Human Resource Management
Question 1
There are various significant trends comprised within the labor market that have an impact on human resource practices such as changing demographics, more talent competition, as well as for analytics and data. Currently, there has been an evolution within the society necessitating human capital experts to consider how it impacts the business (Armstrong & Taylor, 2020). As the American population keeps on aging as well as living longer; thus, causing an increased older people within the workforce and people from different kinds of generations having to work together. Increasing diversity necessitates the awareness of employers regarding cultural differences right from working styles to communication. Additionally, an improvement in the global economy makes firms experience challenges in the hiring process as a result of increased competition within the market segment. Despite employees having more alternatives, they are considered to be the identity and brand of the organization,social responsibility, benefits, and work-life balance as they search for jobs. The firms will require focusing on such elements as a way of drawing high performing candidates. Furthermore, most of the business executives usually use critical metrics and insights provided by the data, as well as there has been a push to utilize it as an evidence-based practice tool within human capital management. Despite firms adopting more human resources management strategic view, the in-depth analysis of data can be essential in the process of measuring as well as illustrating the return on investment within the area, and it can also enable the organization to have an insight into performance, development, and design. A human resource team acts as a silent that ensures the maintenance of the culture; payments are accurately made, as well as ensure the goals of the organizations are aligned with the ones for employees. The company’s success is dependent on various factors. As a strategy for the company surviving within the competitive market within the long term, the motivational aspect of the employees has to be prioritized. This ensures they remain focused on achieving organizational goals. And thus, changing demographics, more talent competition, as well as for analytics and data, are significant trends within the labor market that have an impact on human resource practices. The company has to adopt such strategies to remain competitive within the competitive market segment.
Question 2
Diversity in the workplace means that people are offered jobs and not discriminated against on grounds such as diversity, gender, ethnicity, and disability awareness. There are several critical activities required for managing cultural diversity, including teamwork, communication, and awareness (Bratton & Gold, 2017). Teamwork is definitely of importance for any work.Employees who usually work independently have low chances of helping the organization to achieve its goals, and their progress will be low as they will not have the morale that can be compared to teamwork. Working as a team makes employees set their own goals and work towards achieving them as they will be motivated by others and measure their level of performance. Teamwork not only brings the employees together but also triggers creativity, leads to learning, creates employees happier, contributes to revenue generation, and cultivates strong working relationships. Additionally, most of the complicated technology and the complexity of information can be exchanged information faster. One needs to be an effective communicator to be an effective team member. Furthermore, Awareness is merely being able to be aware of something with intelligence enough to understand something that has been sensed. Awareness is an essential requirement for human survival. Since the time a person takes birth on this earth, there is one thing that never changes till the time he dies, that is his constant companion who is none other than but himself.A person lives with himself the whole lifetime. Since the time he recognizes that he can think and make decisions for himself, he starts building his world. The same applies to the organization in that awareness amongst employees and employers ease their decision making process.Diverse teams can perform better when compared to non-diverse as they can make enhanced decisions that necessitate urgency with more creativity as well as produce a better result. Diversity makes use of groupthink. Also, the cultural diversity eradicates aspects of gender as well as race as it demonstrates how they derail business performance. What companies want is the diversity of thinking and skills so that they can discover more opportunities as well as risks. Diversity, gender, ethnicity, and disability awareness are the essential components within the organization that can be used in boosting the cultural diversity of an organization.
