Human Resources Essays

The concept of ‘psychological contract’ was developed in early organisational research, and although it has played a significant role in studying organisational behaviour, more recent studies have identified numerous problems in its consistency (Guest and Conway, 2002; also see McKenna and Beech, 2008).

Alan often feels that the extra administrative tasks are frustrating. However, an audit would give him the opportunity to express his grievances. To illustrate, the audit would enable Alan to bring his concern about the increasing absenteeism into Greg’s notice. It would allow better discussion on the occurrences of injuries in the workplace. 

Today, there is an increasing expectation that all individuals in an organization must learn to value diversity. Such attitude in people and in organizations has been proven to have positive benefits for organizations, especially in terms of the capability of the workforce to deliver the better output and a better attitude towards work and the company they are working for.

In addition, research administrators play a crucial role in the future of an organization, and thus, the proposed research will focus on different aspects of research administrators, mainly their emotional intelligence, leadership behavior, and the role that training plays in enhancing the abovementioned characteristics in a research administrator.

Numbers of HRM models suggest that the democratic leadership is the most effective and productive style which facilitates sharing decision making with colleagues, explains to the group reasons for decisions when necessary, and objectively communicates criticism and praise to subordinates. This leadership style motivates the employees and makes them a sense of importance; create a sense of worth in them and a feeling of their task recognition.

There must be no apprehensions within the related ranks as far as developing a team in the right direction is concerned. All said and done, a team would live up to its expectations if the resources that are needed for its eventual success are made available and if there are no hiccups in the following up of the relevant processes, activities, strategies, and tactics.

I would recommend a number of strategies to be implemented as a way of improving the overall performance of the organization. First and foremost, there would be a need to establish a strategic human resources management strategy that would outline the course of action that would guide the operations and conduct of all the employees.

Personnel management has been recognized as the solution as this alone can produce a turnaround improvement in the organization. Annual employee appraisal and a regular internal survey both serve to provide a picture of the talent of the employees and their relationship and loyalty to the organization. The attitude and behavior of the CEO needs to be changed.

It is important for any management to know about the remuneration and employee benefits being provided to the employee from top to bottom which may certainly help in the future decision-making process in the companies' and employees' interest.

In recent decades the topic of ‘employee voice’ within a business organization has come up for discussion in management literature.  At the same time, business analysts have explored the in-depth various possible distribution of powers within the workplace and the dynamics involved therein. Terms such as ‘involvement’ and ‘participation’ have been elaborated and explained as well. 

In the broad sense, both models operate the same way, as with any model used to improve customer service – they help the company to organize its systems and take a look at the small implements that make up the ‘big picture’ – therefore the customer sees the benefits of an organized company, which can better serve its customer base, whatever that might be.

Training and development play a vital role in enhancing the productivity of organizations. It can be mentioned that training professionals play a significant role in designing and delivering the training programs at the organizations. In the modern-day context, the trainer is supposed to play numerous roles as a trainer in order to ensure that the training program is successfully implemented and the goals are achieved successfully.

Sweatshops which gives very low wages to their workers are common. Production overhead cost is reduced to the lowest term and profit is therefore maximized. However, the lack of regulations not only results in unfair labor practice but often results in substandard production outputs which often hurts the brand name of the company.

You would now be introduced with each and every staff member of our organization, you all are quite familiar with the services that we offer, there is a list of policies that you have to follow while working with us (on the projector), you have already been given information about the compensation and benefits, but here they are (on a projector) for you again.

I think that Elizabeth is on the right argument. It is not true that career women can cause a rocky marriage. It all depends on both couples. It has to be a give and take proposition, and process of living together. A career woman is an educated individual who has all the understanding in the world for her husband and family. 

Leadership is a process that changes the economic equilibrium by disturbing a set of accepted processes through innovative practice. It is a dynamic progression that changes the rules of the game and often creates new events. It symbolizes change and a departure from tradition. It challenges and tests conventions and commences upon new variations.

All persons have been classified by Collins in a 5 level framework. At level one is the highly capable person but he can work best on an individual only and is not a team man. At level two is the team member who can contribute to teamwork. At level three is the person who is able to manage the team and has planning capability.  

