Human Resource Management Essays (Examples)

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Human Resource Management
PAGES 4 WORDS 1459

Human esource Management: Ethics and Employment (Pinnington, Macklin & Campbell, 2007) covers those ethical issues that often come up in regards to employer-employee relationships, such as the rights and duties owed between employer and employee. The book is broken down into three parts. The first part is Situating Human esource Management. The contributors in this part talk about the potential for conflict in the end relationships between employees and employers. One side of the argument says that focus should be on good moral treatment of employees and, on the other side, the achievement of demanding political and economic goals is top priority. In the second part, Analyzing Human esource Management, the contributors consider how the implementation of HM in organizations may augment the moral awareness, behaviors, and outcomes of employers and employees. In the third part, Progressing Human esource Management, the authors focus more on the opportunities for promoting collective….

Human Resource Management
PAGES 4 WORDS 1319

Human Resource Management
"America's possibilities are limitless, for we possess all the qualities that this world without boundaries demands: youth and drive; diversity and openness; an endless capacity for risk and a gift for reinvention. My fellow Americans, we are made for this moment, and we will seize it -- so long as we seize it together…"

(President Barack Obama, Inaugural Address, 1/21/2013).

The job of a human relations manager in the 21st century goes well beyond hiring and training staff. An important part of an HR manager's duties includes working towards the creation of a diversified employee workforce. This paper echoes part of what President Obama asserted: to achieve success the U.S. will depend on "diversity and openness." The diversity of America's workplace in part depends on the role of women, and this paper delves into that issue and references the available literature. In fact an article in USA Today (Petrecca, 2011)….

In the hierarchical configuration it also augmented the working hours but decreased the pay in poor working conditions, increased the social distance between employee and employers and increased bureaucratization of all factors, resulting in an increase in monotony. Because of these factors personnel management began to get a lot of attention. The function of HM has become even more important since 1980. There has been an absolute transfer from post war socialism towards individuality along with changes in the arrangement of the financial system. A number of people believed that HM had developed in order to resolve union problems as there was a new command to look out for employees within a company as it performed its special functions (Evolution of Human esource Management, 2009).
The beginning of New Public Management within the public services area of a lot of countries has led to changes in epistemology along with new….

Human Resource Management
PAGES 4 WORDS 1674

Human esource Management
Job analysis

Job Design and considerations

Job design is the arrangement of work in organizations. The arrangement assist employees as well as the organization meet objectives. An effective job design satisfies employees in organizations since it prevents dissatisfaction arising from repetitive work. It also assists organizations by preventing employees from alienation.

Additionally, job designs improve on the productivity of an organization. Job designs, however, need to consider the following aspects in order to meet organizations goals: job enrichment, job enlargement, job rotation, as well as job simplification. Job enrichment is a way in which organizations motivate their employees by giving them diverse varieties in their job as well as additional responsibilities.

Job enlargement refers to increasing the scope of employees work by extending their responsibilities, and job duties at the same level of employment. Job rotation, on the other hand, is a management technique for training employees, where employees get a chance….

Human Resource Management
PAGES 3 WORDS 870

Human esource Management
Workers, Jobs & Job Analysis

Case: OWE and Flexible Work and Success at Best Buy

Explain how a OWE-type program would fit in organizations where you have worked. Explain why it would work or would not work.

Current employee U.S. Army OWE-type program would not work in the Army because of the following:

*Deployments require you be at work 24/7 because there is no place to go in Afghanistan or Iraq.

* When I am not deployed, the Army has a training calendar and the time you have is use to prepare for future deployments

* The Army likes micromanagers, control you 24/7 even you are off you are not off.

*The Army does try to give you time off because many locations have "Family time" and at least one three or four day weekend a month.

Chapter #5: Human esource Planning and etention

Case: ACCENTUE -- etaining for itself

Question #2: Identify how some Accenture-type efforts have….

