HR Management Issues and Solutions for Tianjin University

This report identifies human resource issues at Tianjin University of Finance and Economics Pearl Rivers College, examining their impact on the institution's productivity and effectiveness. The identified issues include ineffective training programs, inappropriate recruitment processes, and improper communication channels. To address these challenges, the report proposes several solutions, including enhanced training and development programs, improved recruitment and selection strategies, and the implementation of comprehensive HR policies such as induction, reward, recruitment, and training policies. The report also outlines the human resource planning process, emphasizing the importance of analyzing organizational goals, assessing current manpower inventory, anticipating future demands, and addressing manpower gaps through effective action plans. Potential challenges and risks associated with implementing these solutions, such as financial constraints and communication barriers, are also discussed. The report concludes by emphasizing the importance of addressing these HR issues to improve the university's overall performance and achieve its strategic objectives. Desklib provides access to similar solved assignments and resources for students.

Managing human resources

Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY..................................................................................................................................1
Identify HR issues........................................................................................................................1
Proposal to address the HR issue.................................................................................................3
Explain how these might be implemented...................................................................................6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Managing human resource is considered as the functions that manager perform relatively to
the firm’s staff. Moreover, it is also undertaken as act of facilitating action of management the
staff of human resource department. In addition to this, human resource is vital aspect for entity
which performs various activities into forming reinforcing as well as modifying establishment
culture for huge growth of business (Aboramadan and et. al., 2020). This is crucial department
which deals with various problems associated with compensation, performance management,
employee motivation and many others. For practitioner of human resource recruitment as well as
staffing plays main function which it may recruit person for right job within firm. This would
drive them about enhancing individuals efforts by which firm may assure huge improvement as
well as profitability margin. For this report, the Tianjin University of Finance and Economics
Pearl Rivers College is undertaken. The topics which are going to be covered in this report are
issues related to human resources, affect of those issues upon firm. Moreover, proposal is formed
for addressing the human resource problems. Apart from this, how this may be executed is also
discussed in this report.
MAIN BODY
Identify HR issues
Human resource is considered as business segment which is charged with identifying,
screening, hiring and training applicants of job and managing staff advantages session. Moreover
human resource plays vital role to support firm in dealing with rapid changing environment as
well as huge supply demand for quality staff. The human resource department is vital element of
any ventures related to size of entity. Also, HR division is accountable for enhancing staff
effectiveness as well as safeguarding the formation from any problems which can rise among
employees (BELOSTECINIC and ŞARGU, 2020). Additionally, the accountabilities of human
resource undertake benefits as well as compensation, recruitment, terminating as well as keep
upgraded with al regulation which can impact the entity as well as their staff.
Models of Human resource management:
Human resource management model is considered as the term that stands for firm’s
strategic schemes which are designed for assisting manager as well as coordinating functions of
business related to human capital. Moreover, the key intent of forming HRM model is to aids
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entities to manage its personnel into much effective as well as efficient way for attaining their
determined objectives. In addition to this, these models facilitate analytical frameworks in order
to study human resource management. Therefore, some of the most common HRM Models are
discussed below:
The Harvard Model: It is undertaken as one of the much vital as well as influential
human resource management model. Moreover, this was initially established through various
experts that drive through Michael Beer in year 1984 at Harvard University. In addition to this,
respective model is performing with five crucial elements such as stakeholder’s interests,
policies of HRM, situational factors, outcomes o human resource management and longer term
consequences the firm is developed to for accomplishment (Douglas, 2020).
.
Figure 1, The Harvard Model of HRM
(Source: The Harvard Model of HRM, 2021)
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The Guest Model: Respective model was developed through David Guest in year 1997 as
well as it emphasises within assumptions that human resource managers have specific plans for
initiating with, which demand particular activities as well as when performed would outcomes
effectively. In addition to this, these outcomes undertake behavioural implementation related as
well as monetary remunerations. Furthermore, respective model focused upon the logical
consequences of six elements like human resource activities, results, performance outcomes,
strategy, behavioural outcomes and monetary problems.
There are various issues of human resources which may be faced through firm such as
Tianjin University. In addition to this, few common problems are ineffective training,
inappropriate recruitment process, improper communication and others.
The impact of all these issues upon firm: All these issues impacts entity into several ways such
as affecting their productivity as well as effectiveness. Such as because of recruiting competent
staff, the firm undertakes various recruitment methods that develop problems in choosing
effective recruitment method. In addition to this, training associated problems are also tackle
through entity as to acknowledge individuals about the policies, rules and norms of firm is not
simple so they facilitates training to them (Harapan and et. al., 2020). Lack of training
programmes effectiveness impacts the business productivity. Along with this, it impacts the
monetary situation of enterprises as organising training and development programmes to staff is
more costly. Additionally, ineffective communication is others problems that directly effects
efficiency of business as in case personnel of organisation have not efficacious communication
thereafter it may form effectual relations with clients as well as audiences that influences the
reputation of market and development position.
