Leading and Managing People

In analyzing the concepts discussed in Human Resource Management, I have found an interesting mix of education and forethought into the role of a human resource manager. Many of the aspect of human resource management such as HR planning, recruitment and selection, as well as, human resources development and labor relations all play a significant role in the success of any organization. There are many benefits to the learning that has taken place in this course that has helped me better understand HRM and its roll that will shape not only my position in business now but for future

There are many ways to define leadership, but perhaps the most laconic as well as accurate definition is presented in Peter G. Northouse's Leadership: Theory and Practice book (Northouse, 2013, p.5): "Leadership is a process whereby an individual influences a group of individuals to achieve a common goal". Individuals, engaged in leadership, use influence to solve challenges, which the groups under their leadership face, in order to succeed in their common goals.

Sites such as LinkedIn helps recruiters in recruiting candidates by expanding the reach of their personal networks, contact candidates directly, and manage an array of talent (Schawbel, 2012). With most people being aware that employers do reference their profile for character check, people do believe that employers have the right to view their information in order to learn about the candidates’ personality and to ensure the person is not a liability (Budden, Elkersh, Vicknair, & Yancey, 2010). In conclusion, employers should be using social media only for job-relevant purposes. Employers should take specific steps

Technology has come a long ways over the last ten years. Gone are the days of filling out a paper application for employment. Most companies have converted to the new trend of webcast, blogs, and online applications. Recruiting companies do not have to work as hard getting applicants, because online social media has made the steps a lot easier. Social media has changed the way we communicate across all levels. For example, Linkedln has given recruiters a tool to search out future employees, and an added benefit for applicants, who can network in order to find better employment or simply better opportunities. Recruiting is still a cost to the employer; however this new trend of blogs and webcast enable companies to improve their effectiveness when recruiting future employees.

The benefit of utilizing social media recruitment is the leverage that this mechanism has over traditional methods of recruitment. The problem with utilizing social media recruitment is that the gathering of candidates from Face books other sites may offer a long list of potential candidates which might prove time consuming. The benefit is the younger demographic will offer a fresh and innovative perspective for a company however; the potential problem is the accusation of ageism might deter experienced candidates as they lack the social knowledge of these sites. While, social media recruitment has the ability to lack the quality of potential candidates due to referrals made through LinkedIn as the candidates’ friends/business associates the overall benefit is that a good employee might yield through the contact. The challenge of traditional methods of recruitment is the vetting and screening process is time consuming. The problem with the traditional method of recruitment includes the time spent on each applicant’s personal qualities versus allowing the internet to sort it out. Overall due to the time, cost, retention, and quality the traditional staffing methods have lessened favor for granting and utilizing web-based solutions to find the primary source for higher-quality candidates. Social media allows both companies and candidates a way to conduct research, market themselves, and create a

Times are changing, and with that, so are the techniques of recruitment. Companies have had to take on new approaches in order to recruit the new generation. Social media has become a popular way to advertise and market an organization.

There could also be conflicts with outside organizations such as unions of any represented employ-ees that may be working for the state agency. Many states are seeing cuts in its workforce and this also potentially could reduce the number of represented employees that can be members of a union. This type of cuts will also gain the attention of the media and many workers may feel compelled to share their stories which could make the governor look bad in public.

“Leadership and management must go hand in hand. They are not the same thing. But they are necessarily linked, and complementary. Any effort to separate the two is likely to cause more problems than it solves” (Murray, 2010). This paper will differentiate between leadership power and management. At Frito Lay leaders and managers play an important role in maintaining healthy organizational culture. This paper will also evaluate the affect of globalization and management at Frito Lay.

Leadership is a technique to bring different individuals together to form a team by maximizing their potential in order to accomplish a common goal. By knowing and understanding the various theories of organizational leadership can aid individuals in expanding and developing their abilities within leadership. Furthermore, leaders practice different leadership styles and theories contingent upon the circumstances and necessities required to successfully achieve objectives. As an example, some leaders may use the transformational theory as a method to maintain communication among workers to motivate them to get the job done. Leaders apply transactional theory as a way to provide rewards or punishment according to performance to motivate followers (Voon, Lo, Ngui & Ayob, 2011). The future of an organization rest on its leadership’s capability to lead and it is important that leaders use each theory for organizational leadership depending on the current condition to efficiently inspire and foster individuals to achieve each goal that is set before them.

Many of organizations today use a variety of techniques for collecting evidence and data about applicants. Methods such as, interviews, personality tests, ability tests, assessment centers, physical tests can be used to classify if applicants are suitable or unsuitable for the job and the company's culture. According to Schultz and Schultz (2010), hiring decisions usually are not based on one method, but on a combination of methods. Organizations are using varied selection tools to guarantee that they collect all of the relevant information. Job analysts are measuring these facts carefully, with objectively

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

One amongst the most important developments has been the emergence of data and Communication Technologies that has shifted marketers’ focus from ancient channels to broadcast their electronic messaging to additional digital ones. Recruitment has followed the same path. Recruiters primarily use bulletin boards or post Associate in nursing announcement within the job section of the newspaper so as to announce new positions. But today, employers are more and more victimization shopper selling techniques to draw in prime talent. In fact, in line with our 2016 world Recruiting Survey, we tend to found that thirty seventh of respondents aforesaid that social media is that the primary supply of finding candidates. This shift towards a ‘digital hiring model’ has seen the standard résumé be displaced by the net footprint of candidates that showcases their skills and experiences. Jon Bischke, chief operating officer of enlisting package company Entelo dead encapsulates this, spoken language “twenty years ago, the resume was a chunk of paper. Now, it’s a set of all [candidate] information that may be found on-line, like participation in on-line communities, conferences and meet-ups. Recruiters will assess whether or not an individual can match, and learn if he or she has the correct skills for employment.”

In this assignment I intend to outline the development of Personnel Management (PM) and Human resource management (HRM). Briefly describing their development and the role they play in a work place today. I will then discuss the role HRM played in changing the approaches adopted by management to employment, before finally hypothesising about the future direction of HRM.

So, Human Resource Management has become one of the most discussed approaches to the practice and analysis of the employment relationship in world market economies. Whether the perspective is supportive or critical, the idea that a reformulated relationship between management and employees is occurring has taken hold to a considerable degree. There’s no doubt that the world as we know it is rapidly changing. As part of an organization then, HRM must be prepared to deal with the

Effective Human Resource Management (HRM) is becoming an increasingly indispensable facet for organisational competitiveness and success (Guest et. al., 1994). Due to the employment relationship being a continuous and open-ended contract, employees can improve or restrict actual work effort, dependent on the multitude of dynamic factors which influence their happiness, motivation and attitude towards the organisation, thus defining HRM’s role as they’re required to place emphasis on optimizing an interdependent relationship between employees and employers. If HRM can effectively perform their role, this