Great Power Comes With Great Responsibility

If an organization is already established and wants to become an “effective learning organization” they have to take into account their relationship with their employees at the time they make this decision. If the employees who currently work for management are not “self-energized, committed, responsible and creative beings” (Kinicki, 2012) (or any combination thereof) like McGregor assumes, they will not be able to jump in to some of the activities that leading organizations are doing. Managers will need to understand that if they developed an environment where management is superior and the employees are workers, any part of the human relations theory will not benefit them quickly. Managers will need to gain the trust of their employees and actually listen to their emotions.

The many other factors that HR deals with are important, yet without an overall plan and vision, the overall long-term goals of the organization could not be reached in an efficient manner. For example, I had worked at a small local company that had started up about a year prior to my arrival. At the time that I had started it was ran by a husband and wife both of which did not have any HR experience. They had goals on what they wanted to do both long term and short term yet the organization was unable to reach many of those goals primarily because of the lack of an HR professional. In order to recruit new people the owners relied on referrals from other business owners in the area and ads that were posted in the local newspaper. They had no online presence and they were not able to keep up with the competition for qualified candidates. They were losing quality potential employees to their competition because of a lack of planning and non-flexibility. After about a year of continuous struggles, they brought in an HR consultant that brought many good ideas and the owners fortunately embraced many of them. They had decided to recruit and bring on board a professional HR manager with many years of experience that helped the owners in an area that was one of their weaknesses, HR management. The new HR manager brought plenty of changes to the processes within the organization while keeping in mind the overall long-term goals of

In an era of organizational flux due to competition and globalization, companies and employees are faced with constant change. Leaders must be able to adapt to change as the environment shifts. HR has been known as the organizational change agent, administrative expert, and employee advocate. More recently they have been regarded as business strategic partners for many organizations. In order to be successful and remain competitive in today’s market, Human Resources (HR) must be considered a strategic partner if an organization wants to flourish. Top executives today commit significant resources to ensure that their company’s functions are capable of rapid change and achieving their

HR have a key role in being a proactive support and delivering the objectives through a variety of initiatives. Integrating HR strategies

You are the HR manager for an upscale retail store which sells clothing, shoes, handbags, and other accessories. Due to the economic downturn, the company has experienced a significant reduction in earnings, resulting in the layoff of a number of retail sales associates. Business seems to be rebounding, but you are concerned about the performance of the retail sales staff. The CEO has requested that you recommend ways to increase sales and customer service. You believe that implementing a performance management system may help modify employee behavior and improve results.

Have you ever wondered who has the authority to make laws or punish people who break them? When we think of power in the United States, we usually think of the President, but he does not act alone. In fact, he is only one piece of the power puzzle and for very good reason. When the American Revolution ended in 1783, the United States government was in a state of change. The founding fathers knew that they did not want to establish another country that was ruled by a king, so the discussions were centered on having a strong and fair national government that protected individual freedoms and did not abuse its power. When the new constitution was adopted in 1787, the structure of the infant government of the United States called for three separate branches, each with their own powers, and a system of checks and balances. This would ensure that no one branch would ever become too powerful because the other branches would always be able to check the power of the other two. These branches work together to run the country run the country and set guidelines for us all to live by.

It is expected that citizens of the World State carry out their lives in the way that they are premeditated by the government. The author portrays a world where nearly every irregularity has been taken out and people could be considered to be parts of a machine instead of members of a society. In his book Brave New World, Aldous Huxley stresses that those in power have absolute control over the rest of the population, creating a world where people are treated as parts of a machine. Examples from the book that prove this include the measures to combat unorthodox behavior, allowing people to avoid all negativity with soma, and the overall structure the society has.

Now Home Depot focuses on in-store training, such as doing exercises from a workbook and analyzing sales reports, so more supervisors can have time to complete the training. I found that Home Depot's training is similar to case analysis we do in college. This type of training may increase total participation since they can be done in-store and improve supervisors' analyzing skills. However, I think that this type of training is ineffective to actually improve supervisors' important soft skills, such as communicating with employees and delegating responsibility. Since the article mentioned that the main problem of old training is a lack of people skills, I do not think that Home Depot's training system is effective to resolve problems, such as struggling with asserting authority, communicating with workers and delegating responsibility. To improve its training system, Home Depot needs to focus on developing people skills and have activities based on communication and interaction.

Reevaluation of Walmart’s training is necessary and is supported by current research which finds that there is a link between training and expect organizational and human resource outcomes. Research find that “that companies that conduct training are more likely to have more positive human resource outcomes and greater performance outcomes” (Noe, 2013, p. 234). By determining who needs training, the skills and knowledge that needs to be taught, and the timeframe the training needs to be completed in, the training can be tailored to meet the needs of the company as well as its employees.

Human resource department is the field that takes control of training and overseeing employees. Therefore, it is important for HR personnel to develop and maintain some skills and knowledge in that field. Based on the CIPD HR professional map, there are some strategies, insights and solutions that can be followed. One of them is to ensure that Individuals understand the organization 's external goals and objectives and the different functions within it. Through understanding what should be done, employees will be able to focus on what they can do to help their organizations. Moreover, promoting leadership among teams and encouraging people to lead and make decisions is one of the most successful strategies used nowadays to

In the world we live in today the roles of power and leadership are often confused. Although they have similar meanings, they can be distinctly defined between the latter. The key difference between the two is the term of effect. Power is the exercise of leadership, and leadership is only defined if you have power. Leadership always involves attempts on a leader to affect behavior or a follower in a situation, whereas power is not equivalent with influence on another person’s behavior. Although power and leadership have similar meanings, they are certain differences that can point out what makes

First, build a business-strategy-oriented HR function team and working principle. Just like Wessel, I will add a new position to the corporate HR staff, director of organizational development, and this person should thoroughly understand business. Meanwhile, I will shift the director of compensation and benefit to a new leader with the same qualification. Considering the lack of business knowledge and awareness, I will initiate a comprehensive HR leadership program. In this program, those HR employees, who have potential but without business experience, will be assigned into non-HR operating divisions to attend a job rotation. In addition, I will invite outside HR professional consultants to provide training about how to change mindset and be a successful partner with business units. On the other hand, HR people must be involved in related business planning. HR people in business unit should attend the weekly, monthly and quarterly business operation staff meeting to gain first-hand information, and co-work with line managers to solve their problems on site. HR people in headquarters should have a keen understanding of requirement from the management team, understand various needs of the diverse business units, and correct, bring in new programs and processes accordingly. A very important change is the HR performance appraisal system. HR

Human resources are the most valuable assets of any organization, with the machines, materials and even the money; nothing gets done without man-power. In today’s business climate, businesses are faced with stiff internal and external competition. There are various human resource functions that give an organization a competitive edge, but most scholars argue that human resource functions becomes only operational when training has run through them all. This places training and development as an essential function in the survival of any organization. Increasingly, high performance organizations today are recognizing the need to use best training and development practices to enhance their competitive advantage.

Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes to “establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent with but also support the achievement of business goals.” (Massey, 1994, p. 27)

The field of human resources (HR) plays a critical role in the performance and success of organizations. As organizations have become increasingly more complex, the effective management of HR has become even more important. The traditional perception of HR as only an administrative office is no longer valid. Instead, contemporary HR is directly involved with the internal organizational structure, business operations, and variety of functions carried out by employees on a daily basis (Reed & Bogardus, 2012). HR functions impact the organization’s strategic planning, improvement processes, and goal achievement. Six core bodies of knowledge provide the foundation for all of these HR functions. These areas are: strategic