Managing Human Resource Activities for Effective Workforce

This article discusses the significance of managing human resource activities in creating an effective workforce. It covers topics such as global HR culture, traditional leadership theories, and motivation, satisfaction, and commitment at work.

Table of Contents
Reflection Week 1: introduction to MHRS and IHRM facing globalisation...............................3
Reflection- Week 2: HR organisational and flexibility at work..................................................4
Reflection Week 3: Global HR culture........................................................................................5
Reflection Week 4: Traditional leadership theories.....................................................................5
Reflection- Week 5 .....................................................................................................................6
Reflection WEEK 6 : Motivation, satisfaction and commitment at work...................................7
Summary-:....................................................................................................................................7
MAIN BODY...................................................................................................................................8
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................1

Reflection Week 1: introduction to MHRS and IHRM facing globalisation
In the current era of globalisation, the IHRM plays the vital role in assisting firms to
evaluate the human resource skills, capabilities that is involving of to moving different regions of
the world (Armstrong and Taylor, 2020). From the past few decades, it can be possible to bring
out the profound changes in the international business scene. I must say that to take the
globalisation activities effectively this is crucial to bring the better international human resource
management so that better coordination can be brought down. In addition to this, I must stated
that flexibility can be defined as one of the crucial aspect of organisational flexibility. If an
organisation has the effective HR than it can be possible to put he major focus on the adaption of
employee attributes.
Also, HR managers brings the employees are adjusting flex time schedule with no issues.
In this, each employee is working the correct number of Hours per day or week. In order to
undertake the business activities at the globalised level, the culture exerts the powerful influence
on the system values, behaviour and attitudes of people in particular country. In addition to this,
culture can be understood as the customs, beliefs and norms that guides the behaviour of people
within the society (Baporikar, 2020). Also, leadership assist to shapes the culture. In addition to
this, this aids to shapes the leadership. I must say that culture and leadership both aids to drive
the performance. In the session, the Hosfested cultural dimension can be defined one of the
effective framework for cross cultural communication that helps to bring out the better and
effective changes within the enterprise. Hence, this model shows the effects on the society
culture on value of its members. Therefore, this can be stated that culture creates the working
environment that has the effective power to either strengthen or weaken the employee
engagement, motivation and retention.
Henceforth, this can be stated that human resource management at the internation level
puts the major focus on form that have their operational across boundaries that assist to set the
standards and raising the living standard of people. In order to expand the business activities, I
must say that entity can accomplish the success with providing reward to adopt the compensation
system for their employees. Thus, ethics and CSR mainly encourages at each level so that better
working can be conducted. I must say that HR plays the vital role in perpetual a strong culture
starting with recruiting and to select the applicants that shares the beliefs over the organisation
and thrive in that culture.

Reflection- Week 2: HR organisational and flexibility at work
Employee performance management can be defined as to aligning with organisational
objectives with employees that agreed skills, competency requirements and also aids to bring out
the better delivery of the results (Hamid, Muzamil and Shah, 2020). I must say that introduction
of the HRM termed out as the strategic driver and integrated approach to management and
development of employees. I have found that with use of conducting the regular discussion
throughout performance cycle that inclusive of the coaching, mentoring, feedback and
assessment. In order to bring out the flexibility within the enterprise, I must say the organisation
should use principles of scientific management that works as to analyse and synthesizes
workflows. However, the main purpose of this is to bring out the economic efficiency and labour
productivity so that organisational functions can be performed in better and improved manner.
Herein, I have learnt that scientific management theory plays one of the crucial role as
this approach to management found to each industries business operation around the globe. It can
be stated that this helps to influence the general business practices that assist to bring out the
planning, process design, quality control and effective process to cost accounting. I have also
found out that there is one of limitation to scientific management is that this plays the crucial role
as this enhance the production capacity and also reduce the workforce. I have learnt that to bring
out the better labour market analysis can be defined as to procedure that undertaken as to
investigating the market trends such as merit, pay and ancillary pay.
In the session, I have also learnt about the human relation within the organisation with the
perspective of Elton Mayo. This stated that employees are far motivated with the relational
components such as attention other than the environmental components as lighting, humidity etc.
any by the monetary awards. I have found out that the bureaucratic theory is highly relates with
rules, regulations, procedures, process and patterns etc. In this session, I have learnt that HR
plays key role in developing, reinforcing and changes the culture of the enterprise. In addition to
this, the significance of HR can be seen with focussing on aspects such as pay, performance
management, recruitment, reinforcing the values of business that all can be termed out as the
essential components of business culture that is covered by the human resource. In addition to
this, human resource management put their major emphasise on things such as skill, technical
advancement and to bring out the change so that better and effective resources can be bring down
within the enterprise.

