Viewing papers 1-30 of 114 for human resources management (hrm) is vital to

NOTE:  We can write a brand new paper on your exact topic!  More info.
123. . .Last ›
X Filters 

Human Resources Management (HRM) Is Vital Essay

… Human Resources Management (HRM) is vital to any organization, but it often gets overlooked by others and viewed as not being very important at all. These people do not see the value of HRM, and in some cases they do not even think about the department or acknowledge its existence until they need it for something. This attitude causes many problems for the department and the personnel who work within it. Another serious concern for HRM is that a lot of people forget how global the business world is now. It is important that this is realized, though, so that anyone who works in Human Resources is sensitive to the differences that may come up based on culture, ethnicity, and other, similar issues. The lack…. [read more]

Human Resource Management: HRM Essay

… The private firms may not afford external help because of several difficulties like technology, direction of workforce, competitive environment and payments among others. In these private firms, the use of the soft model of human resource management is vital in handling competitive pressures. Additionally, human resource management provides managers with solutions to handle competitive pressures through:

Maximizing an Employee's Potential:

In handling the competitive pressures, human resource management provide managers with solutions through maximizing an employee's potential. These employees contribute to the individual and combined achievement of organizational objectives and strategies thus promoting the organization competitive advantage. Both public and private firms achieve competitive advantage and handle competitive pressure by capitalizing on the full potential of each of the organization's employees (Pomoni, 2009).

Enhancing Communication:…. [read more]

Human Resource Management in Multinational Research Paper

… An environment that lacks resources limits the possibilities and effectiveness of employee training (Stahl, Bjo-rkman & Morris, 2012).

c. compensation

The position of a firm in the business cycle will determine how much the firm is capable and willing to give to the employees. For example, if a firm is a start up, possibilities are that it will pay more as it seeks to get the best talent into the company. In addition, most start-ups offer their employees Employee Stock Options where they can redeem their stocks after the lock period (Stahl, Bjo-rkman & Morris, 2012). States tend to have varying regulations pertaining to employee compensation and corporate institutions are obliged to ensure that their employees are compensated in accordance with the reigning laws are…. [read more]

Human Resources Management Practices Essay

… " (Mayfield, Mayfield and Lunce, 2003) HRIS further provides the necessary support for the introduction of 'systems thinking' in the organization. According to Weick (1979) and Wilkerson & Paul (1985) systems theory "also draws the boundaries for any given system along with definitional criteria that are especially important for preliminary research. In addition, researchers rely on systems theory to develop hypotheses about which units are required for a properly functioning system, how those units should interact, their strength of influence on overall system effectiveness and how to optimize unit interactions towards realization of strategic objectives." (Mayfield, Mayfield, and Lunch, 2003)

II. Analysis of the Issues

The work of Kontakos (2003) entitled "Global HR Information Systems" reports that HR Information Systems make the provision of the…. [read more]

Strategic Human Resource Management (Shrm) Essay

… Managers given the HRM mandate to contribute in making strategic decisions are expected to have a familiar compliance to the legal environment (Pynes, 2009, pg 56).

The utmost purpose of an external legal environment is essential in an organization's human resource management as well to its practitioners. It is vital fro an organization to comprehend laws that regulate a corporation's human resource management actions. Managers given the HRM mandate to contribute in making strategic decisions are expected to have a familiar compliance to the legal environment and associate the experience to their professional expertise (Storey, 2009, pg 71).

Legal circumstances are perceived as a foundation on external environmental subsystems and should be directed towards comparative sectors of business such as HR. A firm is necessitated…. [read more]

Global Human Resources Management Term Paper

… (ITAP International, nd, p.1) Palthe (2008) reports "HR could also play a leading role in helping to define the values and associated norms organizations should foster in order to generate a corporate culture that fundamentally respects, promotes, and protects the human rights of all its stakeholders. For example, HR departments could proactively build performance management systems that incorporate human rights values and principles in their behavioral expectations." (p.6) Haile (2002) writes that due to the growth of international business operations that there will be a requirement of "… effective international human resource management (IHRM)." (p.2) International HRM is stated to involve "moving people around the world." (Haile, 2002, p.2) Therefore, the job of the HR manager is "to formulate and implement policies and activities in…. [read more]

Human Resources Technology Essay

… , 2012).

