The Strategic Human Resource Management

Added on - 28 May 2020

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Running Head:HUMAN RESOURCE MANAGEMENT1HUMAN RESOURCE MANAGEMENTAURTHOR NAMEUNIVERSITY OF AFFILIATION
HUMANRESOURCEMANAGEMENT2Chapter 1.....................................................................................................................................................31.1 Statement brief..................................................................................................................................31.2 Problem identification.......................................................................................................................41.2.1 Leadership......................................................................................................................................4Traditional leadership..........................................................................................................................4Intent to lead.......................................................................................................................................41.2.2 Human resource management.......................................................................................................4Strategic human resource....................................................................................................................51.2.3Employee engagement....................................................................................................................5Impact of employee engagement........................................................................................................51.4Role of human resource.....................................................................................................................51.5 Impact of poor leadership on employee engagement.......................................................................51.6 Objectives..........................................................................................................................................62.0 Literature review...................................................................................................................................62.1 What is indecisive leadership?...........................................................................................................62.2 What would make a leader an indecisive leader?.............................................................................62.3 Impact of indecisive leadership on employee engagement...............................................................73.0 Research methodology..........................................................................................................................83.1 Qualitative research (interview)........................................................................................................93.2 Survey................................................................................................................................................9Statement on research ethics....................................................................................................................11References.................................................................................................................................................11Bibliography..............................................................................................................................................13APPENDIX...............................................................................................................................................13
HUMANRESOURCEMANAGEMENT3Chapter 11.1 Statement briefOrganization leaders face the challenge of directing the business to succeed in the stiffcompetition. Nature Landscape Company is striving to have an increase in its performancethrough efficiency, growth and productivity efficiency. Driving the employees to work in theteamwork with other employees and be responsible for their action has been one of the leader'spriority task for the various organization. Employee engagement has been defined as theconfident and persistent motivational state of the employee fulfilment that comprises of featuressuch as dedication, vigor, and absorption.Effective leaders do initiate the actions proactively and actively as they participate in the sounddecision making. Nevertheless, some leaders are indecisive and confused, what are some of theirimpacts on the employee engagement and the human resource process delivery. Not all leadersare undecided, but some are in the nature landscape company. Great leaders are often definedbased on their ability to make a significant decision while indecisive leaders are identified withthe ability to continuously fail and try to avoid all the responsibilities to provide clear guidanceto the team with a focus that is unidirectional. Employees are mostly frustrated by working withthe leaders who can change their mind at any time. It’s tough for such leaders to provide clearguidance and roadmap. Indecisive leadership leads to ineffective decision making and pooremployee engagement level in result impacts on the quality of the strategic human resourcedelivery process with the nature landscape.
HUMANRESOURCEMANAGEMENT41.2 Problem identificationEmployee engagement has been a favorite concept in the organisations.Leaders are trying to findout the various ways their employees can be engaged to help the organization improve itsperformance and stay ahead in the competition.1.2.1 LeadershipTraditional leadershipThe traditional style of guidance is based on the belief that the power is given to the leader. Atraditional leader who is involved In the corporate does believe that their forces drive theirposition of authority. This form of leadership causes a significant challenge to the employeessince they are not sure of what next might be changed by the leaders, this lead to high employeeturnover rate and dissatisfaction in the job(Johnson, 2010).Intent to leadLeaders who are conscious, they learn to drive with intent, they are easily manipulated into beingled by the best practices and strategies which have been formulated on the outside. While theyare on the path of intent they are innovative of the next methods and procedures that go into theintent fulfilling. Employees are more engaged and yield good performance under searchleadership style.1.2.2 Human resource managementTransactional human resource management is concerned with the daily activities of keeping theorganization running. Transactional human resource management involves the various repetitivetasks done by the employee. Human resource management can improve the employeeengagement motivation and morale through performing transactional functions that are related tothe employee.
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