Human Resource Management the employer employee relationship

Human Resource Management the employer employee relationship The main focal point of human resource management (HRM) is on managing people within the employer-employee relationship, in more specific terms, it involves the productive use of people in accomplishing the firms strategic business objectives and the satisfaction of individual employee needs. As HRM is a strategic process incorporating the interests of the firm and the individuals, it goes far beyond a set of activities co-ordinating human resources related practices. HRM specifically is a major contributor to the success of an enterprise because it is in a key position to affect customers, business results and ultimately shareholder value (Gubman, 1995; Wright, McMahan McWilliams, 1994). HRM in a sense is classified as management, but management is more than HRM. HRM is only a sector of management which deals with individuals, whereas management also includes other functions that is marketing, research and development, etc. Managers manage people and the role of the HR Manger is somewhat changing and becoming more relevant to organisations due to our fast paced and growing society. Due to the changing trends within technology, diversity, ethics and globalisation it creates a perception of what functions the modern HR manger undertakes in order to react to competition and create organisational success. Some companies might consider the role of a HR manager to be only a minor driving force of their strategic objectives, whereas others may argue this case and indicate the increasing role that the HR manager plays in their strategic success. By defining the concept of HRM with relations to strategic business and people relations hopefully, this will give you a greater understanding of the roles that a HR manager performs in the workforce. 2) Summary of articles: In a paragraph or two for each study, briefly explain the purpose, how it was conducted (how information was gathered), and the major findings. When referring to an article, use the last name of author or authors and date of publication in the text. Example: Calvin and Brommel (1996) believe family communication. Communication serves two primary functions in familiescohesion and adaptability (Galvin and Brommel, 1996). The role of the HR manager has been and is still currently changing drastically. We see that the concept of HRM has gone through many transformations in order to get to the current HRM practices that are followed today. Its origins erected from the Industrial Revolution where the workers did not have any protection and undertook dull jobs. As an expansion from this concept an adoption of Taylorism which seen jobs being broken down into various elements in which was the most efficient way of performing the job. Post Taylorism the Trade Union movement involved the collective bargaining process and combated against unfair labour practices and introduced laws with relevance to pay and benefits. This idea was later enhanced by the Human Relations movement and driven by Elton Mayo which identified that there are vast psychological and social factors that affect the performance of an employee, thus resulting in the productivity output. We see now that the Human Resources approach dominates the workplaces, which is based on job satisfaction and motivating employees. This new philosophy within the HR context which focuses on the long term approaches and adopts encourages the dual contribution of management and employees in order to achieve the strategic goals of the organisations.In the recent past, many organisations thought of the HR role as simply a support service to the real operations departments of the firm (Buhler, 1999). There was a period when the majority of human resource activity was in processing the payroll, so that the human resource section formed part of the Finance and Administration department (Santiago, 2003). Stone (2008) indicates that as HRM becomes more business oriented and strategically focused in which four methods of HR can help deliver organisational excellence (Ulrich, 1997). Firstly, HR should assist with the strategic implementation with the firm (Strategic Partner). Secondly, the efficiency and effectiveness should be contributed by HR in order to increase the performance of work and as an outcome maintain the quality and be cost effective (Administrative Expert). Moreover, ensure that there is a balance of representation towards employees and senior management in order to ensure that employees contribute to the organisation to express commitment to the organisation (Employee Champion). Lastly, HR should, on a regular basis, assist in the changing process to enhance the organisations capacity to grow and react to competition (Change Agent). According to Ulrich (1997), the key to the HR role as a strategic partner is the participation of HR in the process of defining business strategy, not merely