Multi-Skilling “Jack of All Trades Master of None?”

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

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,

Keywords: human resources management, HRM, motivation, diversity, communication, recognition, relationships, performance, economic growth, recruiting, candidates, creativity,

a cut in the time to perform each task which impacts the time and cost of the production. This

Implementing change in an organization is complicated. It is important that a manager understands their role and responsibilities for which could very well be the success or failure of an organization. A manager should know how to handle staff resistance, and the areas that require change. There are processes that help management with assisting their staff members with adjusting to change and concentrate on the areas of importance. This process includes planning, assessment, implementation, and evaluation. The difference between a failed organization and a successful manager is when the manager has the ability to implement change with little disruption to

Secondly, human resource is an important aspect of business; most of organizations nowadays view people as their most valuable resources. In fact, the part that intrigued me was the challenges derived from the changes in function and structure of HR department. HR is becoming a need for every aspects of day-to-day management, and job-seekers would find their jobs require more of generalists with more skills and competencies to perform multi-tasking (Larsen & Brewster 2003). Those are challenges as well as potential, on which you could learn and develop yourself.

Like risk, human resources are pervasive in the business. Human resource management is most effective when integrated with decision making throughout the business. This leads to recognition that each production, financial, and marketing decision has a human component or influence. Which choice is made, how the decision is carried out, the follow-up and monitoring depend on people. Isolating management team and employee issues from production, financial, and marketing management frustrates people and creates unnecessary risk in a business enterprise.

9. What challenges face HR managers with regard to workforce availability and quality? What are potential

After reviewing the case, I believe that there are three key issues that have affected the Human Resources department in terms of keeping up with the company growth. The three key issues are the employee turnover rate, training programs and

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.

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 cost of labour (workforce) is a significant cost. The impact if workforce “relevant skills” are lacking is an increase in cost and time taken to perform tasks and a decrease in productivity (Capece and Costa 2009) (Capece and Bazzica 2013).

The sudden boom in the resource sector worldwide due to energy demands from mature and emerging industrialized nations has led to numerous issues. From a Human Resource Management perspective, this quick expansion of the resource sector has led to labour shortage with both skilled and professional work force. The need for effectively managing labour poses a number of challenges to Human Resource Management.

Through this, entire processes can be eliminated or amalgamated into fewer but more relevant and powerful processes throughout the organization. There is real desire to simplify the way of work by objectively accessing all activities and task and eliminating any that act less value and more complexity.

Unions represent employees to voice up their concerns and negotiate with management for their better benefits and rights. Also, unions also help managers to communicate with employees and provide them a wide range of information services through networking and consultancy advice (McGuire, McGuire & Sanderson 2013). On the other hand, many managers are inadequately trained and supported to manage and discharge the human resources duties (McGuire, McGuire & Sanderson 2013), lead to the lack of channels and strategies to solve the employees’ difficulties and concerns. Therefore consulting with human resources specialist is in needed for managers, which can enhance and help with implement more human resources approach in the workplace.