Human Resource Management
PAGES 6 WORDS 1761

Human Resource Management
Description of the overall operations and role of the HR department

The HR manager interviewed gave the following points as having the most priority in his department and the functions performed (Campbell Clark, S (2001))

Recruitment and selection

How to follow best practice in drawing up the relevant documentation from advertising a vacancy and formulating a job description through to interviewing and making a sound

Decision in appointing the correct candidate.

Engagement procedure

Providing contracts of employment, written particulars and a staff handbook to meet all legal requirements and give employees all the information they need.

Record keeping

The collection of information in manual or computerized form to enable the company to plan and monitor.

Performance management range of activities to develop and reward good performance and manage poor performance and disciplinary issues.

Dealing with absence

Monitoring and controlling short- and long-term absence to ensure good attendance.

Reward

Looking at salary and benefits packages to reward and motivate staff.

Dismissal and other….

The rationale and the implementation of Performance Management are simple in theory, but complex in execution. Heathfield (2010) suggests:
Define the purpose of the job, job duties, and responsibilities.

Define performance goals with measurable outcomes.

Define the priority of each job responsibility and goal.

Define performance standards for key components of the job.

Hold interim discussions and provide feedback about employee performance, preferably daily, summarized and discussed, at least, quarterly. (Provide positive and constructive feedback.)

Maintain a record of performance through critical incident reports. (Jot notes about contributions or problems throughout the quarter, in an employee file.)

Provide the opportunity for broader feedback. Use a 360-degree performance feedback system that incorporates feedback from the employee's peers, customers, and people who may report to him.

Develop and administer a coaching and improvement plan if the employee is not meeting expectations.

The advantages to using the aforementioned system appear obvious. The employee has ownership of the process and the outcome.….

Human Resource Management
PAGES 2 WORDS 886

Human esource Management: Four Questions
How easy was it to find the a specific occupation you were looking for, and how comprehensive was the information provided about that occupation?

Information was relatively easy to find by using the site map. By going top "My Next Move" one is presented with a menu of choices including knowledge, skills, abilities, education, and job outlook as well as the opportunity to explore more. Selecting the occupation of human resource manager the following information was provided in each category: 1) Knowledge -- business, arts and humanities, safety and government, math and science. (Each sub-heading also contained a brief descriptor, i.e. Math and science: psychology). 2) Skills -- Basic skills, people and technology, social. 3) Abilities -- verbal, ideas and logic, attention. 4) Education -- bachelor's degree or master's degree. Under this heading there were links to "Find Training" and "Find Certifications." 5) Job Outlook -- Average….

Human Resource Management
PAGES 3 WORDS 890

Human Resource Management
Julie Clow's The Work Revolution: Freedom and Excellence for All, begins with an analysis of the traditional methods and ideologies for work within a corporate setting. The author spends the first two chapters of this manuscript recounting the staid, limited roles of managers and workers, emphasizing the conventionality and conformity to which both typically adhere. In many ways, this part of the book is the most insightful, since the author carefully deconstructs why these approaches are no longer applicable for working in the 21st century. However, she contextualizes this information in contrast to what she declares is the Work Revolution Manifesto: a setting in which individual employees are actuated by passion, excellence, success, trust and team victories. By alluding to the manifesto initially, she is then able to elucidate all of the reasons that the conventional methods of working and the environments that sustain them fail to achieve….

Human Resource Management
PAGES 5 WORDS 1695

Human esource Management
There is a great need for managers to develop a highly strategic approach to human resource management. This encompasses supporting the general mission of the organization, the organizational culture that we embrace and advocate for personnel and consumers, and also for supporting individual needs as a manager.

Strategic human resources management (SHM) is delineated as the practice of articulating H strategies and execution procedures that are aligned and underline the organization's business approach. SHM necessitates the development of a wide-ranging set of managerial undertakings and responsibilities linked to growing and sustaining a competent workforce. This labor force, in sequence, adds to organizational efficacy, as delineated by the organization's strategic aims and objectives (Fottler and Fried, 2016). The main purpose of an organization outlines its basic intention for existence. The purpose of a hospital may be to provide high-quality medical care to the inhabitants in a particular service region. The….