The major purpose of the performance evaluation is to aid in providing accurate information concerning job performance of the prevailing organization. The prevailing data are extremely accurate and effective since they possess potential value within the organization. Examine performance, identify of effectiveness and efficiency of staff via the creation of the advancement of the human resource is a significant information. Performance evaluation normally provides legitimate and correct information to the prevailing managers. Moreover, it also grant the prevailing employees suitable information concerning them. Employees' job performance accompanied by the behavior depicts the corresponding strength and weakness on their performance (Bayat, 2011).

Performance evaluation management is a perpetual process with the main aim of providing accurate information concerning job performance of the organization. The…. [read more]

Human Resources Management - Review of Theories Term Paper

… Human Resources Management - Review of Theories

Importance of Human Resources Management to organizations

Strategic Human Resources Management and firm performance

Human Resources Management (HRM) and the Strategic Management Process (SMP)

Challenges and benefits of global Human Resource Management

HRM and Technology

Resources are limited: Creativity is unlimited."

These are the words and, most important, the belief, that POSCO, the world's second largest steel producer shares with all its employees and visitors arriving to its Pohang plant, situated far into the sea separating Japan and Korea. And these words are written on a huge sign spanning on six lanes of traffic, proclaiming the company's philosophy both in Korean and English. (Milkovich and Boudreau, 1997)

But this is not only the belief of POSCO, is the…. [read more]

Human Resource Planning (Hrp) Essay

… (Berger; Dorothy, 2004)

The loss or absence of these valued employees pulls back the organizational growth due to their disproportionately commanding effect on the present and future performance of the organization. To take an example, legendry Bill Gates admitted that even if twenty of the best people are taken away from Microsoft, the company will lose to be an important company. In the process of organizational development, once an organization puts its commitment to excellence, it will requires a thoroughly prepared human resources processes that binds together the important constituents of human resources planning and then links them to strategies, overall policies and finally action plans. (Berger; Dorothy, 2004)


Armstrong, Michael. (2006) "A Handbook on Human Resource Management Practice,"

Kogan Page Limited.

Berger, Lance…. [read more]

Human Resource Management: Ethics Book Report

… This helps them to make successful and competitive decisions regarding hiring, development and retaining the human capital. The leaders may conduct SWOT analysis for the determination and assessment of the human capital. The analysis of human capital policies and practices should be scrutinized regularly for the any modification to match the competitive environment. The changes in the procedure and application of human capital policies should be evaluated to measure their effect on the performance of the organisation. The strategic options regarding the human capital can be planed considering the above mentioned steps (Memon, Mangi, R.A. & Rohra, C.L. (2009).

Human capital may be the most significant and vital for competitive advantage because it is the most difficult to emulate. However, human capital is more portable…. [read more]

Human Resource Management Employee Benefits Case Study

… These firms highly appreciate their employees due to their loyalty and hard work and the strong company culture valuing impartiality and communication, between the firm and employees. Genentech's prosperity culminates back to respect for employees as well as rewards issued to them. In addition to traditional benefits, Genentech provides employees with personal concierge service, flexible work scheduling, childcare, nursing mother's rooms, onsite nurses, adoption assistance, and company sponsored family events. Besides, additional benefits include pet insurance, free snacks, and paid six-week sabbaticals every six years. In line with this, Zappos, online shoe retailer, takes life a little less seriously than Genentech with perks to match their fun-loving culture like pajama parties, nap rooms, regular happy hours, and a full-time life coach.

Adoption of Genentech's and…. [read more]

Human Resource Management Recruitment Case Study

… For detailed discussion on the state of the art requirements of the emerging markets and organizational talent strategies following sections are there.

Business operation across international boundaries is a crucial area of consultation and research. Keeping in focus the competing objectives of the organization, line of difference can be drawn that highlights the ways in which the organization can adapt to the diversifying operating environment. The relative to the existing base operation of an organization is required as per comparison with the international market for the intersection of an organization with the multiplicity (Human Resources and Recruitment Salary Centre, 2013). Expansions of companies in the past were driven by different challenges as per the challenges of this technological era of operation and development.