responding to the strategy edicts presented by senior management. HR professionals play a strategic partner role when they have the ability to translate business strategy into action (Ulrich, 1997). In a sense, this makes leverage or way for the HR manager and facilitates them into the business team. In other words, the HR manager must be able develop business like acumen and adapt their expertise and skills and link them to the business strategy to HR policies and practices. Alas, (Nankervis, 2000) that the strategic partner role is not being fulfilled, research indicates that executives position such as CEOs do not adequately involve their HR managers within the business strategy field. P9:50. There is an awareness that proves that there is a necessity and growing need for the HR managers to become active in the strategic leve l and identify that that the significance of HRM have a competitive advantage. P9:53 (Fisher and Dowling). In saying that practices and policies in HR need to be sophisticatedly up to date and consistently need to be reviewed so that it doesnt lead to alienation, reduced motivation and labour unrest (Jackson, 2002) P9:52. Evidently Australia comparing its statistics on a global scale (McCaw and Harley, 2003) they are behind or in other words lagging. P9:51 Administrative expert = refers to the efficiency of HR managers and the effective management of HR activities (i.e. RS, TD, PM, Rewarding) so that they create value Ulrich (1997) outlines that HR professionals must be able to re-engineer HR activities through use of technology, rethinking and redesigning work processes and the continuous improvement of all organisational processes; see HR as creating value, and measure HR results in terms of efficiency )cost and effectiveness (quality) P9:54 Employee champion = requires the HR manager to be the employees voice in management discussions Be able to meet needs of employees Ulrich (1997) achievable by being employees voice in management discussion by being fair and principled, assuring that the concerns of employees are being hears, finding new resources to perform jobs successfully. P10:56 Change agent = a person who acts as a catalyst for change In other words the channel for change in the org. or firm Can be achieved through (Brockbank, Ulrich, 1994) leading change in HR functions and by developing problem solving communication and influence skills. In other words how to manage change A past CEO of Sharp once said all companies have access to the same information and the same technology. The true difference in our firms, he suggested, is found in our people (Buhler, 1999). People are the core of a companys competitive success in the marketplace, and this is where the HR department becomes critical to a firms success (Buhler, 1999). The HR departments today are emphasising higher value activities with company wide benefits that add value to the organisation (Buhler, 1999). Achieving organisational excellence must be the work of HR (Ulrich, 1998). The work of HR cannot be disconnected from the real work of the firm, but rather must be clearly integrated with the work of the business More organisations are restructuring their human resource departments to reflect the true partnership with operational managers throughout the firm (Buhler, 1999). Some organisations choose to structure in a more centralised manner with a corporate HR department that supports each of the strategic business units Including specialists providing service to SBUs This structure allows for HR employees to become resident experts in their given field and the managers throughout the organisation benefit from this expertise (Buhler, 1999). The most important part of the role change for HR is change in perspective of managers, meaning managers must view their HR counterparts as true strategic partners rather than as administrative support appendages to the company (Buhler, 1999). When managers utilise their human resource partners to their full extent, they can realise much higher levels of performance in their own units (Buhler, 1999) The recognition that all managers in the firm are essentially HR managers (Buhler, 1999). There is a relationship between line managers and HR professionals (staff) which has been viewed as adversarial in the past (Buhler, 1999). Today however, the new perspective requires each side perceive the relationship as an interdependent one, one whereby each needs each other (Buhler, 1999). Saul conducted as part of Industry Task Force on Leadership and Management Skills (1995) found major changes in the work and job design of first line supervisors. They found there had been a major shift in their role from cop to coach. This required a significant increase in leadership, communication, interpersonal and learning competencies. It also required them to be proactive and resourceful problems solvers In addition, the role of the HR departments is being transformed as line managers assume greater responsibility