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The role of HRM
According to the article by Plessis 2010, Human Resource manages the organization’s employees and thus they make important aspects of an organization. In order to improve employee management in an organization, the HRM has various obligations in developing this significant input to an organization. Human Resource managers are obliged with attraction of workforce, selecting them, training them, assessing employees, and making informed decisions in an organization. The article by Plessis 2010 further emphasizes that it is human resource managers who are responsible for enabling a business to compete more successfully in the global market. Furthermore, the article states that the HRM practices are carried out with respect to various factors such as organizational culture or leadership, and employment labor laws that prevail in a specific country. The articles shows that the HRM has a universal role in various companies but their practices may differ from one organization to another due to the influence of various factors that differ from one organization to another.
According to the article, Human Resource management are essential in attaining organization’s success as they provide significant utility to an organization past the satisfaction of the organization’s employees and agencies. The article states that HRM could consult local representatives regarding an oversee business in line with the country’s culture, safety, and traditions. The article emphasizes that in all business operations, HRM practice should be concerned with employees’ happiness and comfort (when working in other countries) while observing the business profitability. The main goal of an organization is to maximize profits while employees always want to maximize their benefits from working in a given organization. The obligation of HRM is to create a balance in the two cases, which can be done effectively by employing the corresponding action. The article establishes that HRM practices are critical to organizations if only done in accordance to the cultural practices and the tradition of the organization. Furthermore, according to the article, HRM practices should always reflect the preferred patterns, employees’ reaction, and organization’s traditions and cultural practices.
The impact of the innovation oriented strategy on the strategic role of HRM
As majority associate innovation associate innovation to introduction of new technology and inventions, innovation goes beyond that. Although it is a fact that innovation is responsible for such, but innovation is much greater than that. In business, innovation is past technology and needs collective responsibility form different are and departments to achieve a given goal. In this regard, business considers innovation as joint process, in which individuals in various departments contribute to implementation of new ideas and strategies.
In Human resource management, managing innovation is an essential means of survival for any organization. This is a force of organizational adaption that has been affected by various external forces. Innovation concept has of late been of great concern in Human resource management as identified and confirmed by various scholars. The effects of innovation on business operation strategies and with respect to HRM, has articulated to various organization’s weaknesses and streng.............
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