Leadership and Human Resource Management : Assignment

Added on - 21 Apr 2020

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Leadership and Human Resource Management0HUMAN RESOURCEPRACTICESChanges in Human Resource LandscapeABSTRACTEmployees are one of the most valuable asset ofa company and Human Resource Managementis the tool that will help and act as a supporterto increase the competitive advantage with thealignment of the strategies formed in anorganization for the sole purpose of reachinggoals.LEADERSHIP AND HUMAN RESOURCE PRACTICEIN ORGANIZATION
Leadership and Human Resource Management1Table of ContentsIntroduction...............................................................................................................................................3LO1-The Dynamic HRM Landscape...........................................................................................................3Changes in Functions of HRM................................................................................................................3Trends of Changing HR Landscape.........................................................................................................4Initiation of Analytics-.........................................................................................................................5Tool for Recruitment-..........................................................................................................................5Close Relationship of IT and HR-.......................................................................................................5HR Software-.......................................................................................................................................5Feedback Performance-.......................................................................................................................6Human Capital Assets-........................................................................................................................6Value of strategic HRM...........................................................................................................................6LO2-Evaluation of HRM Practices..............................................................................................................8The Cross-cultural challenges faced by Leaders....................................................................................10Overcome these Cross-cultural Challenges...........................................................................................11Performance Management- The Best Practice.......................................................................................12Objectives of Performance Management...........................................................................................12References.................................................................................................................................................15
Leadership and Human Resource Management2Table of FiguresFigure 1 Changes in functions of HRM.........................................................................................................4Figure 2 Dimensions of HRM practices........................................................................................................8Figure 3 Performance Management Cycle................................................................................................13
Leadership and Human Resource Management3IntroductionThe cross-cultural challenges that a HRM specialist face while attempting HRM practices in theorganization to bring changes and manage well the organizational performances in amultinational organization. The changing scenario of human resource management is beingexplained in the assignment. The importance of HRM practices to assist managers in order tocope up with the challenges within an organization. The strategic values that HRM carries forhandling various activities like employee training, recruitment or performance management. Theimplementation of HRM practices create few complexities and cultural tensions, to remove thesecomplexities there are organizational behavior tools to mitigate such challenges. The role ofleaders in management of change and the strategies which managers need to overcome suchresistance to change (Armstrong, and Taylor, 2014).LO1-The Dynamic HRM LandscapeOver the past few decades the fundamentals of HRM landscape has seen changes in the way theemployees are being treated as the focus has been shifted more on the performance when the newconcept of treating employees introduce and then employee bring up to employers. Role ofhuman resource management in multinational companies has experienced a drastic change incontemporary years, earlier what they use to do is more of clerical work includes record keepingand maintenance of files (Berry, Bohn, and Mulder, 2016). Gone are the days when HRM relatesto personal management department now it is considered as critical strategic partner, who playthe role in building a good and passionate team of professionals in organization.Changes in Functions of HRMThe change in administrative functions of HRM has been observed in different eras, there is adecrease in administrative duties and it moves up to more of a strategic partner, a supporter ofemployee at workplace. Their attention has been shifted from regular to strategic operations andmaking Human Resource managers to improvise their practices which can match up the trends inbusiness environment in relation to HRM (Dickmann, Brewster, and Sparrow (Eds.), 2016). Thetechnology advancement made HR managers to adapt technology in maintaining the database ofemployees, enrolling them in trainings as required and other benefits or purposes (Veloso,Tzafrir, and Enosh, 2015). Technology decrease the work of record keeping and pushing papersand engage employees so that they can handle their own by proving them online access to
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