Challenges faced in Human Resource Management in the Workplace
Romonia Fullenwilder
HRM5004
Human Resource Management
Email:Rfullenwilder@yahoo.com
Instructor: Dr. Jean Gordon
Abstract Today the Human Resources Management (HRM) professional role is integral with the strategic growth of an organization by managing its Human Capital. Human Capital is defined as “the knowledge, skills, and capabilities of individuals that have economic value to an organization (Bohlander & Snell, 2010). According to a recent poll of executives conducted by the Society for Human Resource Management (SHRM),
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Pilenzo’s elements are: to substantially redefine the tactical, strategic, and operational role of HR in organizations, fully develop the concept of quantitative measurement of outcomes; and expand the body of knowledge in HR to include operational expertise and performance standards.
Competencies of HRM profession in Human Capital Management Bohlander (2010) states, “Managers must acquire a complementary set of competencies.”
(p.33) The set of competencies are business mastery, HR mastery, change mastery and personal credibility and is an arsenal of expert level skill needed by HRM professionals to effectively manage a human capital. Moreover, competitive challenges are a revolving force in human capital management. Due to technological advancement, HRM professionals are researching and using HR software systems such as HRIS to manage employee payroll and give employees access to their health and pension benefits. In the past, this was handled manually and was very-time consuming for HR professionals. HRM professionals also have to consult with IT professionals to understand technological processes that help manage human capital and businesses. Zeidner (2008) states, “HR professionals considering any kind of system have had to become versed in the vernacular of information technology—learning concepts once strictly the domain of computer science majors—such
1. Ch 1, page 60-61, question 4: What is “evidence based HR”? Why might an HR department resist becoming evidenced based?
2. Give some examples of ethical issues that you have experienced in jobs, and explain how HR did or did not help resolve them.
A performance appraisal helps with developing information on an employee, which will help determine if the objectives that were set forth have been met, and what needs to be improved to help with the success of the company. This evaluation happens once a year to help the employer determine whether or not an employee is a great asset for the company. Performance appraisal is very important for staff motivation, communicating, and an individual’s contribution towards the company success. Each performance appraisal must be accurate, and thought through to ensure that appraisals is effective, and to help
Providing employees with job security through a strong salary is the first step. Secondly, provide employees with health insurance
While costs need to be cut, CGMS is also concerned with preserving human capital. This is reiterated by Flynn (2009), warning employers to be mindful of prematurely cutting staff, as it can be challenging and expensive finding qualified employees when the economy rebounds.
People are biggest asset for every organization and, therefore, to draw, motivate, and preserve the most skilled employees and assign them to jobs for which they are exceptionally well suited is a responsible job for human resource. Therefore, human resources management is done in all type of organizations. Profound management of people is equally indispensable in success of organizations as the sound management of production, finance, and other operations. The human resource management field postulates the infinite diversity of people and their dynamics (McKenzie & Traynor, 2002). To get into this career field, one must have the required education degree by completing many different courses, and have the experience along with skills and
This exam has two (2) parts – multiple choice and short answer essay. Circle the correct answers
I recently had the opportunity to interview Jennifer , Human Resource Manager with HCA Physician Services. Jennifer has been with HCA for two years but has been in Human Resources for seven years of which three years in HR management positions. Although she did not have previous experience in the healthcare industry she is highly recommended by her current and former employers. In addition to being a graduate from David Lipscomb with a bachelor's degree in Business Administration, she is also a member of SHRM. A former employee of Uline and Hewitt Associates Jennifer has held positions as benefits coordinator, HR specialist, and most recently as Human Resource Manager. Some of her most important functions are investigating discrimination
In an era of increasing competitiveness, globalization, economic rationalization, deregulation, technological revolution and changing workforce there is an ever-increasing need for human resource management to be able to capitalize on the special challenges that this changing environment brings. For a company to be able to successfully keep ahead of the competition, human resource management is seen to be a significant contributor.
It captures what successful and effective HR people do and deliver across every aspect and specialism of the profession, and sets out the required underpinning skills, behaviour and knowledge.
A manager must recognize the employees with knowledge and skills and encourage them to use their abilities. Organization and managers should recognize their successful business which this success depends on human capital and
Beautyism in the workplace is discrimination in one of its most disguised forms. Employers get away with this form of discrimination everyday. Because someone is categorized as beautiful it doesn’t mean that they have all the knowledge they need to succeed on a job or neither does it validate that they are a better selection than the next person. An idea can be developed or an assumption made from the treatment that is given to the person who was hired because of beautyism. What will be noticed in most cases it the special treatment that is given that is
Analysis of Human Resource Management The report starts with the introduction to Human Resource Management (HRM) and the role it has to play within an organisation followed by brief introduction of the chosen organisation for the discussion-McDonald’s Restaurants Ltd. Also, it gives the reasons why this organisation has been chosen. The report presents the key strategic issues and corporate strategy of McDonald’s.
Human Resource Management involves a wide array of functions that encompasses the time from when an employee enters an organization to the time the employee leaves the organization. The specific activities that are involved in HRM include job design and analysis, recruitment, orientation and placement, development and training of the personnel, employee remuneration, and performance appraisal (Aswathappa, 2007: 5). This paper shall focus on three main activities which are recruitment, training, and personnel development. When it comes to recruitment, it is incumbent upon the Human Resource Manager to bring into the workforce, employees that are both wiling and competent to accomplish specific tasks. The work of recruitment goes hand in