Reflection Week 3: Global HR culture
The main purpose of global HR strategy is that it helps to bring out the managerial
mobility and cultural mix that aids to manage the effectively (Duarte, 2020). It is termed out as
one of effective growth opportunities that aids to manage knowledge with common values. I
have learnt that global HR practices mainly put consideration over the aspects such as HR,
payroll and talent management processes that is operating at the global scale. I must say that HR
needs to plays their role that brings out the better corporative objectives
I must say that culture plays the crucial role that aids to explaining the differences in the
managerial practices in different countries of the world. Henceforth, the managing human
resource professional aids to bring out the constant and professional relations as this aids to
meeting the strategic requirements of the business. In the session, I have learnt that HR plays the
crucial role in managing cultural practices within the enterprise. Therefore, managing resourceful
human signifies the distinctive philosophy in terms to carrying out the people oriented
organisational activities. I must say that without effective individuals, this is not possible for an
enterprise to accomplish its objectives.
Reflection Week 4: Traditional leadership theories
Traditional theories mainly based on the five perspective bases on perspective as trait
approach, behaviour approach, contingency approach, role approach and emerging theories
(Sartorius, Merino and Carmichael, 2011). In the session, I have learnt that trait approach is
inclusive of discovering that how a leader needs to examine the characteristics and method of
recognized leaders. On the other hand, behavioural approach mainly determined the types of
leadership behaviours that leads to bring out the successful performance of task and employee
satisfaction. Therefore, effective leadership mainly depends that properly blending of employee's
relationships centred approach to employees. I must say that behavioural approach is very
effective as this based on competencies such as managing change, dealing with individuals and
to put focus on customers. On the other hand, I have learnt about the contingency leadership
theory as there is no single way of leading and each of the leadership style must be based on
certain situation that signifies varied people who perform at the maximum level.
Also, I have leant that the main difference between the contingency and situational
leadership is that this mainly focus on leader leadership style that must match with the right
situation. Henceforth, situational leadership theory puts the major focus on to considering the

aspects that match the right situation within the enterprise. Additionally, this can be stated that
situational leadership theory is defined as an approach that aids to build morale among
employees and creates the productive environment.
Reflection- Week 5
Transactional leadership termed out as to put focus on the role of supervision,
organisation and group performance. In this, all the individual are mainly concerned about the
status quo and day to day operations. Henceforth, transactional leaders in the workplace perform
as to enhance the motivation and engagement of followers with help of directing the behaviour
toward the share vision. It is defined as theory in which leaders works with teams and they
undertakes the steps as to identify the needed for change and create the vision that guides the
change through inspiration. This is defined as the integral part of full range of leadership model.
Therefore, this has been identified transactional leadership is mainly formed at time when leaders
works hands in hand with group members in terms to identify the areas that needs change and
improvement. If an organisation do not follows the transactional leadership then transformational
leadership can creates the valuable and positive change with the followers with goals of
developing followers into leaders.
I must say transformation leadership is far better then the transactional style of leadership
as this creates the positive change within the enterprise. Leadership style aids to bring the better
advancement in the working place. However, leader member exchange theory defined as how
leader maintains their positions within groups and develops relationship with other members as
this aids to contribute growth within the enterprise. I have found out that outcome of the LMX
theory is mainly based on good relationship that aids to enhance satisfaction, performance and
commitment. However, this theory also has wide impact on turnover. In addition to this, this is
cognitive theory that is based on idea that creates by individuals and this has cognitive
representation of the world.
To implement this theory can be bad idea as this controls their behaviour of other
employees. In may point of view the transformational leadership is more effective as compare to
transactional leadership style. This article stated the effective choice of the leadership can aids to
bring competitive advancement to the enterprise. It can aids to bring the effective growth to the
enterprise. I must say that transformational leadership style is much more effective than the
transactional leadership as this brings positive changes within the enterprise by bringing

improvement in the leadership work. Additionally, the transformational leadership is mainly
focused on idealised influence, intellectual simulation, inspirational motivation and
individualised consideration.
Reflection WEEK 6 : Motivation, satisfaction and commitment at work
The present articles is based on the scenario as to motivation, satisfaction and
commitment at work. Thus, HR of the ABZee recruit their employees with the use of the
techniques such as advertising, press, internet, television, vacancy boards etc. Thus, this entity
provides the job description and person specification that aids to define the individuals
characteristics to offer the job effectively. With the help of this session, the better recruitment
and selection aims to attract the qualified candidates for particular position from which that assist
to select and appoint the competent individual. However, this can be stated that selection is the
procedure that inclusive of application of appropriate methods whose main purpose is to
selecting, appointing and inducting the competent person.
In order to make the competent force, I must say that entity needs to take the initiatives
that aids to enhance the motivation, satisfaction and commitment towards to work.
Summary-:
From the above article, this can be stated that managing human resource activities plays
the crucial role to bring out the effective workforce within the enterprise. In addition to this,
HRM deals with issues that is related with compensation, performance management and
organisation development etc. It plays the strategic role in managing individual workplace
culture and environment.

REFERENCES
Books and journals
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Baporikar, N., 2020. Human Resource Management for Managing Cultural
Diversity. International Journal of Applied Management Sciences and Engineering
(IJAMSE). 7(1). pp.74-99.
Hamid, Z., Muzamil, M. and Shah, S.A., 2020. Strategic Human Resource Management.
In Handbook of Research on Positive Organizational Behavior for Improved Workplace
Performance (pp. 260-275). IGI Global.
Duarte, I., 2020. Human Resources Management for Sustainable Sea Tourism. In Managing,
Marketing, and Maintaining Maritime and Coastal Tourism (pp. 18-32). IGI Global.
Sartorius, K., Merino, A. and Carmichael, T., 2011. Human resource management and cultural
diversity: a case study in Mozambique. The International Journal of Human Resource
Management. 22(9). pp.1963-1985.
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