Overview of Human Resource Management
Discuss about the International Journal of Business and Management.
Human resource management is defined as a formal system originated for the proper management of people within an organization. It’s a process of hiring and later developing employee so that they can add value to the organization. The human resource manager role can be categorized into three major areas: employee compensation and staffing; benefits and designing; and defining work. The main objective of human resource management is to maximize the output of the organization by effectively using the available resources. The role of human resource management includes planning, analyzing job, choosing the right candidate, personnel needs, orientation and training, managing salaries and wages, evaluation of staffs or employee’s performance, providing benefits and incentives, resolving disputes and communicating employee of all levels (Reed & Gusdorf, 2010).
The history of human resource explained about the evaluation of first communes and development of first ancient societies. The armies were considered to be the first driver of innovations. However, it evolved in 18th century in Europe and was established on an idea of Charles Babbage, Robert Owen during the period of industrial revolution.
In the present context, different business trends have significant effect on the wide area of Human resource management. The introduction of new technologies especially in the field of electronic communication and information retrieval and dissemination have changed the business world dramatically (Obedgiu, 2017). The computers, satellite-based communication, fax machines, networking system and other devices have certainly changed the way businesses and employee interact with each other. The use of telecommunication is one of the most popular option for many workers and other HR managers have had to form or create guidelines for this emerging issue.
The HRM lens focuses mainly on the running of a successful organization. This includes the handling recruitment issues and giving directions and way forward on to what the employees and the stakeholder should follow. This is in relation to its leadership, organizational skills in the department among the executive role of systemizing of the management within an organization. The HRM managers see the world as an arena in which when people involved follow the set organizational rules and also contribute positively, then the management in a particular organization will be key to ensuring an effective and efficient way of reaching their goals (Duff 2017).
HRM managers also view the world through the lens of culture. You have heard of an organizational culture which in simple terms is the traditional way of conducting business and handling one’s self in today’s corporate organization. The culture specifically is about competency, teamwork, self-motivation and drive as well as employee empowerment.
History and Evolution of HRM
Productivity usually is helped to be achieved by the HRM managers. They can be mentors and guides to people and even create ways in which an organization may be helpful not only in executive ways but also assist in community building via charity events, fundraising. Commonly referred to as Corporate Social Responsibilities. The keeping of an organization sustainable is very crucial as HRM managers feel like they make and can break the cycle of a continuous organizational system. Being the recruitment team, the retention, hiring, and firing of employees are up to them based on a specific evaluation system.
There’s also the need of focus towards employee experience. The culture will be based on the performance engagement, employee engagement, and the organizational culture. Integration of the three will ensure the employee engage. HRMS will and can shape the future of jobs.
The general projected rate of employment last year was 12.5% and the job arena being dynamic and versatile it is quite hard to keep in constant check of the growth and decline. However, it is up to the HRM to focus on the workforce really required by an organization (Georgiou-Botaris 2018).
The following are the industries that recorded highest employment growth;
Health: dealing with patients’ details and high tech equipment will need highly qualified personnel. HRM should review employee files before hiring
Digital; how knowledgeable is one in this field
Education; with increased populations, qualified teachers are needed.
Because data storage, networking, and discrete information are stored in clouds and cut across all the industries, they may be under threat hence the need to find employees with technical skills (Post 2018). HRM will require to look for effective staff with the required responsibilities. The operational results which are quality, time and efficiency should be the driving factors.
The following are the industries that recorded highest employment decline;
Motor vehicle parts industries
Department stores
Cut and sew industry
The considerations here will be made by the HRM based on the industrial metamorphosis since the majority are the manufacturing industry. If the decline is a good thing, then what strategies of evolving will they come up with to stand out or if the decline is a bad thing, what other countermeasures are put in place to ensure unemployment rate is not that devastating to the extent of crippling the market economy at large.
The HRM practices such as employee involvement, giving or rewards for motivation, training and benchmarking activities to introduce learning and nurture a culture of self-initiative and self-innovation for the company should also be considered. HRM should be forefront in trends for employee criteria.
Industry Trends in Human Resource Management
Star Graphics is looking for an experienced graphic designer to fill in the position in our marketing department. The work of the graphic designer will be to accomplish tasks that will be assigned to them by the marketing manager such as designing posters, brochures, billboards and editing videos and pictures. The designer is supposed to accomplish these tasks daily and report to the manager at the end of the day.