Proposal to address the HR issue
There are several kinds as well as ways that may be undertaken through human resource
department of Tianjin University for dealing with problems.
Practices: There are various activities of human resource management such as hiring and
selection, performance management, career development and others in respect of dealing with
human related problems.
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 Training and development: This is undertaken as essential practices of human resource
management that support to deal as well as manage human resources related problems. In
case entity is going through some issues in facilitating information as well as training to
their personnel thereafter it may perform on- the –job as well as off- the- job training
sessions towards their staff. Also, it would support in maximising workers
understandings, retention and others.
 Recruitment and selection: This is considered as one of the other essential human
resource management practices. Through utilizing as well as undertaking it, management
may utilize several methods of staffing as well as selection and hire competent and under
stable candidates for firm. Moreover, it would support in minimizing as well as resolving
recruitment related problems. In addition to this, for recruiting proficient employees,
entity may perform and conduct effective recruitment procedures.
Policies: For dealing with human resource issues, the firm’s management may undertakes
policies of human resources such as induction policy, reward policy, recruitment policy, training
policy, promotion policy and many others (Hassan, 2020). In addition to this, to deal with human
resource issues, management of entity can considers HR policies that are discussed below:
 Induction policy: With considering respective policy, it may able to deal with problems
that tackle through after recruitment at the time o staff induction programmes. Therefore,
through undertakings induction policy, it may conduct effectual induction that support in
providing explained information related to present culture, policies as well as ways of
performing o firm to employees so that it may simply conduct its responsibilities as well
as delegated role.
 Pay as well as reward policy: This is considered as one of the essential policy that
supports to manage much Human resource associated problems such as staff retention
and so on. Additionally, through facilitating effectual pay as well as compensation, entity
may encourage their employees for performing effectively, retaining competent personnel
till longer duration and others (Luturlean and et. al., 2020). In addition to this, through
determining workers performance, it may remunerate them.
 Recruitment policy: It is undertaken to be the effective policy that may assists firm in
addressing human resource related problems. Moreover, at the time of recruitment, entity
may goes through various sort of problems associated to job description, job promotion,
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candidate’s short listing and others. Therefore, through undertaking effectual recruitment
policy during hiring, administrative of Tianjin University may deal with problems of
staffing in efficacious way.
 Training policy: it is also considered as other vital human resource policy as well as
through utilising into entity, administrative may able to deal with training issues. With
assistance of this, administrative may develops a framework for conducting training
programmes through undertaking various aspects, this would be on the job or of the job,
how much cost this would consumes as well as intent of this. In addition to this, all these
aspects aids human resource administrative in conducting training sessions for facilitating
new information, improve its competencies and others so that it may conduct much
effectually.
Process: Within human resource, the procedure is considered as the way of bringing
consistency as well as visibility towards common functions of human resource department
(Nawaz Khan, Khan and Soomro, 2020). So, in order to perform effectively, HR process is
discussed below:
Human resource planning process: Human resource planning is considered as ongoing
procedures of systematised planning ahead for attaining optimal usages of firm’s much valuable
assets- quality staffs. In additional to this, it assures the effective fit among workers as well as
jobs while obviating surpluses or shortage of manpower. Additionally, it allows business for
meeting its present as well as future demands for talents, enabling human resource administrative
for anticipating as well as developing the competencies much valuable to firm as well as
facilitating business with optimum balance of employees in respect of available skill sets as well
as various workforces.
 Analysing goals of firm: The goals for which human resource planning is be to
undertaken. Moreover, The goal for that the human resource planning to be accomplished
might be explained effectively, so as to assures that appropriate number of persons for
effectual form of jobs are chosen.
 Analysing present manpower inventory: The other stage of human resource planning is
to evaluate supply of manpower within firm through stored data regarding staff in respect
of its experiences, competencies, and many more that are required for implementing the
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particular job. Additionally, the future vacancies may be anticipated so as to plan for
personnel from both the sources of external as well as internal.
 Anticipating human resource’s demand as well as supply: When inventory of skilled
manpower is maintained, demand of personnel incurs into future along with supply or
accessible resources with entity (RodríguezSánchez, Mercado-Caruso and Viloria, 2020).
 Determining the gaps of manpower: Within respective phase, the gaps of manpower
may be determined simply. Additionally, if demand is above supply of human resources
which describes that there is a deficit as well as so, new candidates are to be recruited. In
case demand is lesser than supply, there is a raise into workforce as well as staff has to be
obviated either in kind of layoff, termination and others.
 Employment or action plan: When the gaps of manpower are evaluated, action plan is to
be developed consequently. In deficit circumstances, firm can go either for hiring,
schemes of retirements, layoff and others would be adapted.