Human Resource ManagementThe field of Human Resources Management (HRM) offers a wide variety of career paths. HR managers may work in a variety of industries, including healthcare, manufacturing, retail, and education; overseeing the recruitment, training, and development of employees. They may also be responsible for benefits administration and employee relations. HR specialists may focus on specific areas such as recruitment or benefits, or they may provide support to employees and managers on a variety of topics. Other career options in HR include talent management, organizational development, and HR information systems. In addition to working in HR departments, HRM professionals can also work in other departments, such as finance, marketing, and operations. Ultimately, each organization is unique, and the HRM strategies that are developed and implemented should be tailored to the specific needs of the organization. With the increasing importance of HR in the modern workplace, there are many opportunities for….

HRM as Strategic PartnerAbstractHuman resources management (HRM) has traditionally been viewed as a support function within organizations. However, HRM is increasingly being recognized as a strategic partner that can contribute to organizational success. There are several reasons why HRM is important as a strategic partner. First, HRM can help to develop and implement strategies that align with the organization's business goals. Second, HRM is responsible for attracting, developing, and retaining talent. This is critical because a company's ability to compete depends on having the right people in the right roles. Third, HRM can help to create a positive work environment and culture. This is important because employees who are happy and engaged are more productive. Finally, HRM can help to improve communication and collaboration between different departments within an organization. When HRM is functioning effectively, it can have a positive impact on the overall performance of the organization.IntroductionHRM as strategic….

Investigation of TurnoverPart AAs an HR Director, it is important to evaluate whether the experienced turnover is a problem. To do this, one must consider the number of workers that have left in comparison to the industry average, as well as organizational factors such as sources of dissatisfaction and safety considerations. To gather data for a more accurate assessment, metrics from both internal and external sources can be collected and analyzed. The Human Resource Information System (HRIS) could provide data regarding the loss of key leaders, time elapsed between departure and hiring replacement staff, trends in terms of job satisfaction amongst existing staff, whether job openings get filled quickly or not etc. It is also relevant to review external sources such as workforce surveys or labor statistical reports in order to gain further insight into patterns or problems occurring in the industry at large. When all these variables are considered….

Human Resource Management
PAGES 8 WORDS 2166

Human esource Management at the Ford Motor Company
The Ford Motor Company is one of the largest economic entities at the global level, with sales and operations across the entire globe. The organization is reputable as the first company to make automobiles accessible to the people through the usage of the production and assembly line. In more recent times, Ford is recognized as one of the largest employers in the United States and a global leader of the automotive industry.

During 2008, the company was hit by the internationalized economic crisis, which raised new financial concerns, but also exacerbated the problems already existent within the firm. For decades, Ford had invested in large size and luxurious vehicles as an emblem of American consumerism. Throughout the past recent years however, the preferences of consumers have changed to reflect the shifting international price of oil and environmental concerns. More and more smaller size and….

Human esource Management is a practice of managing human skills, capacities and talents, to ensure their effective usage in the attainment of organizational goals, objectives and overall competitiveness (Youssef, 2012). Every Human esource manager performs various functions of recruiting, hiring, selecting and training competent employees. In addition, the manager offers competitive compensation and benefits packages, which attract, motivate and retain qualified employees. However, it is the function of the Personnel manager to devise ways, which will increase the employee effectiveness in performing the jobs. These ways include training, offering education and developing the capacities of the employees. As a result, there is an improvement of the employee contribution towards the attainment of organizational effectiveness and efficiency.
Effective management of employees' productivity is a crucial element in attaining organizational success (Youssef, 2012). High levels of productivity enable the organization to offer high compensation and benefits packages, which do not affect its competitive….