for a number of people management activities and as HR specialists focus more closely on integrating HR and corporate strategy. (Kramar 1999) In view of the ongoing debate about the future of HR managers and departments (Pfeffer, 1994: 190-6) it will be increasingly important for HR professionals to demonstrate how they contribute to organisational effectiveness in both the short and long term. Today, HR departments are expected to contribute to organisational performance (Ettore, et al., 1996; Fitz-enz, 1994; Matthes, 1993) and many organisations now believe that the success of the strategic management process largely depends on the extent to which the HR function is involved (Butler, et al., 1991) To better manage this human factor, organisations continue to move toward a SHRM approach (Martell and Carroll, 1995). SHRM refers to the pattern of planned HR deployments and activities intended to enable an organisation to achieve its goals (Wright and McMahan, 1992: 298). The trend towards and enlarged role for HR managers in strategic planning calls for researchers to gain a better understanding of the perceptions of HR managers regarding the effectiveness of their organisations and the factors they use to judge organisational effectiveness. (Zellars Fiorito, 1999) 3) Conclusion: Briefly summarize the major findings of the studies chosen. Comments about what questions need to still be answered may be included. 4) Reference List Ulrich, D. (1997) Harvard Resource Champions: The next agenda for adding value and delivery results, Boston, Harvard Business School Press Zellars, K.L. Fiorito, J., (1999), Evaluations of Organisational Effectiveness Among HR Managers: cues and implications, Journal of Managerial Issues, Vol. 11(1), pp. 37-55 Buhler, P.M. (1999), Managing in the 90s the changing role of HR, partnering with managers SuperVision. vol. 60(6), pp. 16-18. Wright, P. G. McMahan, (1992). Theoretical Perspectives for Strategic Human Resource Management, Journal of Management, 18: 295-320 Butler, J., G. Ferris N. Napier, (1991) Strategy and Human Resource Management, Cincinnati, OH: Southernwestern Publishing Co. Matthes, K. S. Carroll, (1995), How Strategic is HRM? Human Resource Management, 34: 253-267 Ettore, B., D.J. McNerney B. Smith, (1996), HRs shift to a center of inflence, HR focus 73(6): 12 (5) Fitz-enz, J. (1994) HRs New Score Card, Personnel Journal, 73(2): 84(4) Gubman, E.L. (1995) People are more valuable than ever, Compensation and Benefits Review, 27(1), p.12; and Wright, P.M. McMahan, G.C., and McWilliams, A. (1994) Human Resources and sustained competitive advantage: a resource-based perspective, International Journal of Human Resource Management, 5(2), pp. 301-26. From architecture to audit Harvard Business Review (January-February 1998): Ulrich, Dave: A new Mandate for Human Resources Pfeffer, J. (1994), Competitive advantage through people. Boston, MA: Harvard Business School Press Pfeffer, J. (1997) Does Human resources have a future in D Ulrich, M. Losey and G. Lake (eds), Tomorrows HR management, (pp.190-6). New York: John Wiley Sons Sheldrake, P. Saul, P. (1995) First line managers: a study of the changing role and skills of first line managers. In industry Task Force on Leadership and Management Skills, Enterprising nation: renewing Australias managers to meet the challenges of Asia-Pacific Century. Karpin Report, Canberra-AGPS Kramar, R. (1999) Policies for managing People in Australia: what has changed in the 1990s, Asia Pacific Journal of Human Resources, 37(24), pp. 26-32 Seven (7) dimensions of effective people management (HRM) that produce sustainability enhanced economic performance: Employment security Rigorous selection Self managed teams and decentralised decision making Comparatively high compensation linked to individual and organisational performance Extensive training Reduced status distinctions Extensive sharing of financial and performance information throughout the organisation Pfeffer (2008) P44 (8) Other indications of extensive research within the field illustrate that such high performance HR management policies and practices generate profitability gains, share price increases, higher company survival rates increase sales, higher export growth and lower labour turnover P44 (10) In other words the new sources of sustainable competitive advantage available to organisations have people at the centre their creativity and talent, their inspirations and hopes, their dreams and excitement (Stone, 2008) Stone (2008, P9) indicates that as HRM becomes more business oriented and strategically focused, four key roles for the HR manager can be identified: Strategic partner Administrative expert Employee champion Change agent Human resource management (HRM) is basically the policies and practices that influence employees behavior, attitudes, and performance within an organization. There are several important practices involved in HRM: analyzing work and designing jobs, attracting