Free Human Resource Management Essay Sample
1.What is strategic Human Resource management?
Strategic Human Resource Management is the bridge between the human resource activities and the organizational strategies, seeking to integrate the HR policies into the corporate goals (Deb 45). The purpose of Strategic Human Resource Management is to allocate the right people to specific business strategies, or to train, coach or motivate them according to the organizational needs (Dhar 45). The HR functions across organizations tend to incorporate the strategic component for effectively aligning organizational requirements with internal resources (Deb 45).
2-What is investment prospective and should you invest in your employee’s yes or no?
Prospective investment in Human Resources refers to the organizational efforts made for the development of the employees’ career. Prospective investment can refer to training or coaching programs, for preparing employees to escalate on higher organizational levels, but it can also include social benefits or pension funds invested in employees’ well-being (Craver 110). Organizations should carefully consider the employee investment, aiming to generate employees’ loyalty and their commitment to organizational goals before investing additional than legally demanded. Employee investment can generate increased performances for firms but on the other hand they can also be associated with losses, if employees are not engaged in the organization’s values and seek employment elsewhere.
2.What is Succession planning? Pros, cons, why is it used, how is it used?
Organizations are permanently in need of key people, especially in the managerial level and through succession planning they assure that the next qualified persons will be appointed to the key positions once the ones holding these roles decide to leave (Deb 254). The positive aspects about succession planning is that through this strategy the employees are permanently trained for reaching higher levels and it ensures ongoing performance for organizations (Hastings 4). The con for this strategy is that it limits new visions to enter organization, which will keep firms on following classical approaches instead of reinventing themselves (Deb 254).
3. What is Societal factors affecting HR and discuss Demographics & diversity, ethics, sustainability?
The social evolution imposes specific challenges upon the HR activities, which may vary from country to country. Gender equality and workforce diversity are important factors that influence the organizational structures, with HR activities having the responsibility of recruiting and preparing diverse workforce, acting as an equal employer. Aligned with the societal values of right and wrong, organizations need to develop ethical guidelines that the employees need to follow. An increasing societal concern nowadays is the sustainability and organizations are often targeted and constrained to reduce their waste or pollution on the environment, developing sustainable activities as part of their operations.
4. What is outsourcing ? Advantage of out sourcing? Difference between outsourcing and offshoring?
In the current business environment, wherein organizations need to be focused on their key strategic activities, outsourcing represents an effective strategy, meant to optimize their budgets, while assuring that they will remain competitive (Deb 17). Some advantages of the outsourcing is that firms can focus on their key competencies, while looking for external capabilities to provide the secondary needs, in order to assure that they can offer the clients integrated services. Offshoring focuses on relocating specific activities and recruiting mostly blue collars from less developed economies with the purpose of generating savings, although such strategy comes with associated business risks (Pedersen, Bals, Jansen & Larsen 4).
5. What is strategic management – models (two) List and explain in details?
Companies plan their activities ahead, for facing the future challenges. For this purpose, they can use various strategic management models, such as the basic or the departmental strategic management models. The first model takes a multi-stage approach for the envisioned business objectives: analyzing the current situation, developing an action plan, implementing it, monitoring and adjusting the results (Edmunds, “Different Strategic Management Models”). The department management model implies that plans are decided at the managerial level and executed at the departmental level, which further takes the responsibility of reaching the forecasted results (Edmunds, “Different Strategic Management Models”).
6. What is Strategic management process - mission statement, implementations,
The strategic management process represents a formulation of the strategies required to be implemented internally for achieving competitive advantage, through the definition of the organization’s mission statement and objectives (Dhar 1). The strategic management process also defines the objectives, vision and goals, developed through consistent planning, which will facilitate the implementation (Dhar 28). The strategic management process starts with the vision that states where business will be in the future. Next, the mission statement formulates the organizational purposes and behavior for attaining the envisioned results and after this, actions are designed and responsibilities outlined, preparing the implementation phase.
7. How do you manage surplus of labor what do you do in terms of shortage of labor, cost leadership strategy three corporate and 3 business, what would be the HR perspective. (surplus labor, shortage of labor)
The surplus of labor can be managed through human resources activities and trainings meant to develop team work, negotiation or communication skills, which will improve the work efficiency and productivity in more tensed periods. The shortage of labor can be managed through recruiting temporary staff for determined periods. Cost leadership strategy refers to offering the lowest price on the market with the purpose of achieving cost competitive advantage and increased market share (Dhar 9). The HR perspective to cost leadership strategy is to remunerate employees with low wages for reaching competitive cost for the end products. Often such strategy implies offshoring workers from less developed economies, otherwise it can result in high turnover rates.
8.Define sexual harassment, what are the guidelines to prevent sexual harassment (types, forms, and what should organizations do? Complications abroad?)
In an organizational environment sexual harassment defines the inappropriate remarks, vulgar attitudes or behaviors and sexual advances addressed to employees (typically women). There can be verbal or physical sexual advances and can be expressed in the form of jokes, sexist commentaries or inappropriate behavior, among others. Developing ethical codes of conduct, organizational behavior values and human resource guidelines on identifying and preventing such behavior are few organizational methods for preventing sexual harassment (Deb 26). Cultural diversity implies differences regarding gender relations, meaning of sexual harassment and approaches towards such behavior and the HR policies should be adapted to the local cultures for avoiding the perceived actions of sexual harassment in each country abroad.
9.Recruitment process (in regards to interviewing halo error, why testing is important) Types of errors?
During an interview the evaluator can form a subjective opinion regarding the interviewee, based on his or her evolution across the recruiting process – a situation defined as halo error (Shrock & Coscarelli 321). Testing is an important instrument during the interview, as it demonstrates the interviewee’s actual preparedness for the targeted role, despite the interviewer’s personal opinion formulated during the recruitment discussions. Halo error can be both positive and negative regarding the interviewee and other types of errors that can appear during the interview can be the logic error, similar error, central tendency error or leniency error (Shrock & Coscarelli 321 - 322).
Ashe, Sam. Different Strategic Management Models. Accessed 1st March 2015, available at http://smallbusiness.chron.com/different-strategic-management-models-72265.html. N.d. Web.
Craver, Charles, B. Can Unions Survive? The Rejuvenation of the American Labor Movement. New York: New York University Press. 1995. Print.
Deb, Tapomoy. Strategic Approach to Human Resource Management. New Delhi: Atlantic Publishers & Distributors. 2006. Print.
Dhar, Rajib, Lochan. Strategic Human Resource Management. New Delhi: Excel Books. 2008. Print.
Pedersen, Torben, Bals, Lydia, Jense, Peter D. Ørberg, Larsen & Marcus, M. The Offshoring Challenge. London: Springer – Verlag. 2013. Print.
Shrock, Sharon, A. & Coscarelli, William, C. Criterion – Referenced Test Development. San Francisco: John Wiley & Sons, Inc.
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