Hub Case Essay

The role of a Human Resource department is ever changing in today’s volatile business environment. Over the years HR have become strong strategic partners within an organization by providing functions such as recruitment,

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

Bhagria, A. (2010). Roles and Functions of the Human Resource Department; Young HR Manager. Retrieved May 4, 2014, from

Paul, the former Director of Human Resources at the Utiliscan Company conducted an employee survey prior to leaving the organization. Based on the survey results, the Utiliscan Company is currently faced with determining approaches to resolve the employee’s concerns. When developing the plans to address the issues, the current financial condition of the company has to be considered.

The company I’ve chosen to analyze is one with rich history in the eastern portion of Virginia. I’ve changed the name for anonymity’s sake but the information provided is based on the organization’s real strategic incentives and activities. JR Maintenance Group also known as “The Group” is one of the oldest Federal companies of its type that is still in business today (MARAD, n.d.). The activities of this company can be traced as far back as World War I (MARAD, n.d.). In its prime this organization was responsible for the maintenance and repair of approximately 800 items of equipment (MARAD, n.d.). Today, the company inventory has been reduced significantly to fewer than 35 pieces of equipment. Although the amount of inventory has changed the mission to “provide ready, reliable safe and efficient transportation in support of the nation’s security and national disaster relief missions is still the same,” (). The daily operations at the JR Maintenance Group cover a wide variety of functions to include administrative, management, logistics support, maintenance, training, environmental, and safety. I currently work as the program support assistant for this organization and my position within this company has exposed me to a broad range of activities and functions over the past few years. With that knowledge, the input of company management and Internet research it is my intent to discuss how human resource (HR) functions are used within the company, and provide an analysis of

According to this theory, simply eliminating job dissatisfiers is not enough, what truly motivates employees more effectively are job satisfiers. In order to motivate employees, managers should lessen the amount of dissatisfiers and increase the amount of satisfiers (Starling, 2011). Luckily in this case, the privatization of health benefits falls under the dissatisfiers of company policy and administration. Therefore, even though the employees are upset with the decision to privatize, the human resources director can still motivate employees by lessening the other dissatisfiers and by focusing more on increasing the satisfiers for employees such as giving them more recognition and responsibility.

Both Halligan and Shah realized the true potential of internet and visualized the impact of internet in transforming small businesses. After graduation, Halligan took up a position in sales and marketing and worked for high-tech companies. Shah took up a position in technology companies before starting his own company called “Pyramid Digital Solutions.” Halligan soon realized the traditional sales and marketing techniques also called “outbound marketing” were not working out for small companies. The outbound marketing techniques favored big companies and it was increasingly difficult for small companies to compete against big companies. When Halligan and Shah founded HubSpot they created a marketing software that leveraged the Web 2.0 tools such as blogs, social sites, and search engine optimization (SEO) to help businesses relate to their customers.

The role of the human resources (HR) department can play a significant role in the success and achievements of an organization. The department, which has evolved from the

Founders Brian Halligan and Dharmesh Shah of upstart inbound-marketing firm HubSpot have come to a crossroads in their business model. The direction of the company must adapt in order to continue on the stated path of growing as big as possible, as fast as possible. HubSpot is facing two problems that it must address in order to accomplish its goals.

Human Resource management has a high impact on the overall organization being managed. HR management makes certain that human talent is used successfully and resourcefully to accomplish organizational goals. As an organization core competency, human resources has distinctive competencies that generates high value and sets apart an organization from competitors in areas such as productivity, quality and service, employee skills, and innovative changes. HR management activities can be grouped into categories which include strategic HR management; equal employment opportunity; staffing and talent management; compensation and benefits; and employee and industry relations. This paper will

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 increasing need for advanced knowledge in most of the companies call for new methods of dealing with the deficits recorded. Further, the human resource manager has several opportunities that allow them to increase the company’s profits by using methods such as strategic outsourcing. The knowledge out there is sufficient for any HR manager looking for ways of expanding the work force within the organization. As technology continues to shift, outsourcing parts of the company’s subsystems continues to expand on a daily basis as the unexploited potentials continue to present themselves to the HRMs. Problems do exist too. Managers need to strategically align human resources to deliver services effectively and efficiently to the clients, improve the capacities the company can hold at a given time, and achieve cross-coordination of value gains through integrated services. These issues are common.

Perhaps the fastest growing HR function was the administration of compensation and benefits. Until 1998, employee benefits were decided on a company-wide basis while salary increments were based on recommendations of individual department managers. Over the last four years, this policy had changed drastically. Now, all non-salary benefits were being streamlined to DHL’s standards for its Asia-Pacific region.

In this book, the author aims at evaluating the plight of the human resource management in a perpetually changing environment in the USA federal government. He seeks to establish the changing roles of the human resource sector given the bureaucratic constraints associated with it. The author cites critiques’ views of the HR as a body that traditionally has been blamed for taking a stance that tends to oppose the management. He asserts that the department was negative about their administrative role often hindering the management from achieving set goals. It has also been blamed for excessively concentrating on the rules and regulations rather than the results and the changing environment which sought a new approach. This challenge saw a campaign for reforms in a bid to make the sector more responsive to the changing environment surrounding it. The likes of Alan Campbell (1978), championed the need for change. His campaign led to the formulation of Civil service Reform Act in 1978. The HR attitude led to a lift between the HR personnel and the management. The human resource sees itself as the people

In the case of the TSA; Transportation Safety Administration, the problem is that screeners are facing declining morale with a high turnover rate. This means that low morale and high turnover become prevalent through the screeners who work at TSA. According to a recent government’s report, low morale issues can make negative impacts on the employees in organizations. It implies that the screeners at TSA can not only be distracted on their jobs but also less focused on security and screening responsibilities because of the low morale. In fact, due to low morale, low payment, discrimination to minorities, and fear of retaliation by complaining, about one in five of the nation’s 45,000