Question 3
In starting a business, there are various human resource management aspects that I will have to entrust to specialists such as training and development, recruitment processes, legal compliance, and public relations. For the firms that are used to hire incompetent talents, which lead the business to incur low productivity and lose their competitive advantage, it is imperative to conduct an effective recruitment process(DeCenzo, Robbins &Verhulst, 2016). The best employees usually work hard and perform their work as per their levels of skills. The rapid technological and environmental advancement has made companies search for qualified personnel that have the ability to provide the firm with potential as well as future opportunities that can help the firm in remaining competitive within the market segment. It is significant to shift focus into hiring individuals based on competent talents, which can drive the firm into the next level. Additionally,training and development of employee initiatives are essential in equipping them with the necessary abilities, skills, and knowledge for executing their roles as professionals effectively, which in turn raises the performance of the company and provides them with an opportunity of furthering their skills and career development.Elsewhere, development is considered to be a long-term engagement process as it entails making sure the employees remain prepared to undertake future and current jobs, have learning opportunities, prepare them to be diverse, and make them ready to undertake tasks regardless of its challenging nature. Furthermore, for different economic activities, the law prescribes a particular code of conduct that may pertain to bringing the activity into existence, how to carry out that activity, making changes in it, or even winding it up. Different laws govern different activities. For example, if you want to start a business, the Partnership Act 1932 or The Companies Act 2013 may be applicable. Legal compliance is considered to be statutory compliance that abides by the notion stated by the law within the acts. So for instance, if the Act of a firm denotes annual returns that ought to be filed by a registered firm, then the legal compliance ought to be done the same.
However, I will do in-house in sectors such as keeping employees grounded and employee management. To maintain as well as organizational success, the firm must acknowledge and value the achievements and emotions of employees. The organizational management ought to prioritize the perspective of employees while at the same time, focus on the company’s external performance. Every employee has to have an opportunity of participating in the decision making process as they will feel their presence is being valued and appreciated helps in retaining the employee and boosting his/her confidence.The choice of leaving some of the roles to the human resource management is that they have the necessary skills of handling employees in processes such as recruitment processes, training and development, legal compliance, and public relations; however, as for the in-house in sectors such as keeping employees grounded and management.
Question 4
The human resource plays an essential role in breaking the glass ceilings for “local national,” tracing the organizational lifeline, building a global database of determining the talents, constructing mobility pyramid, identifying leadership capital, recruiting regularly and assessing the skills gap and bench strength(Brewster &Hegewisch, 2017). The vital step of building a global human resource initiative is to ensure the favoritism of the managers that are nationals of the nation in which the company operates does not exist. Some of the firms consider nationals to be potential expatriates as well as consider others to be “local nationals.” However, within the current global market including “us-versus-them” difference can make the firm have a clear disadvantage, as well as strong reasons, do exist of discarding them: Ethnocentric firms are xenophobic by putting confidence in headquarter national making more nationals to have juicy assignments as well as rise faster in their ranks. Additionally, basing on the business strategy of the company, identifying activities is significant in achieving success globally as well as specifying positions that hold performance responsibilities. Such positions are used to represent the lifeline of the firm. Building global database of determining the talents is considered to be an essential tool for the human resource policies ought to have global database due to multinational companies which currently have more scattered strategic posts in all part of the globe as well as ought to monitor career development of more managers. Even though various multinational firms were compiling human resource databases globally within the last couple of years, these seem to focus on top posts of the company; thus, neglecting middle managers within the nation markets and the potential talents rising. Moreover, evaluating the managers in regards to the willingness to move into new locations and their ability and experience. The human resource department looks at the black-or-white mobility terms: “movable” or “not movable.” However, in the current global markets, the concept has to be viewed as reassessed continuously and graduated scale due to changes within the circumstances regarding the liver of managers as well as opportunities of the company. This encourages managers to decide on overseas assignments as well as open their thinking lines in various distinct ways. Also, building the database for the managerial skills mix for the firm through persuading individuals into describing C.V information, management talents, as well as the standard personal-profile potential template. Furthermore, executives must have a comparison of characteristics and skills with ideal requirements defined for the preferred next post and current post of executives. This can be achieved through outside courses, mentoring, and in-house training.
References
Armstrong, M., & Taylor, S. (2020). Armstrong’s handbook of human resource management practice.Kogan Page Publishers.
Bratton, J., & Gold, J. (2017). Human resource management: theory and practice. Palgrave.
DeCenzo, D. A., Robbins, S. P., &Verhulst, S. L. (2016). Fundamentals of human resource management.John Wiley & Sons.
Brewster, C., &Hegewisch, A. (Eds.). (2017). Policy and practice in European human resource management: The Price Waterhouse Cranfield survey. Taylor & Francis.
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