The job is full time, and the salary details will be explained during the interview process. The following is our selection criteria: the person
- Must have a Bachelor’s degree in graphic design.
- Must have at least two years’ experience
- Must be familiar with the use of the following software: Adobe Photoshop, Adobe Illustrator, Adobe InDesign, Microsoft PowerPoint, Adobe Premium Pro and Adobe Fireworks.
- Must have communication skills.
- Must be between the ages of 25 to 30 years.
- Must have fluent English
- Must be flexible with time as the job is a full time
Interested candidates need to submit their CV on our website at www.stargraphics.com or send them to our email at [email protected] Also attached to the CV should be your national ID and a copy of your Bachelor’s Degree. One can attach other documents that they feel will be necessary such as previous jobs or experience. The deadline for the submission is on the 30th of June. Candidates are advised to include a portfolio of some of the earlier designs, but this is not compulsory. The candidates that will be selected for the interview will be contacted via the email. If any candidate has any questions they can contact us through the email given above and write the subject as HELP and we will get back to you.
Performance management system sets a target which are derived from and are linked to the objectives of corporate, monitor developmental activities and performance levels in a structured way, in order to address issues with a clear purpose and in a good time. When it is applied properly, it drives engagement of employees in the overall goals of the company, leading to better performance of the company and employees both. Several companies have to suffer with employees who are not interested when it comes to performance management (Georgiou-Botaris, 2018). However, there are several ways to drive employees to perform which are discussed below:
Identifying what motivates employees: Most companies reward their top performing employees by an annual pay rise. According to the study this approach is not effective in most of the cases. So, it is important for employers to know how their employees wish to be rewarded in order to increase their overall performance.
Rewarding employees fairly: Reward system differentiates between the levels of performance which can increase the feelings of fairness among workers and help to motivate them to improve their performance.
Industries with Highest Employment Growth
Challenging convention: Rating less systems also helps to improve the performance of the employees as it permits more time to be reinvested into more effective and better communication between managers and employees as they are focused on reviewing what employees have done better rather than evaluating past performance.
Focusing on collaboration and clear communication: workforces tend to perform better and engage more when they are aware of importance of their task and responsibility of assessing their performance (Markos, 2010). Therefore, improving communication between managers and employees and providing employees a degree of possession in the process of performance management can assist to boost engagement. Performance management system should be a two-way process as employees remain more engaged in a collaborative process.
Championing career development: Continuous staff training improves employee’s performance resulting in overall improvement of organization by maximizing engagement and capabilities of the workforce.
Policy statement is a document of an organizational level which stipulates or directs acceptable behaviors or methods. In simple words, it is the way things are performed in an organization (Duff, 2017).
It is committed to the policy of efficiently handling all aspects of safety, welfare and health. This commitment extends to all of their Group Business Units, employees, workplaces affected by their operations (Truscott, 2018). It identifies that acquiring high level of health and safety is an important part of every organization performance. It takes all the important practicable procedures to make sure constant improvement in safety of health and sustainable action plan that will be continuously reviewed through whole year. The Executive Board takes all the responsibility of safety, welfare and heath whereas divisional boards takes the responsibility of its own safety and health responsibilities. So, they make sure that all the resources, finances, facilities, training, instruction etc. are provides as these are important to decrease the risks of illness, injury and to have safe culture and positive health that leads to improved performance of workforces. It also ensures the behavior of their people at each level and is constantly enhancing safety culture. Their vision is to maintain and create an environment where the care for the employees are their top priority. They believe that all the accidents can be prevented. All the employees and contractors of the company are expected to cooperate in the implementation of the policy that supports safety, sustainable management system and health of people. They make sure that their work is performed with low risks to others and themselves as well and is reasonably practicable. Consultation with operatives and staff are structured to confirm feedback and is encouraged to enhance safe system of work and control or prevent ill-health.
Industries with Highest Employment Decline
Subject: a Policy statement on diversity.
Realtor inc. highly values staff diversity and we consider it essential to the overall success and performance of our organization. We strive at putting our employees first and this we hope to do by making sure that our employees are comfortable. Therefore we offer employment to every member of the society.
