Compilation of Assignments and Quizzes - Assignment Example

Assignment and Quizzes Name Institution Date Assignments 1. Nature of global human resources management Globalization is a concept that is increasingly becoming common among most of the companies. As the companies are going global, the human resource management is also affected. Global human resource management is aimed at ensuring that the organizations are able to deal with the global human resource management challenges (Gavino, 2012). The global human resource management practices are useful in terms of addressing the issues of diversity in the workforce which is common in the global scene. This plays an essential role in ensuring that the company is operates successfully in the global market. The global human resource management is also aimed at dealing with the legal restrictions that are in place at the global scene. This is because of the different laws that are in place in different countries and have effects on the human resource management practices. The global human resource management is complex and it has to deal with the global issues which are also intricate. The concept requires highly trained human resource management professional who are experienced in the global issues and have knowledge of best international practices. On the other hand, the global human resource management concepts deal with the professional development of the employees for the purposes of ensuring that they are able to meet the challenges in the global scene. The recruitment and selection is also focused on the global scene since candidates from the global job market may be required to fill different positions within the organization. It is also important to note that the global HRM has higher budgetary requirements as compared to the local human resource management. 2. Organizational ethics and human resource management Organizational ethics in human resource management plays an essential role in ensuring that the organization is able to achieve its goals and objectives while at the same time create a good relationship with the stakeholders. The organizational ethics is important in determining the reputation of the organization. Ethics within an organization plays an essential role in ensuring that the organization is able to satisfy the clients, employees and any other stakeholders. High levels of integrity are usually attained when the organizational ethics is in place (Guest, 2011). This is considering that the human resource management is responsible for the operations of the employees and setting the organizational ethics. The human resource management department is also responsible for ensuring that the employees conduct themselves in an ethical manner. This means that the human resource management department is has to ensure that the reputation of the company is good at all times. Organizational ethic plays an important roe in the human resource management in preventing the legal issues. The failure of the organization to abide to ethics may lead to legal problems. When the human resource management department caries out recruitment and selection in an unfair way, or it ignores the fair hiring practices, it may face legal problems. Using unethical means to reprimand the employees or to promote them may also result to law suites and hence impacting negatively on the reputation of the company. The trust of the employees on the company may also be lost incase of unethical practices. The employee’s satisfaction rate may also be impacted negatively by unethical practice in terms of human resource management. 3. National and international recruitments The national recruitment is a human resource practice that involves the recruitment of employees at the local level. The candidates are usually sought from the local market. The advertisements usually target the people in the specific country. The local media in the country can be used to advertise for the position. The country websites may also be used for the purposes of advertising for the vacant positions. It is important to note that the local recruitments are les costly and the process may take a shorted time to be completed (Gavino, 2012). The human resource management department in the specific country is usually responsible for carrying out the recruitment process. The local recruitment is usually carried out with the local factors being considered. This may include the qualifications in the local market and the type of job market in the locality. The international recruitment is a human resource management practice that involves the recruitment of employees in the global market. This involves attracting the employees from the global job market. The process of carrying out the international recruitment may be complicated as the candidates are from the global scene. The internet is the most common source of advertisement the international recruitment. The process of recruitment may involve the use of recruitment agencies or outsourcing of the recruitment process. The concepts of diversity are usually considered during the international recruitment since the candidates in the global market are diverse. Depending on the nature of the position, the international recruitment may take a long period of time and more resources. High levels of professionalism have to be maintained during the process of carrying out the international recruitment in order to recruit the most qualified employee. 4. Human resources management competencies and careers The human resource management career has undergone a lot of changes due to the changes in competencies. It is also important to note that human resource management is increasingly becoming complex due to the increased demands for the professionals. Broader competencies are required for the purposes of ensuring that the professional can play an important role in ensuring that the organization is successful. The people who choose the human resource management as a career must have core competencies, level specific competencies and role specific competencies. The knowledge of business and organization is one of the key competencies that are required of the human resource management professionals. This involves an understanding of the financial, technological and the facets of the organization. The understanding of a broader business and strategic realities plays an essential role in ensuring that the professionals are able to contribute strategically to the success of the organization. The ability to influence others and mange change is also a key competency that is required of the human resource managers. Influencing the others requires effective leadership and communication. This is important because the human resource management practices are usually undergoing changes from time to time and hence the need for the professionals who can influence others and manage the changes. Specific human resource management knowledge and expertise is also required for those who intend to build a career in the human resource management. The knowledge on tax laws, finance, statistics and computer is required. Extensive knowledge on equal employment opportunities and wages and salaries regulations is also important (Guest, 2011). In order for the human resource professional to enhance their careers, they are also required to join the professional human resource management bodies and organizations. Quizzes 1. Strategic human resources management Strategic