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Neither one of these opinions is good for the organization as a whole or the HR Department itself. The HRM function may be very efficient that way, but it loses its effectiveness.
In the second example, the globalization of the world of business has become a serious issue for workers who deal with customers, but the HRM function also needs to be up-to-date with how to respond to people who have different ethnicities and cultures. Effectiveness is often put on the back burner in lieu of efficiency. The HR Department needs to get things done, so it does things the way it always has -- it knows that way works. Unfortunately, though, that means that it is not always as sensitive to the needs of others as it should be. Employees in other countries or regions are not used to another area's way of doing things. While some things cannot (and should not) be changed just to accommodate another person, the HRM function of any organization should be willing to...
A little bit of cultural understanding can go a very long way in the business world, especially when seeking out new employees and clients.
It is relatively easy to see that HRM still has a long way to go. The Department needs to make itself known to the employees of an organization who may need its services, and those who work in the Department also must realize that they have to become more flexible if they are going to be successful in an increasingly global economy. This is not always easy for organizations that have done things a certain way for a very long time, but organizations that do not change with the times will find themselves overtaken by their competitors. These organizations may think that the way they handle their HRM functions do not matter that much to others, but HRM is a vital component of any business and needs to be treated as such.
Frank and Taylor (2004) warn that motivating employees is highly dependent on their specific wants and needs. An accounting firm that mostly hires conservative, serious-minded employees who value efficiency above all else are not likely to be motivated by the offer of a life coach or a concierge. They would probably be much more motivated by a good 401k plan. However, that does not mean that all types of
Human Resource Management HRM (Human Resource Management) is the advancement and management of workers of an organization. It includes recruitment processes, representation and classification of positions at work. For these to be accomplished, laws governing human capital should be followed, and appropriate strategies should be kept in place including paying attention to the employees. Good Management of human capital, determines the success of many organizations Action training for supervisors Disciplinary training is a
Human Resource Management: HRM (Human Resource Management) is the process that involves planning, executing, recruitment and management of the development measures within an organization. These development initiatives within an organization also entail selection, training and profession. The primary aim of human resource management is to exploit an organization's productivity by optimizing the efficiency of the employees. The exploitation of the organization's productivity takes place while improving employees work life and treating
Human Resources Management (HRM) Strategy at Nestle S.A. Introduction to Human Resource Management (HRM) The process of human resource planning is essential for organizations of any size and scope, but the number of employees working for the organization ranks among the most influential factors in guiding the construction of human resource policies. In order to more efficiently achieve strategic objectives, complex organizations require a perfectly calibrated blend of human capital to facilitate
Human Resource Management HRM Questions Companies will usually downsize in order to reduce costs, especially where a firm is making losses, or to streamline the organizational structure, which may improve efficiency. The downside of downsizing is that there is no guarantee of success, and in the downsizing process the firm may lose resources that would have been useful, including human knowledge as well as capacity which may be a negative influence a
Human Resource Management (HRM) in today's culture is very prominent and important. The most important resource with any organization is the human component and it is of extreme importance to manage and develop this crucial asset in a way that is in alignment with the strategic outlook of that organization. The purpose of this reflective essay is to explain and contextualize the major areas of scholarly discussion of Human Resources