Fundamentals of Human Resource Management Report

Added on - 22 Jul 2020

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Fundamentals ofHuman ResourceManagement
Table of ContentsINTRODUCTION...........................................................................................................................1CONCLUSIONS..............................................................................................................................9REFERENCES..............................................................................................................................10
INTRODUCTION"Much of what we called 'depression' was real 'dissatisfaction', a result of setting a barimpossibly high or expecting treasures we weren't willing to work for" (Wright, 2014). In thepresent context, the employees of Australia are facing this discontentment with their jobs. Theaim of this paper is to explore job design and its correlation to dissatisfied employees asevidenced by research. This paper will utilize multiple resources including websites, HRjournals, HR textbooks and government reports. The first part of the paper provides aninvestigation of the causes of job dissatisfaction among employees. The paper then goes on todiscover the implications for human resource management (HRM) when their employees aredissatisfied. However, this dissatisfaction can be altered by enhancing the practises of HRM-which the essay will conclude with discussing.BACKGROUNDHuman resource management (HRM) is that branch of management that deals with thehuman resource of the organisation. This is the part, which is responsible for the increase inproductivity of the employee. Their job includes recruiting of new people and providing themwith proper training, benefits, compensation, job satisfaction and suitable work environment,which can lead to effective, efficient, and smoother working.Strategic human resource management (SHRM) is a part of HRM, which unite HR tobusiness, they create policies, models related to workers which may result in their better growthand success of the company. Their main aim is to create a way that can lead the partisan effort toachieve long-term goals of the organisation.The main role of HRM is to look after firm's workman (Connell and Burgess, 2016).Their function is to recruit new people according to the need of company, it is their responsibilityto see how much of manpower is there and how more they required. The interviews areconducted by them to make sure that only eligible persons get selected in the organization.Other than this, the specific role performed are mentioned below:Selection and Placements: In order to get new members in the organization their competenciesand behavioural competencies are required to be focused. When they get recruited,1
organizational culture and values are shown to them so that they can be part of the firm. In suchways, HR defines the uniqueness in the entity.Job design:In this structure is made where different elements of the job are described. Itincludes ergonomics, health and safety of the employees. Further, it includes training part whichhelps the employees to gain the knowledge and skills to perform multiple tasks.Compensation and Rewards:HR roles also includes compensation pay based on theperformance. They emphasize on collaboration, teamwork, responsibilities based performanceand provide incentives to them. Through these ways, they enhance the commitment, flexibilityand productivity of the employees.However, in SHRM, there is the addition of the diversity management in their role.Strategic HR uses different perspectives to evaluate the workplace and through creativity andeffective solution they combine the entire organization. Further, they help in the learning newtools and techniques which are helpful for the employees in the organization. Along with this,SHRM also plays the major role in improving the effectiveness of HR professional so thatorganization can improve their community services and recreational leagues. Besides this, ithelps them to gain knowledge related to the firm culture and incorporate job expectations at thetime of the selection process.As per the Brewster and et. al., (2016) the HR part of the organization can be improvedin the more better way if they make strategic planning and effective approach. Other than this,SHRM is far better than traditional HR. They focus on the activity of partnership within theirinternal and external members while earlier they were concentrating on the employee relationsonly. Moreover, there are changes in their role as they make proactive and transformationalchanges in the organization. Their functioning increases in terms of speed, flexibility andsystematic approach. They have organic control and prepare the job design that has broad aspectsand functioning level. In the organisation, employees are considered as important investment andimprovement in their ability, knowledge and skills is the key role which is performed by SHRM.Further, the role of the SHRM is mentioned in the SHRM Competency Model which is shownbelow:2
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