potential employees (recruiting), choosing employees (selection), teaching employees how to perform their jobs and preparing them for the future (training and development), evaluating their performance (performance management), rewarding employees (compensation), creating a positive work environment (employee relations), and supporting the organizations strategy (HR planning and change management) (Noe, Hollenbeck, Gerhart, Wright, 2007, p. 19). These practices have now begun to branch into the different trends that makeup many organizations today. E-business has been a huge part of human resources. A lot of companies have adopted a web-base system know as the Oracle Human Resources Management System (HRMS). This allows access to centralized workforce data through a core HRMS system not only enables companies to measure and leverage their workforce capabilities, it also allow them to manage risk by monitoring and recording compliance with statutory, regulatory, and industry requirements relating to their employees.(AME Info, n.d.). The stronger use of technology has allowed HRM professionals to invest more time in counseling, outreach, more careful selection, and coaching managers and front-line supervisors. Senior level human resource executives are being brought into the CEOs office as corporate leaders recognize how critical human resource capability is to their success. The growing integration of economies and societies around the world has resulted in most organization to rely on globalization. To guard against the downside of global competition, HRM must be more proactive in recruiting and maintaining a responsive and efficient work force. Planning should start at the early stages so that organizations do not bloat needlessly. Human resource managers must be able to map out human resource strategies such that flexible, dynamic employees are attracted, selected and then trained and motivated to be more productive than the competition (Santiago, in press). In every organization ethics should be include in business decisions as well as HRM decisions, but the evidence suggests that is not always what happens. Recent surveys indicate that the general public and managers do not have positive perceptions of the ethical conduct of U.S. businesses (Noe, Hollenbeck, Gerhart, Wright, 2007, p. 19). In the context of ethical human resource management, HR managers must view employees as having basic rights. Such a view reflects ethical principles embodied in the U.S. Constitution and Bill of Rights. Ethical, successful companies act according to four principles. First, in their relationships with customers, vendors, and clients, ethical and successful companies emphasize mutual benefits. Second, employees assume responsibility for the actions of the company (Noe, Hollenbeck, Gerhart, Wright, 2007, p. 19). Third, such companies have a sense of purpose or vision that employees value and use in their day-to-day work. Finally, they emphasize fairness; that is, another persons interests count as much as their own (Noe, Hollenbeck, Gerhart, Wright, 2007, p. 19). HRM has a key role in transforming the organizational culture so that it more closely reflects the values of our diverse workforce. Some of the reason why diversity has become such a key word in human resources is that Women and minorities are now playing a significant role in society. Women are now major bread winners for the family as they takeover roles of leadership and decision making positions. A large majority of the working population now balances career responsibilities as well as dependent children. There is also an increased number of dual income families as well as changes made to the conventional family structure with single parent families (Small Business Bible, n.d.). Some of the skills needed to understand diversity are: an understanding and acceptance of managing diversity concepts, recognition that diversity is threaded through every aspect of management , self-awareness, in terms of understanding your own culture, identity, biases, prejudices, and stereotypes ,will ingness to challenge and change institutional practices that present barriers to different groups (Berkeley, n.d.). In conclusion, HRM policies and practices influence employees behavior, attitudes, and performance within an organization. Some companies might consider it to be an important part of the companys strategic plan as well as aiding in developing and implementing the organizational goals. It is safe to say that HRM is the key to helping organizations deal with the rapid change of technology, diversity, e-business, and ethics and growing demands to better serve customers and to better differentiate themselves from competitors.

Compare and Contrast the Techniques Used by Bronte in Describing Thornfiled Hall in Chapter 11, with those used by Woolf in Describing London

