Managing and Coordinating the Human Resources | Assignment

Running head: MANAGING AND COORDINATING THE HUMAN RESOURCES
Managing and Coordinating the Human Resources
Name of the Student
Name of the University
Author Note

MANAGING AND COORDINATING THE HUMAN RESOURCES1
Table of Contents
Question 1:.................................................................................................................................4
Question 2..................................................................................................................................6
Question 3:.................................................................................................................................8
Question 4:...............................................................................................................................10
Question 5:...............................................................................................................................13
Question 6:...............................................................................................................................14
References:...............................................................................................................................16

MANAGING AND COORDINATING THE HUMAN RESOURCES2
The significance of scientific workforce planning is increasing in a rapid manner
amongst the contemporary business business entities and that is prominent with the urge of
companies in conducting appropriate restructuring in their approach for the human resource
management. The companies are seen to be primarily inclined towards scientifically
managing their business actions and the human resource activities. As per the comments of
Ghemawat (2017), the effect of globalization is playing a crucial role in increasing the force
of the corporate competition in today’s world of trade. According to the comments of
Cartwright (2017), the globalization is observed to trigger the process of foreign direct
investment and at the same time, it is playing the fundamental role in eliminating the national
trade barriers. The efficient elimination of the national trade barriers is providing the scope to
the companies to expand their business operations to new business markets. As a result, the
increasing number of new entries in different business industries is observed to enhance the
level of business competition. As a result, the necessity of professional customer retention
faced by the modern business business entities is considerably high. Having said that, Han
and Hyun (2015), mentioned that the ability of the businesses in retaining their clients in an
efficient manner, is notably dependent on the ability of the administrations in enhancing their
service quality. Han and Hyun (2015), further claimed that the ability of the companies is
improving their service quality is dependent on their potential of improving the skills and
expertise of their staffs
In addition to this, Jacoby (2018), highlighted the importance of efficiently managing
the employment relations in enhancing the overall service quality of the companies. The
study discusses regarding the different human resource functions at the organizational
context. In addition to this, the study portrays the link between the human resource functions
and the organizational objectives. Along with that, the study identifies the factors that are to
be taken care for managing the human resources in a professional and ethical manner. In

MANAGING AND COORDINATING THE HUMAN RESOURCES3
addition to this, the study presents an efficient understanding of the concept of the change
management and relevant theories. Apart from this, the study delivers an important
assessment regarding the contribution of the human resource functions on the organizational
success and development.
Question 1:
The dynamics of the human resource functions is perceived to be unique. The
suitability of different human resource functions varies on the basis of the type of the
business entities. According to the comments of Armstrong and Taylor (2020), the
commercial administrations are observed to be exposed to different business environments
and in such situation, the requirement of the human resource intervention for such companies
varies. As the different business environments place different forms of restructuring needs,
the companies are also subjected to different course of actions for tackling them in a
professional manner. As a result, it is understandable that the nature or the role of the human
resource activities or the functions of the business entities changes on the basis of the size and
stature of the business entity along with the merits of the business environment in which they
are operating. Considering the example of a SME such as Integrity Life, it is understandable
that the mentioned organization is facing considerably limited amount of necessity for the
human resource interventions. The general human resource activities that the organization
conducts, are the management pay policy and compensation of the staffs that are operating in
the business entity.
Along with that, the human resource managers of the business entity are accountable
for the management of the work time characteristics of the staffs. Being a small scale SME
that have gained considerable amount of success in recent times, it becomes important for
Integrity Life to ensure that the staffs of the business entity are continuously exceeding their