human resource management is the proactive management of people within an organization. The strategic human resource management involves thinking ahead and planning for the purposes of ensuring that the needs of the employees are met. The employees are also required to meet the needs of the organization through proper planning. Strategic human resource management affects how the operations are carried out within an organization. The needs and wants of the employees are usually considered during the planning process for the purposes of ensuring that they are able to meet the goals of the organization. The concept of strategic management usually begins at the organization during the process of recruitment and selection. The efficiency of the organization is usually enhanced through the concepts of strategic human resource management. Aligning the human capital of the organization to the business objectives and financial goals is also involved in the strategic human resource management. The organizational strategies are also linked to the long term goals and objectives of the organization. The survival of the organization is dependant on the strategic human resource management. On the other hand, it is also important to note that the aspect of business that affects the employees is usually dealt with by the strategic human resource management concepts. The concepts of strategic human resource management are widely adopted in large organizations as it enables the companies to plan ahead. The development of the skills of the employees is also important in terms of the strategic human resource management. This plays an essential role in equipping the employees the knowledge and skills that are required to meet the organizational needs. 2. Employee health and safety Employee safety and health involves the provision of working conditions for the employees that is safe from known dangers that may impact negatively on their health. Health and safety is important in fostering a safe and healthy working environment and hence the ensuring that the employees are able to carry out their duties effectively. The concepts of health and safety are covered in the laws under the occupational health and safety (Guest, 2011). This defines the practices that should be put in place in order to guarantee the safety and health of the employees in different professionals. This is considering that different professionals have different health and safety requirements. The health and safety of the employees is a requirement by the law and employers who do not provide safe working environment are liable for prosecution. The concepts of health and safety are usually regulated by the laws in different jurisdictions. It is thus important for the employers to ensure that they abide by the concepts of health and safety. On the other hand, it is important to note that heath and safety plays an important role in ensuring that the injuries and illnesses are reduced at the work place. The primary prevention of hazards is one of the main focuses of heath and safety in the organizations. The health and safety within an organization should ensure that the highest degree of physical and mental health of the employees is maintained. The employers who fail to guarantee the health and safety of the employees can be held liable. The employees who suffer as a result of the health and safety problems due to negligence of the employer have a right of compensation. 3. Performance and assessment in human resources management Assessment is a formal; process that is usually carried out by the supervisors or human resource management department for the purposes of determining the past performance of the employees. The results of the performance assessment are usually used for the purposes of planning for the future performance of the employees. The information obtained from the assessment is usually used for the purposes of determining the job performance of the employees. It is also used for the purposes of letting the employees understand what is required of them. The results of the assessment are also useful to the supervisors in terms of providing information on how to assist the employees to attain the required goals and objectives. On the other hand, it is also important to note that the staffing needs and planning process can be carried out through the use of the results from the assessment. The assessment should be carried out in an ethical manner for the purposes of determining the actual performance of the employees. The performance assessment should not be carried out in a surprise manner but the employees should be informed of the date that the assessment will be carried out. Mutual respect and understanding is also required during the process of carrying out the assessment. A good assessment is usually fair, objective, job based and aimed at improving the performance of the employees. The assessment is usually used as a tool for the purposes of ensuring that a continuous improvement of the performance of the employees is achieved. The result of the assessment is thus useful to both the employees and the organization. 4. Global ethics important and fun Global ethics is an important concept that is aimed at ensuring that the organization is able to maintain high levels of integrity in the global scene. Global ethics is important in terms of building the international image of the organization. The global reputation of the company is dependant on the levels of ethics within the organization. Global companies that have high levels of ethics have an advantage over the other companies that do not have, for instance in terms of ensuring that the employees are retained in the company (Wright, 2011). Global ethics also play an important role in ensuring that the company is able to attract suppliers and stakeholders. Most of the suppliers are usually willing to work with organizations that have high levels of ethics. Global ethics also plays an important role in ensuring that the customers are not exploited when consuming the products of the company. Global ethics requires the companies to hold high standards of morality and hence ensuring g that the companies do not exploit the customers. This is also important in ensuring that the organizations are able to offer high quality products and services to the customers. The global ethics is also important in preventing the companies from incurring losses due to lawsuits from the unsatisfied customers and employees. Employee loyalty is also won when the ethical concepts are enhanced within an organization. The level of confidence on the company is also enhanced through the presence of global ethics. It is also important to note that the global ethics plays an essential role in ensuring that the organization complies with the international laws. 5. Nature of global human resources management The global human resource management is complicated in nature and it is mainly concerned with the management of a large number of employees. A lot of competency is required by the human resource management professions for the purposes of managing the global human resource management. The global human resource management also involves the management of a diverse group of employees as the employees are from diverse groups and culture. The global human resource management is concerned with both the local and international laws that are related to human resource management. It is important to note that the global human resource management is important when managing the multinational organizations which operate in different countries. The use of global human resource management concepts requires the human resource managers to understand the nature of employment in different countries (Guest, 2011). The global human resource management has a lot of challenges that has to be met for the purposes of ensuring that the organization is able to achieve its goals and objectives. On the other hand, it is important to note that the global human resource management nature is increasingly facing more challenges and hence leading to more complications. This is because if the changing nature in the international human resource management practices. Flexibility is thus required when dealing with the concepts of global human resource management. A lot of resources are also required for the purposes of managing the global human resource management. The human resource manager at the global level is therefore required to understand the concepts of financial management in order to ensure that the finances are well utilized. 