 Training and development: The training is not only for newly recruited individuals but
also for existents staffs who are required to being upgraded its competencies regularly.
 Appraisal of manpower planning: The effectiveness of manpower planning procedures
is to be evaluated within this stage. In this, the planning of human resource is compared
with their exact implementation for assuring the accessibility of various staff for several
jobs.
Challenges or risk: There are various forms of challenges that may be tackling through
Tianjin University at the period of facing with human resource associated problems for
managing training associated issues, thereafter it may goes through monetary risk as well as
threats. In addition to this, it may impacts the financial situation of firm (Sukawati and et. al.,
2020). Furthermore, at the time hiring, business may goes through problems associated with
communication. Also, it formed issues for firm into their process of staffing.
Explain how these might be implemented
It have been determined from the above provided literature, there are several human
resource related problems may be faced through entity. Moreover, these problems associated to
lack of training, ineffectual recruitment and selection, in effective communication and others. in
addition to this, these human resource issues develops as well as forms direct affects upon entity
and their performance as when human resource management perform process of staffing
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thereafter it undertakes effectual methods as well as techniques of recruitment that helps into
recruiting competent and proficient candidates. But individuals are belonging from several
cultures as well as regions so utilise different languages into its communication that impact
interaction. Along with this, for dealing with training associated problems, management of
respective entity may arrange session related to training and development that supports in doing
improvement as well as maximisation into staff proficiencies and understandings. Furthermore, it
may feel encouraged and conduct its delegated task in much effectual way. Also, through
training, workers may do development in its communication competencies that supports to
manage problems associated to communication (Zubek, 2020).
CONCLUSION
As per the above report, it has been concluded that it is vital for organisation to manage
human resource as functions that manager perform relatively to the firm’s staff. Moreover,
human resource management is effectual procedures to attract, recruit, select and retain staff for
performing the business efficiently. Additionally, there is various HRM’s model that may be
undertaken through entity related to deal with human resource related issues. In addition to this,
there are various issues of human resource such as improper recruitment and selection,
ineffectual communication and others. Also, for dealing with these problems, management may
undertake several policies, practices of HRM that supports into managing those tackle.
Furthermore, at the period of managing those issues, human resource management suffer
problems associated to finance and others. Apart from this, the much effectual process is human
resource planning as it allows business for meeting its present as well as future demands for
talents, enabling human resource administrative for anticipating as well as developing the
competencies much valuable to firm as well as facilitating business with optimum balance of
employees in respect of available skill sets as well as various workforces.
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REFERENCES
Books and Journal
Aboramadan, M. and et. al., 2020. Human resources management practices and organizational
commitment in higher education. International Journal of Educational Management.
BELOSTECINIC, G. and ŞARGU, L., 2020, March. Managing Human Resources Involved in
Solving Atypical Situations: A Motivational Model. In “New Silk Road: Business
Cooperation and Prospective of Economic Development”(NSRBCPED 2019) (pp. 325-
329). Atlantis Press.
Douglas, M., 2020. Managing Human Resources: The Impact of Rank on Faculty Organizational
Commitment (Doctoral dissertation, Grand Canyon University).
Harapan, H., and et. al., 2020. Confidence in managing human monkeypox cases in Asia: A
cross-sectional survey among general practitioners in Indonesia. Acta tropica, 206,
p.105450.
Hassan, M.A., 2020. Staffing and Managing Human Resources of Higher Degree Programme of
Adult Education for Inclusiveness in Universities in Nigeria. American International
Journal of Education and Linguistics Research, 3(1), pp.18-33.
Luturlean, B.S., and et. al., 2020. Managing Human Resources Management Policies in a Private
Hospital and its Impact on Work-Life Balance and Employee Engagement. JDM (Jurnal
Dinamika Manajemen), 11(2), pp.216-227.
Nawaz Khan, A., Khan, N.A. and Soomro, M.A., 2020. Influence of ethical leadership in
managing human resources in construction companies. Journal of Construction
Engineering and Management, 146(11), p.04020125.
Rodríguez-Sánchez, J.L., Mercado-Caruso, N. and Viloria, A., 2020. Managing human resources
resistance to organizational change in the context of innovation. In Marketing and Smart
Technologies (pp. 330-340). Springer, Singapore.
Sukawati, N.N., and et. al., 2020, November. Human Resources Management in Basic Education
Schools. In 2nd Early Childhood and Primary Childhood Education (ECPE 2020) (pp.
292-299). Atlantis Press.
Zubek, M., 2020. Controlling as a Method of Managing Human Capital. Edukacja Ekonomistów
i Menedżerów, 57(3).
Online
Harvard model. 2021. [Online]. Available through:< https://www.faculty.nl/en/blog/hrm-
technology-and-innovation-notes-from-the-conference>
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