Human Resource Management (Pass Criteria) Resource Management
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This report discusses the Ulrich HR Model of HRM and the McKinsey HR Model, and suggests which model is best fit for workplace. It also provides suggestions for Electrical Network Holdings to become more ethical and improve employee engagement.
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Resource Management
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Table of Contents INTRODUCTION...........................................................................................................................1 MAIN BODY...................................................................................................................................1 Compare the Ulrich HR Model of HRM with the âMcKinseyâ HR Model. Suggest which model is best fit for workplace...............................................................................................1 How should electrical network holdings demonstrate becoming more âethicalâ as a company? ................................................................................................................................................4 How to improve employee engagement which reduces poor relationship between HR and parts of workforce...................................................................................................................5 CONCLUSION................................................................................................................................8 REFERENCES................................................................................................................................9
INTRODUCTION Resource management is a preplanning of organising different resources such as human skills, financial resources, information technology, production resources, inventory and natural resources. All the tools and techniques are developed in better manner so that proper allocation of resources is maintained in an organisation. It eliminates wastage and human errors which is beneficial for overall organisation in order to achieve their goals and targets(Ansari, Farrukh and Raza, 2021). This report is based on Electrical Network Holding (ENH) which deals in electrical distribution system for domestic and commercial electricity. It is headquartered in newly designated city of Wrexham. This report will include comparison of two different Human Resource management models which are Ulrich model and McKinseyâs HR model. This will also include some of the suggestions which will help electrical network holdings in becoming ethical organisation in appropriate manner. There are various proposes are given in this report regarding improvement of employee engagement so that it can maintain healthy relationship between HR and workforce. MAIN BODY Compare the Ulrich HR Model of HRM with the âMcKinseyâ HR Model. Suggest which model is best fit for workplace. The Ulrich model of human resource management is developed in 1995 by David Ulrich. This model ensures that all the responsibilities, authorities and roles should be organised across the overall HR department of an organisation. It makes all the employees accountable for their task and operations so that they can contribute their best efforts towards the commencement of operations(Chaudhary, 2020). The streamlined ways of carrying out operations assist each and every team member in understanding their role in their respective department. It reduces complexity and burden from employees which contributes in enhancement of their productivity and performance. This model is segmented into four different key sections which can be discussed as follows: Strategic partner:In order to manage the growth and development of overall workforce in an organisation, strategic partner plays important role. In context to electrical network holdings is strategic partners majorly focus on the requirements of the customers so that they can make operations better which can satisfy their needs. They want to deliver appropriate quality products 1
and services to potential and targeted audience so that they can improve brand image of an organisation. Administrative expert:The internal functions and operations of an organisation are managed by administrative experts. They focus on the day to day operations related to people, cost and delivery of products and services. Electrical network holdings ensures that their final output should be delivered in best possible manner which make business more profitable. Change agent:In order to manage changes in an organisation related to mentality of employees and overall culture change agents contribute their efforts(Ghobaei-Arani, Souri and Rahmanian, 2020). They make work environment better so that they can improve workplace according to the professional and personal perspective. Change agent of electrical network holdings connect with their respective line managers and decide strategies related to the workplace so that they can convert the workplace into more better area for operations. Employee champion:Organisations have to give respect to their employees so that they can maintain their productivity in appropriate manner. Employees are set for an organisation because they are responsible for large number of manual activities. Electrical network holdings have their employee champions who focus on the benefits and aids of employees by taking care of their expectations. They ensure that their rights should be safe guard so that they can satisfy their needs and demands in affective manner without hurting their expectations. McKinseyâs HR Model This human resource management model is designed in 1980âs to organise different internal elements of an organisation. It effectively aligns all the elements so that collective objectives can be achieved in best possible manner. Electrical network holdings can adopt this model so that they can improve their operations of human resource department. The 7âs of this model is discussed as follows: Strategy: This can be referred as a plan which is formulated by an organisation so that they can successfully compete with different competitorsin their respective market. Electrical network holdings focus on development of long-term and short-term strategies by focusing on their values, vision and mission. Structure: It describes the units and divisions of an organisation and shows who is accountable for particular task so that accuracy can be maintained. Electrical network holdings 2