6. Planning and selection in human resources management Planning is an important area of human resource management. This involves both the long terms and the short term goals that the human resource management is supposed to achieve. The human resource planning is important in linking the organizational strategies to the human resource functions. Human resource planning is also important for the purposes of making management decisions with regards to the future of the company. The human resources planning are also useful to an organization in terms of developing the mission and vision of the organization. This is considering that the mission and vision of the organization is useful in ensuring that the organization is able meet its future goals and objectives. It is also important to note that human resource planning is useful in ensuring that the human resource department is able to allocate adequate resources for achieving the organizational goals. Selection is also an important process in the human resource management and it involves the screening of the applicants for the purposes of ensuring that the most qualified candidate is hired. The process of selection has several stages which have to be performed ion order to ensure that the most qualified candidate is hired. Various methods are usually used for the purposes of selection. The use of interviews and checklist is one of the important methods of carrying out the selection. The candidates may also be required to perform various tasks during the selection process which includes presenting written tests or work sample (Gavino, 2012). A selection panel is usually put in place for the purposes of conducting the selection process. Part A Role of human resource in successful business The human resource plays an essential role in a successful business. The human resource is responsible for carrying out the recruitment process within the organization. The process of recruitment involves attracting, hiring and retaining the skilled workforce. Recruitment forms the most basic role of the human resource management (Guest, 2011). This is considering that the employees are responsible for the success of the organization. The HR is therefore required to ensure that highly qualified personnel are brought on board in order to ensure that the goals and objectives of the organization are achieved. The profile of the company is dependant on the presence of a solid team that has to be recruited by the human resource management department. Developing the job description is also important in ensuring g that the employees are able to understand their role. During the recruitment process, the HR is supposed to prepare a job description. It is also important to note that the human resource department is responsible for the recruitment of the management personnel who are supposed to lead the business to success. In a successful business, the HR therefore plays an important role in ensuring that the most qualified personnel are brought on board. Training of the employees is also an important role that is usually carried out by the human resource in a successful business. On the job training is usually important for the organization after hiring new employees. This is for the purposes of ensuring that the employees are familiar with the operations and standards of the organization (Wright, 2011). It is also important to note that each organization usually perform its operations in a different was and hence the need for training the new employees who are from the other organizations. The human resource in a successful business is also responsible for identifying the training need of the employees and implementing the training process. In the current business environment, new concepts usually emerge from time to time and hence making it important for the employees to undergo training in order to enhance the operations of the company. The training of the employees also play an important role in ensuring that the employees are equipped with new skills and hence improving on the performance of the organization. The HR therefore plays an important role in ensuring that the employees have adequate and knowledge and skills that enables them to perform their duties effectively. This is through training them and hence equipping them with more knowledge. The HR in a successful organization is also responsible for the professional development of the employees. This is usually achieved through providing the growth and education opportunities to the employees at an individual level. The professional development of the employees is also achieved through sponsoring of the employees to attend conferences and trade shows. The professions development of the employees plays an important role in ensuring that the employees achieve their professional goals and objectives while at the same time improve the performance of the company through the knowledge gained. The allocation of resources is also an important role of the HR in successful organizations. The allocation of the resources within the organization is useful in ensuring that the goals and objectives of the organization can be achieved. It is also important to note that the operations of the organization can only be successful with the availability of resources. The allocation of resources is also important in enabling the organization plan for its operations and hence enabling it to achieve its goals and objectives. In successful organizations, wastage of funds is usually avoided through the proper allocation of funds for different activities. The success of the organization in terms of resource allocation is thus dependant on the HR. The HR in successful companies is also responsible for the provision of benefits and compensation to the employees in the organization. The benefits that are usually provided by the human resource include flexible working hours, leave, vacations and rewards for the purposes of motivating the employees. The provision of benefits and compensation to the employees plays an important role in ensuring that the needs of the employees are addressed. The provision of benefits and compensation to the employees is important in ensuring that they feel that they are part of the company. This also contributes to the success of the company as it is a motivating factor for the employees. The labor and