The Importance of HRM
Added on 2020-06-04
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HUMANRESOURCEMANAGEMENT
Table of ContentsINTRODUCTION...........................................................................................................................1ELEMENT 1....................................................................................................................................1How HRM problems impact upon organisational effectiveness.................................................1ELEMENT 2....................................................................................................................................5Critical discussion on how organisational change, corporate culture and conflict have had animpact on HRM problem............................................................................................................5ELEMENT 3....................................................................................................................................9Recommendations for the improvement on all issues and preparation of action plan whichaccepted by the key stakeholders................................................................................................9CONCLUSION..............................................................................................................................12REFERENCES..............................................................................................................................13
INTRODUCTIONHuman resource management is an important part of business organisation. It is theprocess of hiring employees and developing them as a valuable asset for firm. It associates withconducting job analysis, recruiting people for vacant posts, regulating training and developmentsessions, providing rewards and incentives, monitoring performance, identifying personnelneeds, reducing conflicts, implementation of flexible communication at all levels, etc. Humanresource management is liable in managing the quality of workforce so that employees canmatch company's criteria (Hendry, 2012). Apart from this, it is also helpful in improving therelationship among workers and employers so that both the parties can share their ideas andthoughts. Hotel Four Seasons is the chosen organisation in this present report that is aninternational hospitality organisation. It operates in 110 countries worldwide and found on 21stMarch’ 1961. Overall revenue of the hotel is $4 billion and there are almost 34500 employeesthat are currently working in it. Apart from this, the present report will be discussing variousHRM problems and how they impact upon organisational effectiveness. It consists that managersneeds make some awareness programmes so as to reduce these problems and issues. There is acritical discussion upon how organisational change and corporate cultural put an impact uponsuch problems and issues. At last, some recommendations will be given in order to reduce theseproblems and issues, for a that an action plan is made which helps in improving organisationalcultural and working environment. ELEMENT 1How HRM problems impact upon organisational effectivenessIn an organisational structure there are various problems and issues which impact onhuman resource department of the company. Its not only affect organisational performance butalso impact upon employees interests and choices towards a business organisation. Sometimes,this can become generate misunderstanding among all people within the entity. Some problemsand issues of HRM are stated as below: - Managerial expectations- A persons who is working from long term period in acompany so as he or she expects something more from it. Employees always tries toachieve expectation of their employers but due to some misunderstandings in anticipationdisputes can arises. This can also impact on their relationship, i.e. managers as well as1
staff members (Purce, 2014). In order to reduce all of this, business owners have toclearly convey about their future plans and growth so as employees can workaccordingly. They needs to encouraging all workers in order to achieve goals andobjectives of the firm. Poor communication – Due to lack of communication, conflicts are also generated. Poorcommunication determines misunderstandings among staff members. For example- ifmanagers tell something important to an employee in order to rely the information toanother. In this, many people fails to convey right messages to right person. In Hotel Fourseasons, these information may be related with important projects and tasks, if they arecommunicated incorrectly then it affects entire business activities of projects. Then acompany will be failed in order to perform effectively in target market. Lack of accountability – another source of conflicts is lack of accountability. In FourSeason if no one takes responsibilities to handle all activities then it would generatedisputes and battles among all people of the company. There is always needed is personin companies who is able to manage all operations and practices of the company (Ho,Wang and Vitell, 2012). But employees don't want to follow all rules and regulations;this can generate conflicts and battles between employers and staff members. Different values and opposing interest – There are different type of people are workingin an organisation; all of them have different values and beliefs. It is too difficult formanagers to coordinate these persons, so as this could be also a reason of conflict atworkplace. For example- in Four Seasons, some times employees are failed to understandeach other's feelings and personalities, this can develop battles and jealously among all ofemployees. Apart from this, workers' opposite interests and choices also be a cause ofconflicts. Therefore, these people are able to work together within a company. Unresolved issues - In Four seasons, there are many unresolved issues of employeeswhich are not solved in given time period. Such issues are related with salary, workingenvironmental, training, development, promotion transfers etc. Due to this, situations ofstrikes and lockouts are occurred which is very general because they does get fullsatisfaction from job (Ahern, Daminelli and Fracassi, 2015). Lack of training – due to hactic time schedule managers are not able to provide propertraining and development assistance to their employees. In other words, top management2
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