comprehensive HR planning systems than do others? Discuss.
b) Which of the models of strategic HRM do you feel best represents a strategic approach to HRM? Explain why.
We are surrounded by organizations and we participate in them as members, employees, customers, and clients. Most of our life is spent in organization, and they supply the goods and services on which we depend to live. Organizations on the other hand depend on people, and without people, they would disappear. Factors Contributing to the Growing Importance of HRM a. Accommodation to workers ' needs Workers are demanding that organizations accommodate their personal needs by instituting such programs as flexible work schedules, parental leave, child-care and elder-care assistance, and job sharing. The human resource department plays a central role in establishing and implementing policies designed to reduce the friction between organizational demands and family responsibilities. b. Increased complexity of the Manager’s job Management has become an increasingly complex and demanding job for many reasons, including foreign competition, new technology, expanding scientific information, and rapid change. Therefore, organizations frequently ask human resource managers for assistance in making strategic business decisions and in matching the distinctive competencies of the firm 's human resources to the mission of the organization. Executives need assistance from the human resource department in matters of recruitment, performance evaluation, compensation, and discipline. c. Legislation and litigation The enactment of state laws has contributed enormously