Almost all…. [read more]

Human Resource Management -- Questions Research Paper

… 5. In your opinion, which of the HRM functions appears to be the most challenging to implement? Why? The most challenging HRM function to implement is recruitment. There are so many qualified people today, and with the electronic age, many more of them can find out about jobs at a particular company and apply for them. That makes the HRM department's job more daunting, and requires good filters to screen out particular people who are not right for the company. It takes time and effort to set up and maintain recruitment methods in a global society.

6. What difficulties would an HR executive face in assessing and then communicating the contribution of his or her area to the company profit margin? Most often, the profit…. [read more]

Human Resource Management the First Organized Employment Research Paper

… Human Resource Management

The first organized employment structures were formed during the Industrial Revolution, as mechanized work was introduced and the need for labor force in factories increased. From that point on, a massive process of urbanization was commenced and, through it, people moved from the rural to the urban sites in search for better lives. What they found was however not as fruitful as initially hoped. The first employment structures were exploiting the individuals by having them work long hours, in risky conditions, for miserable pay checks; by forcing women and children to do men's work and then underpaying them. Gradually, the first unions were formed and the rights of the employees began to shape. Today, the organizational staff member in developed countries is…. [read more]

Management International Management When a Company Manages Essay

… Management

International Management

When a company manages international human resources (IHRM) properly, it permits them to vie more effectively in the global market. Recent years have provided a steady changeover in method and matter from workforce management to human resource management, and lately to global human resource management. Those who work as human resource managers should talk to the locals in the foreign country as to try and get a better understanding of the local culture, employment facets, security, traditions and customs so that workers can function in accord with a local traditions. Dissimilar moral and commerce principles can produce pessimistic incidents. For the reason that there has been a variety of alterations in socio-economic and legal-political necessities that vary within nations putting together compensation…. [read more]

Human Resource Management and Workplace Romance Essay

… Human Resource Management & Workplace Romance

The quality of the effort that employees put forward in order to achieve the maximum effectiveness and productivity for the company is certainly reflective of their skills, the training they received, their understanding of the company's mission and their dedication to that mission. But the employees' performance on the job is also a reflection of the competency of the human resources component of the company. In large part, the professionals in the human relations department are the drivers that map out the journey (by knowing the policies and laws), start the engine (hire the employees and see to it they are trained), and steer the company through or around whatever hazards lay ahead to the destination / goal.

Thesis…. [read more]

HRM Policies Cultural Context Essay

… In all post-structuralism where language is the central focus, language has been defined, "the possibilities of meaningful existence at the same time as it limits them. Through language, our sense of ourselves as distinct subjectivities constituted. Subjectivity is constituted through a myriad of what post-structuralists term discursive practices: practices of talk, text, writing, cognition, argumentation, and representation generally & #8230;. [we should consider] the ways in which discourses are implicated in relations of power

Language however, is not merely an innocent means of exchanging only ideas. But is used as a means to buttress the power relationships in a society (Jayawardena & Seneviratne, 2003 p. 9)

In Hong Kong, on the other hand, with its lack of a long tradition of democracy and in the…. [read more]

Human Resources International Term Paper

… Its strong hierarchical, family-dominated culture propelled the company to global prominence. But as the company looks to defend its leading position in many markets, it adjusted its HR policies to retain employees and attract high-potential local managers. The company recognized that it must now design global HR policies to give important subsidiaries more authority and flexibility to adapt to local habits and business methods (Berger, 2012).

The strong demand for the limited supply of talent in emerging markets, such as China, India, Brazil and the Middle East, ratchets up employee turnover rates into the double digits. Retention is a major issue because many workers don't hesitate to trade jobs for what European observers would view as nominal salary or benefit improvements. In some Indian IT…. [read more]

Human Resource Information Systems Essay

… Human Resource Information Systems: Wal-Mart

Identify HRM and business technologies that maximize organizational effectiveness, workforce productivity, and systems integration.

