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PGDAB-805: Advanced Human Resource Management

   

Added on  2020-05-16

21 Pages6754 Words32 Views
Running head: HUMAN RESOURCE MANAGEMENTHuman Resource ManagementName of the StudentName of the UniversityAuthor note

1HUMAN RESOURCE MANAGEMENTTable of ContentsAnswer to Question 1......................................................................................2Answer to Question 2......................................................................................7Answer to Question 3....................................................................................11Answer to Question 4....................................................................................13References....................................................................................................17

2HUMAN RESOURCE MANAGEMENTAnswer to Question 11.1 Ulrich ModelThe model helps in providing platform to deliver the different promises. Therespective model helped in shaping different functions in international companieswith the help of clear indications wherein it helps the organization in understandingthe future priorities. During globalization, the model is helpful in delivering theorganizational excellence in an effective manner. The HR department helps theorganization in achieving the different goals in an effectual manner. The HR is able totackle different kind of contributions towards the expertises such as becoming partnerand helps in effectively performing the tasks. The HR is able to tackle the issues thatis strategic in nature and it helps in supporting the financial goals (Wilton, 2016). Compensation under Ulrich Modelis wherein benefits and compensation arealigned closely with other functions of HR such as selection, recruitment and trainingof employees. The employees who are valued in the organization share their differentideas and work hard in order to achieve goals. The employees are offered withdifferent opportunities for the growth both personally and professionally (Sparrow,Brewster & Chung, 2016). Performance Management under Ulrich Modelis wherein HR needs to train theline managers for achieving high morale among employees. This is accomplishedwith the help of tools such as written reports and surveys of employees. It helps inemphasizing on educating the different managers about the reasons of low employeemorale. It helps in increasing the efficiency and performance of the organization(Matos & Silvestre, 2013). Talent Management under Ulrich Modelis wherein companies require individualswho understand the business along with different theories and practices. There aretimes when such individuals are present in organization and additional training canbe performed in an effectual manner. This will help and it will be beneficial for thecompany in the long-run (Matos & Silvestre, 2013). Inclusive and Exclusive The inclusive and exclusive model of HRM is the important approach to theinternational talent management by the way of recruiting individuals to the skills.

3HUMAN RESOURCE MANAGEMENTFor the exclusive approach, the talent is only restricted to the group of professionalsthat is selected in nature. The nature of the particular procedure is exclusive and ittargets a particular group of individuals that had passed through the selection that isdifferentiated in nature for identification of the talent as there are well-differentiatedprograms of talent management that is advanced in nature and they are in depth aswell. This kind of group belongs to higher team of managers as they have highleadership skills along with capacity to manage their staffs that has not yet got intohigher level of management in organizations (Chelladurai & Kerwin, 2017). Compensation under Exclusive/Inclusive ModelThe inclusive approach related to compensation is best fit for the differentorganizations as the main aim is to foster the different employees well being andprioritising the different cohesion of workforce over competition. With respect togender and race, the salaries that are provided to employees are on lower side withequal opportunities for promotion. On the other hand, under exclusive approach thecompensation is excellent fit for different kind of organizations wherein theemployees are rewarded for the exceptional performance and they accept unequalbenefit allocation as well. High amount of salaries are offered in an effective mannersuch as expatriates that helps in contributing towards the success of theorganization. Performance management under Exclusive/Inclusive ModelPerformance management under the inclusive approach includes wherein theindividuals are heard, seen and engages them towards the achievement oforganization. The performance appraisal is formally adopted in order to create roomfor different personal strengths, discussion along with achievements. Inclusiveperformance management is efficient in providing employees some ways in order toadjust the jobs, as this will give them opportunity in order to highlight their strengths.The organizations that are following such approach gains better performance. On theother hand, the companies that are following exclusive approach display the differentemployees who are having high kind of performance. They work as individuals andthey are best employees generating income in a significant manner and are happilyengaged. Talent Management under Inclusive/Exclusive model

4HUMAN RESOURCE MANAGEMENTTalent management is effective in nature when it is aligned with culture of thedifferent organizations. Inclusive talent management is grounded under assumptionwherein they generate valuable talent and productivity is huge in nature. It helps inbringing the best from the employees and all employees perform their best inachieving the goals. The organizations who implement exclusive approach has toensure that the company should not violate any written agreements for employees inform of rewards along with benefits. It helps in providing opportunities by fosteringthe level of motivation in them. Best Fit/Best Practices The term best practices refer to the execution of different set of methods during theprocess of production and this helps in adding value to the final results. This best practice is applicable in area of international HRM wherein the differenttools are developed after analysis that is critical in nature of the different processesand is combined with routine of continuous improvement with elimination of differenttools that is not required and improving the ones that will be best fit for thecompanies. The Pfeffer model is the good example of conjoint. This particular model includesseven HR practices that include security of job, selective kind of hiring, teams thatare self-managed, proper training along with reduction of differentials in status andsharing of important information. The different best practices help in gaining competitive advantage by refining theperformance of the organization. Therefore, it can be concluded that the best practiceis the best kind of model to base the performance management in order to applydifferent measurements and this will support the employees in achieving best results.The same kind of approach is used for the talent management and it is seen thatwhen the company uses the best practices, it will attract the entire labour marketalong with best professionals will be invited to their business. The different trainingpractices will help in maintaining high quality of the work as well in the organizations. Therefore, the different compensation practices that are best in nature will help inreflecting in better kind of performance. The area of compensation is strategic and itrequires adopting different kind of practices that will reflect psychological effect.Furthermore, there is no point in generating extra cost for organization, as this willnot help in harvest any kind of good result. The result has to be in favour of the

5HUMAN RESOURCE MANAGEMENTaspect of the organization. The mentality of the employees is required to be whereinthey must feel that they are being paid for the efforts that have been provided bythem for the success of the organizations. Best Fit The strategy is linked with different kind of practices and the different information thathas been mentioned above requires alignment of high level between the strategy oforganization and Human Resource area. Both of them have to be designed in such amanner that will help in supporting the corporate strategy (Steffen et al., 2015). With alignment of the strategy of organization with the company is essential innature, as the different actions that have been taken will involve all employees. In thecontext of international organizations, the different concepts have become significantin nature and the different further adjustments become significant in nature as well.Therefore, it can be seen that the model is linked closely with practices of HR alongwith individual and organizational performance of every employees. 1.2 Analysis of internationalisation of strategy of HRM and pathway to globalstatus carried out by KiwiFurniture with reference to the relevant and currentHRM practices and models-a) Localisation and Standardization Standardization is one of the strategies of human resource management where thedifferent multinational companies use the structure that is standard in nature. In this,the different policies and practices are transferred and applied in a meticulousmanner among different subsidiaries. It helps in inclusion of exportation of differentmethods along with procedures that will ensure consistency in the business that isinternational in nature and work in a same manner in different countries (Wilton,2016). Furthermore, localization is defined as the concept that is completely opposite of theglobalization wherein the different companies become more responsive to differentdemands and national differences (Matos & Silvestre, 2013). While discussing about the compensation of international companies, scenario ofinequity of standards of compensation by location is essential to evade thedissatisfaction that is global in nature. When an individual is working for internationalgroup, the different employees do not feel that they are compensated in a different

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