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4 Pages
Book Report

Business

Human Resource Management

Words: 1459
Length: 4 Pages
Type: Book Report

Human esource Management: Ethics and Employment (Pinnington, Macklin & Campbell, 2007) covers those ethical issues that often come up in regards to employer-employee relationships, such as the rights and…

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4 Pages
Research Paper

Sports - Women

Human Resource Management

Words: 1319
Length: 4 Pages
Type: Research Paper

Human Resource Management "America's possibilities are limitless, for we possess all the qualities that this world without boundaries demands: youth and drive; diversity and openness; an endless capacity for risk…

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2 Pages
Reaction Paper

Careers

Human Resource Management in the

Words: 693
Length: 2 Pages
Type: Reaction Paper

In the hierarchical configuration it also augmented the working hours but decreased the pay in poor working conditions, increased the social distance between employee and employers and increased…

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4 Pages
Research Paper

Careers

Human Resource Management

Words: 1674
Length: 4 Pages
Type: Research Paper

Human esource Management Job analysis Job Design and considerations Job design is the arrangement of work in organizations. The arrangement assist employees as well as the organization meet objectives. An effective job…

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3 Pages
Case Study

Careers

Human Resource Management

Words: 870
Length: 3 Pages
Type: Case Study

Human esource Management Workers, Jobs & Job Analysis Case: OWE and Flexible Work and Success at Best Buy Explain how a OWE-type program would fit in organizations where you have worked. Explain…

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6 Pages
Term Paper

Business - Management

Human Resource Management

Words: 1761
Length: 6 Pages
Type: Term Paper

Human Resource Management Description of the overall operations and role of the HR department The HR manager interviewed gave the following points as having the most priority in his department and…

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2 Pages
Term Paper

Business - Management

Human Resource Management Is an

Words: 580
Length: 2 Pages
Type: Term Paper

The rationale and the implementation of Performance Management are simple in theory, but complex in execution. Heathfield (2010) suggests: Define the purpose of the job, job duties, and responsibilities. Define…

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2 Pages
Essay

Careers

Human Resource Management

Words: 886
Length: 2 Pages
Type: Essay

Human esource Management: Four Questions How easy was it to find the a specific occupation you were looking for, and how comprehensive was the information provided about that occupation? Information was…

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3 Pages
Book Report

Careers

Human Resource Management

Words: 890
Length: 3 Pages
Type: Book Report

Human Resource Management Julie Clow's The Work Revolution: Freedom and Excellence for All, begins with an analysis of the traditional methods and ideologies for work within a corporate setting. The…

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5 Pages
White Paper

Human Resources

Human Resource Management

Words: 1695
Length: 5 Pages
Type: White Paper

Human esource Management There is a great need for managers to develop a highly strategic approach to human resource management. This encompasses supporting the general mission of the organization, the…

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3 Pages
Research Paper

Human Resources

Strategic HRM Solutions for Hiring and Training

Words: 907
Length: 3 Pages
Type: Research Paper

Human Resource ManagementThe field of Human Resources Management (HRM) offers a wide variety of career paths. HR managers may work in a variety of industries, including healthcare, manufacturing, retail,…

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6 Pages
Term Paper

Management

Duties of HRM in Today's Firm

Words: 1697
Length: 6 Pages
Type: Term Paper

HRM as Strategic PartnerAbstractHuman resources management (HRM) has traditionally been viewed as a support function within organizations. However, HRM is increasingly being recognized as a strategic partner that can…

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6 Pages
Research Paper

Management

HRM Solutions for Turnover Problems

Words: 1766
Length: 6 Pages
Type: Research Paper

Investigation of TurnoverPart AAs an HR Director, it is important to evaluate whether the experienced turnover is a problem. To do this, one must consider the number of workers…

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8 Pages
Term Paper

Business

Human Resource Management

Words: 2166
Length: 8 Pages
Type: Term Paper

Human esource Management at the Ford Motor Company The Ford Motor Company is one of the largest economic entities at the global level, with sales and operations across the entire…

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8 Pages
Essay

Business - Management

Human Resource Management Is a Practice of

Words: 2438
Length: 8 Pages
Type: Essay

Human esource Management is a practice of managing human skills, capacities and talents, to ensure their effective usage in the attainment of organizational goals, objectives and overall competitiveness (Youssef,…

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