Wal-Mart is one of the powerful retail brands in the warehouse retail industry. The organization has an effective and efficient reputation because of the value for money, wide range of products, and convenience in relation to addressing the needs and preferences of the consumers. Wal-Mart has developed rapidly in the recent years thus the ability of the organization to experience global expansion. The growth and development of the organization have been enhanced by the application of information technology and HRM activities in relation to substantive support to the international and internal logistics systems (Maital & Seshadri, 2007). This is an indication that IT is essential in…. [read more]

Human Resources Management - Maintaining Term Paper

… For his efforts, sales increased by more than 9% and total shareholder return rose by 56%. To leverage this success, Martinez created a core group of senior executives known as the Phoenix team. The charter of this team was to duplicate the success by creating a plan to implement and sustain the changes across the entire organization. Using an employee questionnaire, the group determined that employee attitudes correspond to customer satisfaction. They perfected a model that indicates that a 5-point improvement in employee attitudes will drive a 1.3-point improvement in customer satisfaction. Moreover, the increase in customer satisfaction drives a 5% increase in revenue growth. The bottom line result was an additional $200 million in revenue resulting in an increase of nearly a quarter of…. [read more]

Human Resources Managing Organisational Culture Dissertation

… d).

Understanding of organisational culture and cultural types also helps the understanding of why managerial reforms may impact differently within and between organisations. An organisation with a predominantly internal process culture, for example, may be more resistant to reforms aimed at promoting innovation. It is expected that staff in high uncertainty avoidance cultures to be more concerned with rule-following and more reluctant to risk changing jobs - both factors of some importance for those reformers who want to deregulate bureaucracies and encourage more rapid job change in the public service'. Businesses in both the private and public sectors have come to understand that organisational change frequently requires changing the organisation's culture and learning (O'Donnell & Boyle, 2008).

Whatever the purpose and performance results of culture…. [read more]

Human Resource Management Techniques Term Paper

… ¶ … human resource management techniques through the use of an interview with a human resource manager. The writer explores employee satisfaction, union issues and polices through the interview. There were five sources used to complete this paper.

Effective human resource management can mean the difference between a successful company and a company that fails to thrive (Wheeler, 2005). Employees that are carefully chosen, well trained and content in their jobs and benefits, provide better product and services that employees who are disgruntled and unhappy in their position. With the importance of human resource management increasing in value nationwide it is vital for human resource managers to understand the many elements of employee retention and satisfaction that they are charged with (Ferris, Galang, 1993).

Today's…. [read more]

Leadership and Human Resource Management Research Proposal

… The sector, from the leadership and authority section, the government influences directly the decisions of the various sectors, hence the theory Y The government of the United States is democratic (Billsberry, Salaman & Storey, 2005). However, this does not reflect in the ground as the leadership exhibits aspects of being autocratic in managing the various sectors. The public sector does not have the liberty of working as a team, as managers and the leadership only issue directives to the workers and expect that employees comply without question. This is a significant challenge in the motivation of the workers to achieve. Additionally, in some situations, the leadership does not have actual feel of the reality on the ground, and; therefore, they issue directives and instructions that…. [read more]

HRM Recruitment Refers to Gaining Employees Essay



Recruitment refers to gaining employees for a business.

The HR Manager needs to match employees, their qualifications, and abilities to the requirements of the job at hand.

The company's needs should be taken into consideration when recruiting employees.

Compensation administration

Compensation occurs at various levels; the entry level of compensation is generally the lowest.

Bonuses should be paid according to the quality of work of employees.

Raises should be given on the same premise.

Labor-employee relations

Employees have access to certain workplace rights.

Employees should be made aware of both their rights and responsibilities when it comes to labor.

Performance evaluation

Employees must be managed according to their performance.

Excellence in performance must be rewarded, while underperformance must be curbed by means of…. [read more]

Human Resource Is a Function Term Paper

… The prevailing rates of the wages, the availability of local people qualified to fill the vacant positions, local laws, and the use of expatriates interact to influence the level of benefits and compensations. For example, when a company has few applicants for a given job, the remuneration of that position usually increases. For the company to reduce the expenses, the manager may consider hiring an expatriate (Mondy, Noe, & Gowan, 2005).