According to Klein et al (2001), a healthy business image calls for kept promises. Today, it is mandatory that businesses are able to keep up with the times, in order to contain competition. This can be achieved by extensive growth, realignment, the changing of the organization structure to suit the goals and objectives of an organization. 

We cannot correlate the field of science and research with the “Hawthorne Experiments” as there is nothing in terms of production it is the patience and endurance that pays. Not all the scientists gain success in their field it demands not only intelligence but also the great presence of mind to put things at the right place and at the right time.

On every occasion, an employee is exposed to an upsetting incident he should be considered at risk for developing signs constant with sensitive stress response and shall be provided with support services by trained persons. Human Resources should have the required information to provide employee help. 

The adaptation of the Western HRM practices in developing countries like China is possible and can be explained based on the ‘social comparison’ of the social identity theory. People can simply compare and identify the difference between their own group of people against the group of successful teams – i.e. in a successful Western-based company. 

Thus SHRM involves looking into all aspects of HR rather than just traditional recruitment, payrolls, and abiding by laws and regulations. Every process has been made strategic to align with the company’s objectives. Even though recruitment can be done online, the process is more comprehensive than before.

Also there is better team work and coordination which enables faster executions. Those firms lag behind who do not have regular training sand development of their employees. Their employees are less skilled and cannot operate at full capacity as they are not satisfied with their job environment and their job definition. Thus in today’s world, if a firm wants to survive in the industry it has to continuously update the skills of their employees.

The mixed-methods type of research has been used in developing studies that focus on environmental issues. “Because of its logical and intuitive appeal, providing a bridge between the qualitative and quantitative paradigms, an increasing number of researchers are utilizing mixed methods research to undertake their studies”.

Following hearsay is a dangerous thing for a manager to do, so he or she must make sure that he or she knows the facts before making any personnel moves. If the administrator is able to do these things, he or she will run the company much more effectively and will also have the respect of his or her employees. 

When the existing employees of Pickfords fall short in their performance, mainly due to lack of skill and knowledge, they can be trained to get equipped. That is, as mentioned above, every organization including Pickfords will keep on upgrading its product and services, and for that employees have to be upgraded first. And if the employees show the intent to improve themselves, they should be provided an opportunity.

In the end, the themes of this final chapter of the dissertation capture the spirit of this endeavor, the belief that the competencies, aspirations, and inspirations of people are central to organizational success. In the reflections, we presented they saw the hopes and concerns of employees, the challenges which managers faced, and the true state of policies and systems. In their courage, they were prepared not only to face up to reality.

Quite often, ethical principles and guidelines may ask a manager to go against what s/he feels and place them in situations where they have to act as whistleblowers or informants against their own company. However, if ethical principles are followed to the letter in the first place, then it does not seem likely that any issue could come to such a boiling point where a company member has to seek outside help in order to make the company come back.

Today sophisticated software is available which can effectively reduce costs even with in-house operations. The responsibility of HRM should be with a mix of internal and external agents. The number of failures in HR outsourcing does not give the impression of a way forward. Perhaps only the mundane activities could at best be outsourced in the future with areas like training, motivation, recruitment, and selection being kept in-house.

As a company and an industry leader, Dell is well placed to regain its positions as the number one company in the computer industry but the strategies implemented by Dell may need a significant gestation period before it can uproot other companies from their spots on the ladder. I feel that in time, Dell will certainly regain its lost crown and it certainly has the ability to turn the computer world upside down.

Therefore, there are tremendous cost savings to the Company and savings in time to the top-level management and HR personnel of companies, which works in favor of online employment. Moreover, with the spread of technology, the emerging pool of employees is increasingly techno-savvy and less willing to be loyal to one Company, thereby making the investments in the long-drawn-out process of traditional recruitment an uneconomical proposition.

It is not possible to develop an individual in isolation or ignore the emotional trauma that the employee undergoes. With EI, organizations have found it is easier to control and manage workforce which enhances productivity, performance, improves interpersonal relationships. Control need not be through force but comes through the right direction and guidance, empathy, and understanding of their problems. 