tax laws are usually important for al the organizations and they must comply with the provisions of the particular laws (Gavino, 2012). The HR in successful organizations is required to implement the employment and tax laws. This is for the purpose of preventing lawsuits that may emerge as a result of non-compliance. It is the responsibility of the HR to develop internal policies that are in compliance with the legal requirements. The compliance with the legal requirements is important in ensuring that fairness is achieved within the organization and hence reducing inequality and discrimination. The human resource in successful organizations also plays an essential role in ensuring that the performance of the employees is improved. The human resource has the role of ensuring that the performance review is carried out for the purposes of determining the performance of the employees. The performance appraisal is also an important aspect that measures the performance of the employees and it is usually carried out by the human resource department. The performance appraisal ensures that the employees who perform well are rewarded while those who do not perform well are informed of their poor performance. The results of the performance appraisal can be used for the purposes of carrying out promotions or demotions. The human resource in the successful companies is thus responsible for identifying the best performers and developing the training needs for the employees who do not perform well. In the successful organizations, the human resource is also responsible for acting as a link between the management and the employees. This is through the provision of an effective communication channel. A proper communication mechanism is important in ensuring that the employees have all the information regarding the operations of the organization. The availability of information plays an important role in reducing the employee resistance in times of change. It is for this reason that the level of employee resistance in successful organizations is usually minimal. Part B Current and future challenges of global human resources management The business landscape is rapidly transforming and hence leading to challenges in the human resource management. At the global scene, change management is one of the main challenges that face the human resource management. More changes are currently taking place at the global scene which affects the human resource management operations. On the other hand, it is also important to note that the changes require the human resource management personnel to acquire new competency skills. This means that the human resource management personnel have to undergo professional development from time to time which may be costly. The global human resource management is usually affected by the challenge due to the global changes that are taking place at a fast rate (Wright, 2011). The demand of the human resource professional at the global scene is also changing at a fast rate and hence presenting a challenge to the global human resource management. At the global scene, the human resource management professional are required to provide leadership structures which is required for the purposes of running the organizations at the global scenes. This requires the human resource management to develop an appropriate organizational culture in order to address the leadership issue. This is a challenge to the Hr in the global scene due to the high demands that is required of the leaders. Equipping the managers at the global scene is quite challenging for the HR. This is also considering that a lot of flexibility is required on the part of the leaders in order to ensure that the required goals and objectives are met. Measuring the HR effectiveness at the global scene is also a major challenge for HR. The challenge is due to the changing roles of the HR at the global scene. The perception of the HR role as administrative is changing due to the changes at the global scene. The HR is currently being viewed as a strategic partner in the organization. The effectiveness of the organization is also being determined by its HR. This means that the overall performance of the organization is used for the purposes of determining the HR effectiveness. The return on investment is also an issue that is involved in the measurement of the effectiveness of the HR. The measurement of the effectiveness of the HR is a challenge that is currently facing organizations and it is set to present future challenges to Human resource management. The organizational effectiveness is also an aspect that is used for the purposes of determining the effectiveness of the HR at the global level. This presents a lot of challenges to the HR as some of the factors that leads to poor performance is not related to HR (Guest, 2011). Managing the organization at the global scene is also complicated due to the requirements. This makes it complicated for the HR and hence presenting a challenge. Measuring the performance of HR in terms of organizational effectiveness is a challenge that is face the HR currently and it is also set to present future challenges to global human resource management. The roles of the HR professional have thus been expanded due to measuring of HR performance in terms of organizational effectiveness. Employee retention is also a challenge that faces HR in the global scene. Retaining the employees at the global scene is becoming a challenge due to the competition for top talent. Competition exists between the global companies in terms of recruiting the top performers. This has made it difficult for most of the companies to retain the top performance. This challenge is currently being faced by moist of the multinationals and it is set to continue in future. The difficulty in retaining the employees and managers within the global company has also impacted negatively on succession planning. Succession planning at the global scene is the role of HR. However, due to the difficulties in retaining the employees and managers, it is difficult to initiate succession planning programs. Most of the managers who have been considered on the succession planning program usually end up leaving the organization and hence impacting negatively on the program (Wright, 2011). Currently, most organizations are facing challenges in terms of providing employee benefits and compensations. The benefits costs are on the increase and hence affecting the financial position of the organization. The HR is being faced with the challenge as it is responsible for offering employee benefits and compensation. The challenge is also set to increase in future due to the increasing rates of employee benefits and compensation. The staffing issues as well as benefits and compensations are challenges that are facing global human resource management and will continue into the future. These challenges affect the operations of the organization as a whole. References Gavino, M. C. (2012). Discretionary and transactional human resource practices and employee outcomes: The role of perceived organizational support. Human Resource Management, 51(5), 665-686. uest, D. E. (2011). Human resource management and performance: still searching for some answers. Human Resource Management Journal, 21(1), 3-13. Wright, P. M., (2011). Exploring human capital: putting ‘human’back into strategic human resource management. Human Resource Management Journal, 21(2), 93-104. Read More