Jane Eyre's tone is both gothic and romantic, often conjuring an atmosphere of mystery and secrecy. Her description of Thornfield in chapter 11, is very Victorian and thorough, which draws us into the novel. On page 122 of Chapter 11, when approaching the third floor, Jane uses a visual first person narrative text. When Bronte writes, â€Å"Mrs Fairfax stayed behind a moment to fasten the trap-door†, she is giving us an aspect of ambiguity, the word ‘fasten' emphasises the refusal of entry. The description of the staircase in Thornfield Hall illustrates the rigid and constricted atmosphere, as they are described as ‘the narrow garret staircase'. Bronte uses alliteration when stating, â€Å"lingered in the long passage†, to emphasise the description of her movement in the surroundings. The phrase ‘separating' used in the passage exemplifies the secrecy within Thornfield, which also intrigues us. The use of semicolons and commas in the passage, adds to the appeal of Thornifield, illustrated when Bronte writes, â€Å"the third story; narrow, low, and dim†. These techniques disrupt the flow of the sentence to show the fascination and anxiety that she has for the attic. This allows the structure of the sentence to be sharp, with short gaps to keep the reader curious and interested. The depiction of the building demonstrates the typical Victorian accommodation, of small, gothic and narrow appearance. Furthermore, the conclusive text of the ‘little window at the far end' shows the isolation within Thornfield, as light can barely enter the house. Bronte shows the seclusion in addition to this, as Jane says â€Å"with its two rows of small black doors†. The technique of colour imagery used here, exemplifies the obscurity and secrecy, which adds to the suspense of Thornfield. In Jane, Bronte gives us a detailed description of the events that occur in her life. Despite these Gothic elements, Jane's personality is friendly and the tone is also affectionate and confessional. Her unflagging spirit and opinionated nature further infuse the book with high energy and suspense. Mrs Dalloway is written in the first person narrative and so all her images are also very thorough. The dialect used by Woolf is very energetic and visual. This is immediately demonstrated on the first page, as Woolf uses onomatopoeic terms such as â€Å"What a lark! What a plunge! † The use of exclamation marks also illustrates the exuberant atmosphere in London. The opening paragraph is also heavily punctuated, but the technique used by Woolf is less symbolic in contrast to Jane Eyre. We get a great image of the frantic and constructive lifestyle Mrs Dalloway has in London, as Woolf uses terms such as ‘traffic' and ‘solemnity'. The dialect is very active in comparison to Jane Eyre, as the onomatopoeic image of Big Ben is described as â€Å"There! Out it boomed†. Here Woolf is utilising heavy sounding terms, to attract the reader into the novel and to allow us to appreciate all the elements of London city. The long sentences used by Woolf and constant repetitive descriptions anchor the dialect in the novel and help hold the prose down. Woolf also frequently uses semi-colons rather than commas in Mrs Dalloway, to break the language and interpretation of the novel down, to prevent an easy and fluent read. This is illustrated when Woolf writes, â€Å"and swinging; brass bands; barrel organs; in the triumph†¦ nd the strange high singing of some aeroplane overhead was what she loved; life; London;† The tone that Woolf takes is very sensitive in contrast to the solid language used by Bronte. Woolf has a poetic rhythm in her prose, illustrated when she writes, â€Å"there was a beating, a stirring of galloping ponies, tapping at cricket bats†. The consistent use of this sound imagery, also exemplifies the typical buoyant London atmosphere. In contrast to Jane Eyre, Woolf uses a positive colour imagery to show the attractive London environment, when writing â€Å"soft mesh of the grey-blue morning air†. Furthermore when entering the park, Woolf uses a technique of alliteration, to show the contrasting atmosphere of London city, to the park when writing â€Å"the slow-swimming happy ducks†. A more calming and subtle dialect is now used, in comparison to Jane Eyre, where Bronte uses a sharper and more emotional tone. The main contrasts between the two novels are the different use of punctuation in each. Woolf's Mrs Dalloway, although heavily punctuated, employs a more simple style. The descriptions, although very thorough, are basic to interpret, to compliment the simple imagery used. However Bronte uses the technique of punctuation in Jane Eyre, to compliment Jane's feelings. Though both novels use similar techniques of punctuation, Bronte's utilises this aspect to compliment her novel more, which adds to the element of suspense and mystery. This intrigues the reader and allows us to feel Jane's emotions at the current time. The technique and punctuation that Woolf' uses, helps to elevate the environment of London and help create a very expressive novel, which concentrates more on the surroundings.

