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¶ … HR manager changed in the past few years?
The role of the HR manager has experienced gradual change over the past years thus illustration of the shift to human resources from the antiquated personnel department. This has changed the way business entities view human elements. The main factors behind this transformation include quality labor or employment laws, enhanced working conditions, and relevant economic obstacles faced by different business entities in the modern economy (Marler, 2012). The duties of the human resource individual or person have also undergone rapid transformation to meet the demands of the organizations at unique levels. The values of the human resource professionals have risen from the perspectives of the leading companies. In addition to the employment duties, human resource managers now handle activities such as recruitment, training, and development of the employees within the context of the workplace. Human resource managers now have the ability to handle all activities in relation to the human resources (Armstrong, 2008).
What are the differences between labor market and product market?
Products market refers to an area in characterized with the production and transaction of goods between the consumers/buyers and the producers/sellers. Labor market refers to the nominal market characterized with employees, employers, and working conditions or rates. This indicates that product market focuses on the exchange of goods and services between producers and consumers while labor market focuses on the human capital and adequate rates between employees and employers. Determination of the labor market relates to the skills and experience while product market depends on the quality of the goods and services. Labor market operates on the labor laws while product market operates on the product distribution and marketing laws.
In the future, some say, the labor force will shrink. In what ways do you think this will modify HRM?
The shrinking of the labor force mainly relates to the poor, working conditions and low wages forcing employees to vacate their jobs. This will have considerable influence in the roles and duties of the HRM. One of the essential impacts of the shrinking labor force on the HRM is the increase in the adoption and implementation...
HRM will also focus on the improvement of the working conditions to attract new employees while retaining the existing ones. This is essential in the generation of the trust of the employees towards their companies. HRM will also focus on the transformation of the labor laws and market through improved remuneration to keep the employees within their respective employment positions (Kwok, 2011).
Why are companies devoting so much attention to "performance assessment"?
Performance is an essential aspect in the context of the human resource management. This is because of its importance in the examination of the net worth of each employee in relation to the achievement of the goals and targets of the organization. The process is essential in the examination of the performance of employees with the aim of identifying future potential areas for improvement in the delivery of the workforce (Seiden, 2011). Employees also have the opportunity to understand their roles and obligations effectively and efficiently. Organizations also assess employees in relation high and low achievements to facilitate the rewarding process for the motivation purposes. This is essential for improvement in the level of service delivery and performance by the employees. Managers have the opportunity to identify key and non-key performance in relation to the execution of quality performance assessment (Jamil & Raja, 2011).
How would you define "discriminatory employment behavior," and how would you recognize it?
Discriminatory employment behavior refers to the treatment of employees unequally based on their sex, age, ethnicity, gender, and geographical background (Brief, 2008). This activity or behavior within the employment market contributes towards the increase in the level of harassment, victimization, and discrimination within the labor market characterized with diversity. Discriminatory employment behaviors are evident in recruitment, development of terms/conditions, training, and promotion processes within the organization. It is the role of the management of the human capital to ensure that discrimination is not applied within the employment market (Channar et al., 2011). Some of ways for the…
References
Armstrong, M. (2008). Strategic Human Resource Management: A Guide to Action. Kogan Page.
Brief, A.P. (2008). Diversity at Work. Cambridge University Press.
Bruno, R. (2006). Optimal speed of transition with a shrinking labour force and under uncertainty. Economics Of Transition, 14(1), 69-100. doi:10.1111/j.1468-
Channar, Z., Abbassi, Z., & Ujan, I. (2011). Gender Discrimination in Workforce and its Impact
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