BBC produced a spreadsheet giving details of the engagements of 49 freelance cameramen and women in the period March to December 2002. From the list, it tried to show a wide variety of levels of employment between individuals, with many of them working for the BBC for only a small percentage of their time.

Our leader, later on, realized something. He called for a meeting. We met him. He individually thanked all of us for such a good performance and asked each of us about the problem we felt organizing the seminar. Everyone told the same thing together. He apologized and said that this is the thing he learnt from us not to lose hope or temper.

Globalization has changed the business operations of any country and any company. The slogan think global and act local has been successfully accepted by various multinational organizations. Each country has its own characteristics. These characteristics are related to the culture, demographics, sociological pattern, economy, and various other factors.

The confidentiality factor might take time to overcome.  Employees directly benefit from EAPs while the method is more indirect for the employer, but it remains the employers that are driving the recent growth of EAPs. EAPs are much the same as any tool; it must be implemented correctly to work properly.  

Basically, the learning theory presented by Jean Piaget serves as a framework that provides the school teachers with the child’s expected learning ability and outcome based on the child’s age. Even though these theorists have their own different way of analyzing the possible aspects that could significantly affect a child’s cognitive development, most of them refer to only one idea.

Under the power that drives globalization and modern business competition, the roles of human resource planning (HRP), has become more apparent and significant. Human resource planning is closely and directly associated with the success and development of any organization. When an organization strives to become dominant in a defined industry, it pays more attention to the functioning of the HRP and applies it systematically and scientifically.

Adult learning involves teaching adults. In this regard, it is apparent that adults in the education context can be argued to possess different features from those of children. The same applies to adult learning educators; they must possess distinct features different from those of child educators.

As was seen in this case, making the shift to performance-based training is difficult, particularly in the public sector. Extra attention has to be devoted to the culture change process. One advantage of this methodology is that it gives every employee a chance for meaningful input, while at the same time preserves the outcomes-oriented strategic focus necessary to prepare organizations for future effectiveness.

However, Noon and Ogbonna (2001, 135) highlighted that in a specific workplace ‘equal opportunities are often confused with the diversity management; the reason for this is that the latter has the responsibility and the power of decisions regarding the recognition and the application of the former but when examining thoroughly, the two terms can present points of differentiation’.

The case study used is that of the causal model that could link HRM with organizational performance in Indian software companies and examined the intervening processes that would determine how HRM practices actually help in increasing or decreasing performance levels of the employees or the company as a whole.

Welch (2005, Pg. 16) says that “Every decision or initiative was linked to the mission. We publicly rewarded people who drove the mission and let go of people who couldn’t deal with it for whatever reason.” Of course, every agency might have their own rules as to what constitutes good performance but the nature of the appraisal should have these elements at the minimum.

Change has always been inevitable. It is an element in life that every organization has to accept. Organizations have to view change as a potential opportunity for growth and advancement. Being open to changes allows the business organization to compete and adapt to the new demands that the business is facing. 

In this article, the author examines how managers can behave differently in similar organizations and within similar roles, by using role theory. This article identifies the organizational context as an important factor in determining manager behavior and its resultant effect as transformational or transactional leadership.

Effective leaders are able to provide regular, detailed, and prompt communication with team members and articulate role responsibilities among team members, which contributes to improvement in performance and enhances organizational effectiveness (Kayworth and Liedner, 2002; Muir, 2004).

The central objective of GuideStar is to collect information on CSOs, create a comprehensive report, and provide donors and supporters unrestrained access to this information.  GuideStar does not judge the merit or value of the CSO based on principles or measurements established by GuideStar, nor does it create reports that include information that has not been self-reported by the organization.

The selection process includes many measured steps that begin before the application is filled out. Initial screenings that include reference, credit, and background investigations only begin the lengthy, complex selection process. The manager or human resource

The nation benefits as a whole. To confirm this view, research is proposed to be conducted through a literature review as a lot of literature is available but it is fragmented. Chronological arrangement and interpretation of such literature would bring out the true picture and it is expected that the goals would match the objectives of the study. 

Being treated well by a company leads most employees to treat the company well as there exists a mutual understanding, which leads to a long-lasting relationship. Such initiatives aid employees to take their responsibilities seriously, to respect company policies and properties, and above all to be productive.