The Birth of Argumentative Essay Format Topics

The Birth of Argumentative Essay Format Topics It's plain and simple we can offer you with the Shakespeare essay that is necessary from you at a cost that's really affordable for students just like you. Needless to say, you don't need to do that. Gym class is just required up to 3-4 times in high school and middle school and thus don't always need to get taken. A seasoned professional will make an error-free assignment right away and can help you boost your grades. You'll find lots of different credit cards in the marketplace and even some that permits you to apply even if you've got bad credit. You're able to easily depend on us to find essay help as we have a tendency to assist and guide the students with the assistance of our professional experts. If you need an example written by means of a student check out our vast assortment of totally free student models. The topic chosen for the purpose should be attractive in the view of many readers. Somebody works part-time and doesn't have sufficient time to do each of the assignments. With the assistance of such samples and templates, students may find a general idea about the undertaking, understand its structure and get fresh ideas on this issue. If you wish to learn what an argumentative essay is, the very first thing you need to remember is that its primary objective is to convince the audience to accept your standpoint. An outline is a significant tool to remember what you're planning to write about and to avert a fear of getting started. If you've completed a nice job, they will observe things your way and your essay is going to be a success. Essentially anything that must be understood before reading the remainder of the essay is background info, and ought to be included in the introduction. Argumentative essay structure is comparatively direct. You could also see concept essays. Argumentative essays utilize logic, facts, and reasoning to specify the victor. A very good argumentative essay clearly presents either side of the argument. When drafting an argumentative essay outline you will need to pick a controversial subject, and choose a stance that you're confident in arguing if you should select. The revisions are completely free! A persuasive essay introduction is a crucial part of your paper. A large part of learning how to compose argumentative essay is writing the appropriate conclusion. It is crucial to remember an argumentative essay and an expository essay could be similar, but they vary greatly in regard to the quantity of pre-writing and research involved. Whether it's an argumentative or expository essay which you are writing, it is vital to develop a clear thesis statement and an obvious sound reasoning. A superb method to tell if your topics is an argument topic is to see whether you can debate your topic working with the info you find. When the topic was decided, it is crucial to come up with an argument surrounding the exact same. An argumentative essay example will reveal the should possess some crucial components which make it better in the practice of convincing. Any fantastic task finishes with a fantastic conclusion and the very best examples of the argumentative essay will arrive in with a conclusion which has an overview of all of the points together with a gist of the evidences provided. Argumentative Essay Format Topics Secrets There's, clearly, a limit on the range of pages even our very best writers can produce with a pressing deadline, but usually, we figure out how to satisfy all the clients seeking urgent assistance. It is recommended to look for the one which has a very good reputation and offers high-quality papers at inexpensive rates. Make certain you follow all the instructions if a specific formatting style is necessary. You will only have to supply all pertinent details for your paper like the subject, length (number of pages or words), the referencing style that you need and other important details you might want to be included in your paper.

One Unaccounted For Factor That Is Impacting The Level

One unaccounted for factor that is impacting the level of support for redistribution in the United States is the inseparable intersection of race and gender, or rather the dominance that patriarchal and racialized norms have on influencing American’s perceptions of poverty. The majority of the current literature on the subject of American’s support/opposition to economic redistribution tends to focus on identities such as race, class, and gender as separate entities. Applying the theories of hostile/benevolent sexism and racism, I argue that analyzing intersections of identities such as race and gender in conjunction, and as interdependent, will provide a clearer picture as to why Americans are less favorable towards redistribution, and†¦show more content†¦Discrimination/bias based on sex or race is harmful for any individual who experiences it, however it can culminate in a variety of forms, some more malevolent than others. Glick and Fiske define benevolent sexism (BS) as, â€Å"a subjectively favorable, chivalrous ideology that offers protection and affection to women who embrace conventional [gender roles]† and McMahon further defines BS to be, â€Å"better understood as a subtle and pernicious form of bias that shares the same ideological underpinnings as more openly hostile forms of sexism†. On the other hand, hostile sexism (HS), â€Å"aims to reinforce traditional gender roles and patriarchy through derogatory characterizations of women as unappreciative of and seeking to gain power over men, and [who are] manipulative with their sexuality†. Both forms of sexism are harmful to any individual who receives them, however individuals who experience BS (white women) are more likely to receive some benefit from their oppression than those who experience HS (women of color, particularly black women). In addition to BS and HS, racism also works within a similar framework of hostility and benevolence, whereby black individuals who preform their raceShow MoreRelatedEconomic Inequality In The United States Has Risen And1042 Words   |  5 PagesEconomic inequality in the United States has risen and absolute growth has slowed over the past half-century. This growing level of inequality sparks in a wave of support for redistribution. The U.S.’s inability to redistribute to the bottom quartile of the income distribution results a multitude of factors that explain why people would support or oppose redistribution. An explanation of economic inequality involves the argument that the wealthy have the needed resources in order to flourish in achievingRead MoreWhy Is Consideration of the Social and Economic Context Necessary for Understanding Work and Learning in Canada934 Words   |  4 PagesThere are many factors impacting work and learning specifically in Canada. 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