In our organization, there is no discrimination against the gender, age, race, ethnicity, religion and the sexuality of our employees. We believe that a diverse staff will bring in different ideas and knowledge that will help us in accomplishing our objectives and goals. All members of the society are welcomed in our company, and they will be respected and not discriminated against.
We hope that this policy will create a favorable environment for working so that we can have the best output. Also, we want to be able to offer support to all our employees without considering their cultures or their religions. The support we provide is for a suitable working environment where everyone can work as a group and develop teamwork. With our employee diversity, we aim at ensuring that equal opportunity will be given to all. These include promotions and task assigning. They will be conducted with utmost fairness to ensure that all our employees have an equal opportunity. We aim to focus on the individual’s merits and skills.
Our organization has zero tolerance towards discrimination of the employee’s diverse workforce, and anyone will face termination of the work contract. We highly value respect and working together to accomplish our goals. Disciplinary action will be taken if anyone tries to go against this policy. The policy is already active, and our human resource department will be closely monitoring to check if everyone complies.
The future of human resource management will be influenced by advanced technology and the return of human intervention in management practices. The small firm or the startup companies have shown the future of human resource. The approach of small firm is agile rather than implementing robust HRM processes. It is said that agile HR will be the correct approach. The future trends demand HR to be more flexible which can shape the HR or organization (Post, 2018). The simplification of the HR policies is the trend that can be ignores in the near future. The operational cost of a company is expensive, also the HR procedures and processes are also expensive and further time taking decision making process makes the organization uncompetitive. The future companies can become lean, quick and competitive which can signify. The focus has to shift from the complex to simplified process. The right to decision making has to be returned back to the employees and managers (Prinzlau, 2016).
The need of change and reach of human resource: with an objective to obtain productive and seamless employee experience, the HR has to change its stand alone to function of administration. It has to evolve and adopt to changing needs of the business word into a function which goes beyond the boundaries and disciplines in order to deliver a holistic employee experience.
Adaptation to a constantly changing work profile: it is important for HR to adapt to the roles and responsibilities of newly evolving job, while considering for changes in incentives and benefits, also accounting retention strategies for workers who wants more than money.
Managing global operations: At some point every company operates on a global level, whether it is a cross-border recruitment or international orders. Regardless the existence of global workforce in most organization that are only starting to recognize the management challenges and involvement of such condition.
References
Duff, V., 2017. What Is a Policy Statement?. [Online]
Available at: https://bizfluent.com/about-5527229-policy-statement.html
[Accessed 5 June 2018].
Georgiou-Botaris, E., 2018. Why performance management systems are still essential to companies in the Middle East. [Online]
Available at: https://www.willistowerswatson.com/en/insights/2018/03/why-performance-management-systems-are-still-essential-to-companies-in-the-Middle-East
[Accessed 4 June 2018].
Markos, S., 2010. Employee Engagement: The Key to Improving Performance. International Journal of Business and Management , 5(12), pp. 89-96.
Obedgiu, V., 2017. Human resource management, historical perspectives, evolution and professional development. Journal of Management Development, 26(8), pp. 986-990.
Post, J., 2018. 4 Ways Human Resources Will Change in 2018. [Online]
Available at: https://www.businessnewsdaily.com/9383-future-of-hr.html
[Accessed 5 June 2018].
Prinzlau, M., 2016. WHAT DOES THE FUTURE OF HUMAN RESOURCE MANAGEMENT LOOK LIKE?. [Online]
Available at: https://www.unleashgroup.io/news/what-does-the-future-of-human-resource-management-look-like
[Accessed 4 June 2018].
Reed, S. & Gusdorf, M. L., 2010. The Evolution of Human Resource Management. [Online]
Available at: https://www.shrm.org/academicinitiatives/universities/teachingresources/Documents/Reed-Gusdorf_The%20Evolution%20of%20HRM_Instructor%27s%20Manual_FINAL.pdf
[Accessed 5 June 2018].
Truscott, P., 2018. GallifordTry. [Online]
Available at: https://www.gallifordtry.co.uk/about-us/company-policy-statements
[Accessed 5 June 2018].
Order an Essay Now & Get These Features For Free:
Turnitin Report
Formatting
Title Page
Citation
Outline
