Human Resources Management (Study Notes)

1.   Recruitment and selection activities within a high-performance organization include three of the following. Which is not a recruitment and selection activity within a high-performance organization?

| * Employers with 15 or more employees working 20 or more weeks a year * Labor Unions * Employment agencies * State and local governments

Under the circumstances presented in this case, Home Depot was likely guilty of discrimination under the theory of “Disparate Impact.”

Organization business plan could not occur without integrity, and implementation of high-level ethical consideration enhances company value and market competitive advantages. The company needs to take immediate decision with regard to the ethical consideration to enhance organization market advantages. Three alternatives have been identified to address the problem regarding

Some potential key issues impacting the success of an organization include staffing challenges. Employee retention issues and high turnover can have an adverse effect on any business. There are many factors that could possibly tie into overall staffing issues. The inability to attract and recognize key talent in the first place will only lead to future staffing issues, including performance management or negative behaviors that have an impact on the overall work environment of an organization. The Human Resources Department is

Executives believe that their emphasis on HR activities has contributed significantly to the Bank of Montreal’s achieving period profits for seven years in a row. In summary, it is evident that the transition of HR management at GE Fanuc and at Bank of Montreal has enhanced organizational competitiveness and success.1

If you were to ask any human resources professional what their responsible functions were you would receive many different responses based on their department. “No two human resources departments have precisely the same roles because of differences in organization sizes and characteristics of the workforce, the industry, and management values.” (Noe, Hollenbeck, Gerhard, Wright, 2016). Even though the roles in the departments are different, the functions that human resources are supportive of remain the same. Those functions are: human resources planning, employee relations, training and development, recruitment and selection, performance management and employment compensation. (Noe, Hollenbeck, Gerhard, Wright, 2016). Each of these functions plays an important part of employee satisfaction, which is an issue many human resource executives work on throughout their day.

In this paper, you will find six questions regarding human resources and human resource management. These six questions are based on course material learned. The paper will answer each of the six questions in detail to help readers gain knowledge of human resources, how it has evolved and the aspects involved in human resources. The paper will also give you some further insight of what the human resource department does and the importance of it. The goal of reading this paper is to further your knowledge and understanding.

As I have written this essay I have come to the conclusion that the organisational structure is defined by its human resources processes. Human Resources (HR) or Human Resource Management (HRM) depending on your view point, has ultimately defined employees as a commodity.

According to Storey (2001:5) Human Resource management is defined as ‘a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an integrated array of cultural, structural and personnel techniques.’

Human resource is a vital component of every organisation for their effective function and achievement of their objectives. This report includes the information regarding the needs of successful human resources in an enterprise along with the performance management system of the external business (CE Construction Pvt Ltd. Kathmandu, Nepal). The main aims of this report are to learn about the performance management system in the external environment and to implement those gained knowledge in my business.

Human Resource is a term which is used for describing the single entity of the individuals who make the entire work force of any company or organization. Along with the organization, it can be applied for any business or for the entire nation. Human Resource can be considered as the function which is used for implementing and charging strategies in the organization. It has the responsibility of making the policies in relation with the student management.

Human Resource Management is one of the most important functions in an organization designed primarily for the management of people within the organization, focusing on systems and policies. Also known as HR it typically undertakes a number of activities such as employee recruitment, employee benefits, training & development, rewarding and performance appraisal. With Human Resource being so complex it also faces a lot of challenges especially when the company wants to open a branch in another city/country than the home country. Most of these challenges are relating to cultural differences, fundamental differences etc. In this report we talk about two such countries namely China and Japan. We look into HRM in China and Japan and compare the similarities and differences between them.

1. The Board of Directors, the Chief Executive Officer and the Executive Management Team has embarked upon a fundamental organizational shift. In order to reestablish their sustained competitive advantage in the market, the shift will take the organization from one which has always recruited, selected, trained and developed employees based on the traditional knowledges, skills and abilities to one that is primarily based on talents and strengths. As the Human Resources Director:

This project is submitted in response to the case study of module 08 in Professional Qualification in Human Resources Management.