Multinational corporations develop policies that are applicable globally so that it can offer benefits and salaries representing a given market level. For instance, large and successful companies that emphasized on quality employees and products have global policies that pay the highest salaries everywhere they operate (Mathis & Jackson, 2003).

Task distribution

Task distribution is…. [read more]

Human Resources Strategic HRM Term Paper

… The HR function creates concrete value in organizations by focusing mainly on delivery of HR practices like staffing, development, and compensation and labor relations based on professional and frequently research-based principles. These practices are significant, and research shows that when they are done well they add concrete value to the organization. Professional practices alone do not methodically address the growing sophistication and significance of talent markets and decisions to today's competitive challenges. For all their contributions, good professional practices are not the same as having a rational and deep decision science for talent. Today, such a talent decision science is a source of competitive advantage, just as decision sciences for financial and customer markets were in the past (Boudreau & Ramstad, 2005).

Today, HR faces…. [read more]

Challenges of Human Resource Management Research Paper

… Human Resources

The Challenges of Human Resource Management

Almost every day, company owners, management, administrators, and experts are challenged by annoying employee associated issues. Human resource management challenges cost an organization time, capital, possessions, lost chances, and decreased output. The function of the Human Resource Manager is growing with the alteration in aggressive market atmosphere and the understanding that Human Resource Management must have a more tactical function in the achievement of a business. Companies that do not put their importance on drawing in and keeping workers may find themselves in ominous situations, as their competitors may be outthinking them in the tactical area of their human resources (Chan, 2009).

With the augment in competition, locally and worldwide, companies must become more flexible, pliant, nimble,…. [read more]

Mergers and Acquisitions: Human Resources Term Paper

… development

Clemente, Mark N. et al. (1998) Winning at Mergers and Acquisitions (1998) John Wiley and Sons.

.Frost, Mike (2001) The M & A Transition Guide HR Magazine Vol.46 No.10 ISSN: 10473149 2001 Oct 1 [Online] retrieved from Highbeam Research Engine Account

Galpin, Timothy (1997) Making Strategy Work Jossey-Bass 1997

HR's Role in M & As: Creating One Team from Two Companies Fidelity Investments Connection Magazine

Galpin, Timothy & Herndon, Mark (2000) The Complete Guide to Mergers and Acquisitions" 2000 Jossey-Bass

HR Plays Critical Role in Business (SHRM Conf. Highlights) Society for Human Resource Management Annual Conference and Exposition (2003) Aug 1 [Online] retrieved from Highbeam Research Account.

Miller, Lynn (2001) HR Involvement is Key to Merger Success HR Magazine 2001 July 1…. [read more]

Environmental Analysis: A HR Perspective Research Paper

… The second strategy is that of differentiation where the organization uses innovation to come up with a creative product which is essentially different from that of the competitors. The last strategy is that of niche or focus markets where the company chooses a particular niche market which it studies and analyzes in-depth in order to develop their product and marketing strategies for these organizations Porter, 1980.

The authors posit that regardless of the strategy chosen by the particular organization, there are some needed role behaviors which must be played by the employees in the organizations. Therefore, the HRM of the organization must be orientated towards promoting these role behaviors in order for the company or organization to succeed Schuler & Jackson, 1987()

Guest (2011)

accepts…. [read more]

HRM Leadership Research Paper

… Although most agencies recognize the necessity for an energetic workforce, not enough is generally known about how to influence this phenomenon. As a result, many strategies currently employed to motivate work effort actually have the effect of dampening personal energy (Wright, 2000).

Energy in the workforce begins with individuals. It is primarily a psychological force evoked from tensions occurring in individual workers, and between individuals and the organizational culture (Wolf, 2005). The developmental process of individual workers creates inner tensions. As workers address the tensions within themselves and with the organizational world, energy is evoked. Work groups are usually the setting in which individuals encounter situations, attempt to gain a degree of control over those situations, and work on their personal developmental issues. Through this…. [read more]

123. . .Last ›
NOTE:  We can write a brand new paper on your exact topic!  More info.