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majorly follows hierarchical structures which includes a proper chain of command so that confusions can be eliminated. Systems: All the daily activities of an organisation including their procedures and processes are classified as systems(Hasanzade and et.al., 2019). It creates great impact on decisions which are formulated by the management. Electrical network holdings ensures that they focus on each and every department of business so that they can carry out appropriate organisational changes which are required in order to achieve goals. Skills: This element majorly focus on the capabilities of their employees. Electrical network holdings always train their employees according to their business structure and strategies so that they can commence operations in smooth manner. Staff: The number of individuals selected and recruited by an organisation comes under staff. It is important to appoint appropriate number of candidates who can handle the operations indesiredmannerwithoutanydisturbancesanddifficulties.Electricalnetworkholdings Motivate their employees and give them rewards on the basis of their performance so that they can improve their productivity. Style: It shows how each and every employee of an organisation maintains interaction with each other. The chain of communication between top level managers to lower level managers shows the symbolic values of an organisation. Shared values:The standards and norm of an organisation which guide the actions and behaviours of employees. It shows the foundation of an organisation which need to be majorly focused. Ulrich HR model and McKinseyâs HR model are different from each other in each and every perspective. Ulrich model focuses on internal elements of HR department which is responsible for maintaining accuracy of overall workforce. On the other hand, McKinseyâs HR model focuses on the organisational changes rather than focusing on HR department. Ulrich model assist organisation in modifying and altering their operations which are best suitable for maintaining appropriate force of employees(Lv and et.al., 2021). The performance of an organisation can be improved in less period of time with the help of Ulrich model rather than adopting McKinseyâs 7âs framework. In context to electrical network holdings, Ulrich model is best fit for their workplace because it alters errors and weakness in short period of time. The core HR values formulated in a 3
propermannersothatitaddsvalueinoverallorganisation.Itincreasesefficiencyand performance of HR department so that they can guide all other employees in effective manner. All the roles and authorities are assigned in proper manner with the help of this model so that operations can be performed in accurate manner. It clarifies the roles and responsibilities which maintain transparency in an organisation so that they can achieve their prescribe roles in experiences. How should electrical network holdings demonstrate becoming more âethicalâ as a company? Organisations should operate their business by following all the rules and regulations in ethical manner. Strong ethics is mandatory to follow so that organisation can sustain for longer period of time in their industry(Marrucci, Daddi and Iraldo, 2021). Electrical network holdings should also adopt strategies which are ethical so that they can satisfy their customers in appropriate manner. Employees have to focus on the establishment of positive brand image which is only possible with the help of ethical operations. Some of the measures are mentioned below which help electrical network holdings in becoming ethical organisation are as follows: Make business products and services ethically:It is important to focus on the several areas of manufacturing and production procedure of products and goods. Organisations I have to use appropriate standards and qualities of raw materials and equipment in their products and services which is ethical for commencement of operations. Electrical network holdings have to focus on the environment by utilising ethical standards so that they do not harm society. Praise positive behaviour:In order to eliminate and minimise unethical practises in an organisation it is important to praise positive behaviours. Organisation should provide rewards to the best practises of employees by praising them which assist them in increasing the awareness towards positive behaviour. Electrical network holding should acknowledge individuals or fulfil their expectations so that they can maintain healthy working environment for long term which is beneficial for overall business. Training and development of employees:Training plays important role in following ethical code of conduct in an organisation as it provides ideas to employees how to carry out operations(Oehlhorn,Maier, Laumer and Weitzel, 2020). Training sessions should Include clear instructions which Create great influence on the mind of employees so that they follow only those guidelines which are ethical for business operations. Electrical network holdings arrange 4
workshops by experts and professionals or transfer value is regarding ethical practises in an organisation. Report unethical behaviour:It becomes a challenging task to create a honest work culture for every organisation. They have to formulate rules and regulations for following ethical behaviours at work place and give punishment to those who do not follow those rules and regulations. Electrical network holdings should impose penalties on the employees who does not work according to the guidelines of code of practises which assist them in maintaining proper ethical environment. Unethical behaviour can damage the reputation and brand image of an organisation which need to be undertaken by organisation with the help of developing policies and rules. How to improve employee engagement which reduces poor relationship between HR and parts of workforce. Employees are most valuable part of any organisation is they acts as an asset for them. Organisations have to focus on their employee engagement rate so that they can maintain their performance and productivity in appropriate manner(SalasâVallina, Alegre and LĂłpezâCabrales, 2021). In order to retain employees for longer period of time it is important to engage them in an organisation by providing benefits and values to them. Electrical network holding have to focus on the requirements and behaviour of their employees so that they can increase employee engagement rate so that they can develop a healthy relationship between HR department and work force. There are some suggestions mentioned below which improve employee engagement are as follows: Prioritise feedbacks:Managers of an organisation should undertake queries and feedbacks of their employees on regular basis so that they can resolve their issues. Electrical network holdings have to schedule meetings and sessions so that they can encourage their employees for commencing operations according to the guidelines and rules(Zaid, Jaaron and Bon, 2018). The interactive session and helps them to understand the feedbacks which can be addressed in appropriate manner so that engagement rate of employees can be increased. Coordinate volunteer opportunities:Along with the profit maximisation organisation also focus on the contribution towards their society. It develops better connection with employees and stakeholders which results in improved engagement within an organisation. Electrical network 5
