The paper "Aspects in Human Resource Management" is a great example of human resources assignment. One of the necessary changes to bring on the change for the transformation of personnel management to Human Resource Management is linking Human Resource Management issues to the overall organization strategy. In this case, this entails the integration of the organization's strategic plans in the organization’ s culture. Moreover, the organization’ s policies will therefore align with the decisions of the line managers and the organization management therefore ensuring internal consistency in the organization policies and various functions of the organization. The other change necessary for the transformation of personnel management to Human Resource Management is building a strong organizational culture.
This is a strategy of promoting various organizations’ goals. In this case, a strong organizational culture unites the organizations' employees through managerial values which are sanctioned which assume the organization’ s employees' interest and identification. However, for this particular necessary change caution should be observed since the organization should foster the need to adapt to change within the organization in order to ensure that the organization’ s culture change is smoothly implemented. The other necessary change for the transformation of personnel management to Human Resource Management is the top-down communication change system.
This particular change within the organization ensures effective control of the flow of information and also ensuring that power in the organization is kept within the organization's management’ s control. In addition, this particular necessary change ensures that knowledge within the organization is more productive through fostering trust and commitment within the organization’ s employees. On the other hand, this particular change also increases the employee’ s participation and policies hence fostering the ineffective aspects of Human Resource Management.
This particular change is evident in the Japanese enterprises which have embraced participatory schemes within its organization workforce as well as an embraced two-way communication system and information-sharing system which have fostered their organization management control and also fostered their workforce contribution. Question 2 Employees and employers have rights and responsibilities towards each other in the workplace. In this case, the employees and managers are granted minimal rights. Employers are legally required to protect their employees and organization managers. This particular rule is essential for the employees and managers at the workplace since it ensures that they are not unlawfully discriminated against, harassed or bullied hence ensuring their safety in the workplaces. The other rule of employees and managers at the workplace is the employment responsibilities.
These are the responsibilities that the employees including the organization managers and the employer have towards each other. This rule states that employers and employees should work in good faith towards each other. This rule also stipulates that the employees and employers including the organization managers should have the responsibility not to work against the confidence and trust with is in their employment relationship.
On the other hand, this rule also stresses that the employees and the employers should work reasonably towards each other. This particular rule is important since it fosters a good working relationship between the employees and the employers. On the other hand, this rule is also important since it ensures that the employees including the managers are not taken advantage of by the employers.