Essay about The Need for New Management Models in Human Resources

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.

Linacre, S. (2016). When change is not as good as a rest. Human Resource Management International Digest: 24(4), 20-22. doi:10.1108/HRMID-04-2016-0043.

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

Ivancevich, J., & Konopaske, R. (2013). Human resource management. (12 ed.). New York: McGraw-Hill Irwin.

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.

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

Schuler (1992) relates the philosophy of human resources, to the role that people play in the overall success of a business. This leads to the overarching objective of human resources management being to first and foremost, maximise employee performance. Since the 1980s, a range of ideas indicating a shift of workplace practices to a post-bureaucratic standpoint has become more present. Barley & Kunda (1992) define the movement away from bureaucratic forms of control as a decrease of detailed rules, routines, and scripts guiding day-to-day work, that is, rational forms of control. On the other hand, post-bureaucratic practices carry humanistic values of autonomy, responsibility, flexibility, confidence, and trust that encourage people to be empowered and take on responsibilities (Bardon, Josserand & Villeseche 2012). The core principals of managing human resources in the post-bureaucratic era essentially stem from these values. Ultimately, with Western developed nations shifting the context of work away from the traditional bureaucratic form

Managing people in MNW can be perplexing. If managers are unable to understand the MNW, meaningful influence and effectiveness becomes diffschein

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.

The objective of the Human Resource Department is to design management systems to ensure human talent is maximized to effectively and efficiently achieve organizational goals. HR has seven functions that are intertwined. These functions are global, environmental, cultural geographic, political, social, legal, economic, and technological. Human resource management has the potential to drastically impact the success and effectiveness of an organization. Human Resources has heavily focused on recordkeeping and paperwork. It has often been considered a clerical and low-level administrative department. In most organizations, Human Resources is looked upon as the employee mediator in the organization. They tend to be the voice of the employee, building company morale and putting out fires involving crisis management. The problems they deal with are both employee work-related and not work-related. HR strives to ensure fair treatment for all employees. They work with varying departments throughout the organization in order to create and implement necessary programs and policies. HR works with equal employment opportunity and other laws, to ensure compliance. They work to fill current job openings by processing applications, interviewing, and training. They answer questions regarding benefits and wages and address safety issues. The expansion of technology and outsourcing have drastically transformed the

Human resource management is significant because it kind of acts as a synergistic entity. All the parts need to be able to work together and communicate to result in a smooth product. Organizational restructuring has impacted staffing in healthcare organizations because it predominately ends up with cutting jobs. The workload becomes so unbearable and employees begin to suffer from stress and eventually burn out. Decreased personnel and increased workload equates to more mistakes being made. People start to cut corners and service is eroded. Production quality slips all the

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

A rapidly changing business environment due to technological changes and the impacts of globalization has resulted in shift of human resources paradigms (Khan, 1997). In every organization

Human resource management has frequently been described as a concept with two distinct forms: soft and hard. These are diametrically opposed along a number of dimensions, and they have been used by many commentators as devices to categorize approaches to managing people according to developmental-humanist or utilitarian-instrumentalist principles (Legge 1995 b).