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holdings promote different volunteer event so that they can satisfy social requirements of their employees which is beneficial for overall growth of an organisation. Prioritise health of employees:Mental and physical health of each and every individual is important as it contributes in their productivity. The rate of engagement can be increased easily by contributing efforts towards maintaining well being of employees at work place(Steffense and et.al., 2019). Electrical network holding arrange different classes related to work out and meditation which improves mental and physical health of their employees. Focusing on health of employees develop their interest towards organisation which maintains better engagement in cost-effective manner. Provide rewards on achievements:It is recommended to celebrate the achievements of employees on regular basis which boost their morale in appropriate manner. Providing a rewards and benefits on achievement is great way to improve the rate of engagement of employees without any difficulties.Electrical network holdingsprovide incentivesand non-monitory benefitstotheiremployscordingtotheirperformanceswhichmotivatesthemfor accomplishment of targets. Conduct employeeâs engagement surveys:Arranging service on regular basis develop the mindset of employees in a positive manner towards their organisation. Employees feel valued and respected in an organisation when managers interact them regarding their personal and professional matters(Xiang, Li, Khan and Khalaf, 2021). Electrical network holdings formulate different engagement strategies related to carry out surveys so that they can analyse the final data which will further help them in improving the engagement of employees. Open communication and interaction between employee and employer results in better understanding of opinions and thoughts of each other which results in maintaining loyalty between both of them. It is analysed that a bird is cult of points it results in maintaining healthy relations between all the employees and HR department which provides different benefits to the organisation. Proper interaction and communication across each and every department provides opportunity in resolving conflicts and issues on initial stages so that harmony and peace can be maintained (Turker, 2018). Focusing on thoughts and ideas of each other developed a better understanding and connection which creates healthy working environment. Development of strategies regarding employee engagement provides number of advantages as it improves overall structure of 6
organisation. Providing support to each other assist organisation in achieving various competitive advantages in best possible manner. 7
CONCLUSION From the above report it can be concluded that resource management should be focused by every organisation so that they can maintain proper utilisation of the resources. It is necessary to focus on resources related to materials, manpower, methods, money and machinery so that effective utilisation can be carried out. Managing resources is essential as it minimise wastage and depletion of resources which can provide number of benefits to an organisation. In order to increase efficiency and productivity of organisation it is recommended to develop strategies and policies regarding utilisation of resources in appropriate manner. This report included about models related to human resource management and their comparison so that workplace can adopt best fit model for themselves. Different measures are mentioned in this report which helps organisation in maintaining their operations in more ethical manner. Employee engagement strategies are discussing this report which reduces and eliminates poor relationship between employees and their HR department. 8
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REFERENCES Books and Journals Ansari, N.Y., Farrukh, M. and Raza, A., 2021. Green human resource managementand employeesproâenvironmentalbehaviours:Examiningtheunderlying mechanism.CorporateSocialResponsibilityandEnvironmentalManagement,28(1), pp.229-238. Chaudhary, R., 2020. Green human resource management and employee green behavior: an empiricalanalysis.CorporateSocialResponsibilityandEnvironmental Management,27(2), pp.630-641. Ghobaei-Arani, M., Souri, A. and Rahmanian, A.A., 2020. Resource management approaches in fog computing: a comprehensive review.Journal of Grid Computing,18(1), pp.1-42. Hasanzade and et.al., 2019. Designing a framework for Entrepreneur-oriented Human Resource Management in the Public Sector.Public Administration Perspaective,10(2), pp.159- 185. Lv and et.al., 2021. Evolutionary overview of water resource management (1990â2019) based on a bibliometric analysis in Web of Science.Ecological Informatics,61, p.101218. Marrucci, L., Daddi, T. and Iraldo, F., 2021. The contribution of green human resource managementtothecirculareconomyandperformanceofenvironmentalcertified organisations.Journal of Cleaner Production,319, p.128859. Oehlhorn, C.E., Maier, C., Laumer, S. and Weitzel, T., 2020. Human resource management and its impact on strategic business-IT alignment: A literature review and avenues for future research.The Journal of Strategic Information Systems,29(4), p.101641. SalasâVallina,A.,Alegre,J.andLĂłpezâCabrales,Ă.,2021.Thechallengeofincreasing employees' wellâbeing and performance: How human resource management practices and engagingleadershipworktogethertowardreachingthisgoal.HumanResource Management,60(3), pp.333-347. Steffense and et.al., 2019. Putting the âmanagementâ back in human resource management: A review and agenda for future research.Journal of Management,45(6), pp.2387-2418. Turker, D., 2018. Social Responsibility and Human Resource Management. InManaging Social Responsibility(pp. 131-144). Springer, Cham. Xiang, X., Li, Q., Khan, S. and Khalaf, O.I., 2021. Urban water resource management for sustainable environment planning using artificial intelligence techniques.Environmental Impact Assessment Review,86, p.106515. Zaid, A.A., Jaaron, A.A. and Bon, A.T., 2018. The impact of green human resource management and green supply chain management practices on sustainable performance: An empirical study.Journal of cleaner production,204, pp.965-979. 9