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HR4005 - Managing People Assessment

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Added on  2021-05-31

HR4005 - Managing People Assessment

   Added on 2021-05-31

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HR4005 Managing People1AssignmentSemester 2I confirm that this assignment which I have submitted is all my own work and the source of any information and material I have used (including the Internet) has been fully identified and properly acknowledged as required in the School guidelines I have received.PLEASE NOTE FOR ASSIGNMENT 2 YOUR WORK SHOULD BE ANONYMISED. DO NOT PUT YOUR NAME ANYWHERE ON YOUR SUBMISSION.Module Tutor[enter module tutor name]Student Number[enter your ‘G’ number]Word Count[enter your word count excluding your reference list]
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HR4005 Managing People2Managing Organizations and Leading PeopleIntroductionHuman Resource Management (HRM) refers to systems or techniques applied in organizationsto help in management of people among them employees. Human resource manager has aresponsibility of ensuring that all organizational employees’ needs are catered for, carry outselection and recruitment of new employees according to organizational set qualifications. Everyorganization has set objectives and goals, to enhance success of these achievements, all leadersand employees should effectively carry out their responsibilities. To enhance this HRM managerhas to ensure a performance management plan is put in place to help track performance of allemployees. HRM is pervasive in nature with a continuous process that, once the process isintroduced in an organization it’s functional throughout its existence.According to Singh et al(2012 pp. 651-667) Performance management is one of the main strategy used in managingpeople important for enhancing organizational success. Human resource manager staffing roleand leadership development are some of the HRM concepts applied in managing organizationalpeople to enhance development. With emerging of new HRM trends like workforce diversity, thedepartment is faced by various challenges among them increasing conflicts at workplaces thatcan be solved by ensuring all employees are held accountable.DiscussionNature and Characteristics of HRMHRM is managerial in nature as it applies all management concepts, techniques and practices toensure effective control of human resource. When this process is introduced in any givenorganization, it has various objectives among them ensuring organizational objectives areachieved and remaining functional throughout,thus making it a continuous process. HRM is
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HR4005 Managing People3action oriented as it’s concerned with solving problems facing employees using rational policiesrather than engaging in record keeping practices and following other procedures. This ensuresthat all employee’s needs, benefits and motivation factors are satisfied to ensure there is effectivecontrol of their roles for easy management. It’s pervasive in nature as its present in all businessunits whether profit making or not as long as it has people working in it. HRM is mainly aboutpeople within the organization with desire to achieve the set objectives by applying effectivemanagement techniques and tools as discussed by Stone and Dulebohn (2016). As a majordepartment in any organization, human resource management has to remain relevant by ensuringall employees are satisfied and comfortable. Effective delivery of services is a key objectivetowards enhancing organizational success, employees are the main agents thus they should betaken care of. Zheng (2016) mentioned that the objectives of a HR manager are divided into four primecategories such as social objectives, organizational objectives, functional objectives and personalobjectives. Social objectives of a company are intended towards the social needs of the company.On the other hand, the organizational objectives include the part play by the HRM for measuringthe efficiency of the company. Again, functional objectives look into the overall maintenanceand contribution of the company’s various departments to meet the required needs and demands.Personal objectives are set in order to evaluate the goals of the employees. In this respect,environment also plays a crucial role in the maintenance of the HRM model. Therefore it isimportant to have an idea about the internal and external environment of the company and findout about the role played by the company’s resources. The external environment consists of thepolitical, economical, legal, technological and social factors whereas; the internal environmentconsists of employees, trade unions, cultural conflicts and professional authorities.
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HR4005 Managing People4As per Singh et al (2012 pp. 651-667), the resource based view is a common trend of thecontemporary management business. It is an important strategy of HRM where the manager getsthe scope to develop his abilities by working on human capital and planning for its development.The HR practice is greatly affected in this manner by leading to collective bargaining by the HRmanagers. On the other hand, it is also important to to create HR based capability by amendingthe HR policies. The significance of HR is a pivotal strategic resource in terms of HR policiesand practices. An innovation- based culture is also important in this case for putting value to thecreative ideas of employees. Characteristics of HRM are directly influenced by the wellbeing of people working in theorganization towards achieving the set goals and objectives. HRM must ensure humanphilosophy is applied, this ensures that employees are treated like human beings and not likeobjects or a piece of property to be shared. This recognizes that all people are different withdifferent beliefs and the managers should have social skills to be able to manage each one ofthem. It’s an integrated form of aspect that is about people, their welfare and managementtowards achieving the set organizational goals. It’s all about people, their experiences at workand the results they give. HRM it’s about services given and should be regulation friendly, toensure that service is effectively delivered by employees, regulations applied should be in linewith all legal stipulations. This is important to ensure that all regulations enforced are not againstemployee’s rights. In organizations where human rights are not enhanced, conflicts andunwillingness to deliver leads to underdevelopment, HRM should always ensure that employee’swellbeing is a priority as they are the main agents of service delivery.People management strategies, tools and procedures
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