The paper "Human Resource Management at a Bank" is a perfect example of a business assignment. A unitarist approach to management implies the organization's views, on management, are identified as an entity which unifies all factors of production under one aim, that is, success. The perception within the approach in an organization states that it should have a system which integrates and harmonizes individuals with the goal of creating a family-like structure within the workplace. One of the critical assumptions made in the approach includes the alignment of the purpose, interests, aims and objectives of the company on all staff members and the management.
The above assumptions call for the management and workers to work hand in hand in the process of establishing a mutual goal. The approach demands that an individual becomes loyal since Unitarianism contains a paternalism characteristic. From an employee’ s point of view, the approach will require the following descriptions; Flexibility in the working practice and individuals being multi-skilled, oriented towards business improvement, and always ready to take on new tasks with efficiency. In the case of a union being present, the role of the approach becomes for communication purposes between the staff groups and the company.
An emphasis, on the approach, directs towards good relations and favorable employment conditions. The method also allows the participation of employees in decision making which helps empower them in their duties through the emphasis on teamwork, creativity, innovation and discrete problem-solving methods. From an employer’ s point of view, the approach addresses the following; Staffing policies, which should be aimed at unifying different efforts, inspiring employees and their motivation. The process of communication should address the wider objectives clearly, and there should also be a reward system which has operations directed towards securing commitment and loyalty.
The needs of the organization, on the personal objectives, require proper discussion before the approach’ s integration. The changes necessary for the transformation of the former personnel management model to HRM include; The recruitment of employees and the enhancement of their skills became an important aspect of the management, and which influences the organization's profitability. The harnessing of competencies and their development did not only improve profits but also affected the loyalty and commitment of employee’ s positively.
HRM process shifted the focus from the company’ s profitability to individual development which in turn achieved the set goals and objectives with ease. The process of motivating the workforce moved from money-oriented in the form of wage increase and profit-sharing, to free holidays and a competitive working environment which fosters a community that is socially active in the workplace together. Other motivational channels included the fringe benefits, in the form of health insurance, company housing and subsidized meal prices, which continually play a significant role in personal development as well as the company’ s growth. The process of “ Training and Development” took a new dimension which shifted the focus from objective-oriented, regarding job specification only, to focusing on behavior change.
It helps in the changing of personal attitudes and development of necessary skills that have shown to play a significant role in the elaboration of a company on proper communication, ‘ laterally’ or ‘ horizontally. '