Questions On Human Resource Issues Essay

1. Define and explain the significance of the term ‘derived demand’ as it applies to Strategic Human Resources Planning. (5 marks)

1. Ch 1, page 60-61, question 4: What is “evidence based HR”? Why might an HR department resist becoming evidenced based?

What is motivation? As manager’s, motivation is one of the most vital and crucial assets to possess in managing a business. This drive is a critical tool to use in the work place and determine the success or failure of an organization. Motivation is a driving force that initiates and directs behavior. In other words, motivation is an internal energy that drives an individual to do something in order to achieve a certain goal. Therefore, creating a motivating environment in the workplace will lead to happy employees. Creating a work environment like this, managers can expect low staff turnovers, improved productivity, happy customers, and better financial performance. Therefore, the input of motivation use towards employees determines the output efficiency of the company. However, everyone involved in an organization is motivated differently. Everybody has their own individual needs in regards to motivation. Depending on how motivated a person is, determines the effort that individual puts into the work and therefore, how productive they are.

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.

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

The Compensation and Benefits packages offered at DHS are designed to help make the company a competitive one. Salaries are paid on a bi-monthly basis on the 15th and last day of each month. Employees are given the option to add healthcare benefits, sign up for 401k or

Generally, motivation is defined as “the intention of achieving a goal, leading to goal-directed behavior which is reflected at the end of a project” (Whittington and Evans, 2005). Motivation therefore is a perceived drive that can be enforced into an employee and can either make the employee achieve or not to achieve the organizational goals and attain personal goals as the end results (Young, 2009).

Industrial relations: arose to the growing power of trade unions involvement in disputes, collective bargaining, negotiation and industrial law and regulation. The practitioner as a bureaucrat (control of labour) due to the increase growth and change of workplace activity such as: job allocation and performance monitoring; time keeping and control of absenteeism; sick leave and holidays; pay and benefits; training and promotion; rules and regulations; procedures and forms. Part of Tarmac dream vision is to achieve the exceptional to deliver value to all its stakeholders and a key element of that plan is to engage their employees to use their energy and skills to improve the business.

Human Resources Management RECRUITMENT AND SELECTION 1. Introduction Task 1 1. A report distinguishing between traditional personnel management and the new approach to human resource management, outlining their historical development. 2. The Human Resource department in TD Travel Group.

It may seem obvious that businesses, no matter the size, do not operate in a vacuum. This can mean that when it comes to suppliers, customers, employees, or even general perception of the company to the public a business is subject to laws that dictate what it can and cannot do in the course of doing business. Although many people are aware that some laws exist in regards to Civil Rights, Age Discrimination, and Equal Pay they may not know the specifics of the law or the consequences of non-compliance. Just like a company needs experts like accountants to manage the money or Quality Assurance departments to ensure a product is produced; this lack of specific knowledge is why it is important for companies to have Human Resource personnel. Human Resources is comprised of experts that can design policies, practices, and even help shape the corporate culture to promise compliance with employment law.

Human resource management has continued to change through the years. Dating back as far as prehistoric times to where HRM is today. All organizations want to thrive and in today’s world it has become harder than ever to find success. The right human resource management team can improve the overall function of an organization. HRM balance multiple important roles such as; employee recruitment, planning and organizing, employee evaluations, conflict resolution, and much more. Most organizations learn through experience, which is what the banking industry has done for human resource management. Through learning from trial and error banks have discovered that HRM needs to continue to be flexible, so that it can change with the times. That means not being set with curtain ideas, that may be outdated. Human resource management will continue to change, but for organizations trying to find success without a good HRM team would not be possible.

Critically evaluate the contributions Human Resource Management can make to the achievement of an organization’s strategic aims and objectives. Illustrate you answer with examples.

According to Jahn in 2007, humans remain an organization’s most valuable and greatest asset. Therefore, the capabilities and potentials they possess are the main driving forces of an organization. Systems and processes are consistently changing especially in the work/business environment.

The human resource issue I will be focusing on is the issue of continual upskilling in a business. Nowadays businesses takes a person with more experience and knowledge, that is due to the reason of keeping up with the continual upskilling needed for the business to continue in growth. If they already have experience and knowledge no need for costly educational workshops to teach employees leaving loyal employees at risk for being fired. Businesses find that upskilling is costly and if there budget cuts that have to done studies show that upskilling is always the sector they cut. This issue has come about as Businesses are heavily influenced by efficiency, economic and politics of the consumer to keep up with these influences continual upskilling is the only way as it is important keeping up so that the business enforce upskilling or would rather employ new employees with skills and experience to match.

Motivation is a process of arousing and sustaining goal-directed behavior induced by the expectation of satisfying individual needs. It is the major determinants of our behaviors. By understand the motives, you can influence staff’s behaviors. Especially with the shift towards a more socially and culturally responsive workforce, ability to motivate your staff is becoming one of the most important assets of an organization.