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HRM Assignment & Strategic Change Assignment

   

Added on  2020-05-28

20 Pages5548 Words134 Views
Running head: HUMAN RESOURCE MANAGEMENT AND STRATEGIC CHANGE HUMAN RESOURCE MANAGEMENT AND STRATEGIC CHANGEName of the StudentName of the UniversityAuthor Note

1HUMAN RESOURCE MANAGEMENT AND STRATEGIC CHANGETable of Contents1. HR role and the Ulrich model......................................................................................................2A. Influence of strategy, role function and structure of modern HR practice.............................2B. Responsible organization objectives for HR...........................................................................2C. Ulrich Model...........................................................................................................................3D. Major argument in Ulrich Model............................................................................................42. Evaluating HR Activities.............................................................................................................5A. Developing measure of effective activity of HR....................................................................5Employee Engagement................................................................................................................5Employee Relation and Communication.....................................................................................5Rewards, promotions and Development......................................................................................6C. Change Management...................................................................................................................8A. Introduction.............................................................................................................................8B. Key stages of change initiative...............................................................................................8C. HR role and contribution.......................................................................................................10D. Factual objective and unsupported arguments......................................................................11E. Conclusion and Recommendation.........................................................................................11D. Business Ethics.........................................................................................................................13A. Ethics in Business.................................................................................................................13

2HUMAN RESOURCE MANAGEMENT AND STRATEGIC CHANGEB. Main challenges for HR professionals to enhance ethical approach....................................14C. Mitigation of challenges and more ethical approach to business decisions..........................14References......................................................................................................................................16

3HUMAN RESOURCE MANAGEMENT AND STRATEGIC CHANGE1. HR role and the Ulrich modelA. Influence of strategy, role function and structure of modern HR practiceHuman resource plays a significant role in the modern organization. The innovation andtalent development process with an increased level of performance from employees is the keyproductive development that starts with Human Resource management team. Employeesperformance and enhance market position of the company is the prime consideration for HRdepartment. The prime role of HR department is to recruit efficient employees who will generatebetter production in the organization. Training and development for a new proposed project aredelivered by HR team and that is the reason better performance from employee can be drawn.Training is an important part that organized by Human Resource team and they provideimportant training material to employees so that employees get accustomed to the system (Nadivet al. 2017). Maintain data about salary plans and appraisal system or performance developmentof employees is their prime overview sections. HR team is eligible to provide bettercommunication with employees and job seekers. Though communication HR team can judgeemployees’ mental feeling and also they have a good view of potential performance accelerationof that employee (Ulrich et al. 2015). Talent management works on strategic planning todevelop the structure of organization and provide better outcome in their business market.B. Responsible organization objectives for HROrganization objectives help the company to extend their market reach through settingtheir mission and vision and work in the right direction. The better productivity and businessmarket extension is the key motive for organization and through the HR management,organization can lead this process. An effective recruitment process is the most important sectionfor that reason and strategic innovation like proper employee safety or secure environment forwork all these are key aspect to motivate employees to join the company (Saleh, Yaacob and binRosli 2015). HR department takes the initiative and set those strategic objectives foraccumulating efficient people for the development of the company. Global management practice

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