Hrm Central FocusEssay Preview: Hrm Central FocusReport this essay“During its 125 year history, the core concern of the people management function has varied from employee welfare, to industrial relations, to manpower planning and more recently organisational effectiveness.
What do you think should be the central focus for people managers and the HR function over the coming 10 years and why? How would this change the nature of HR activity in contemporary organisations?”
Human Resource Management is a strategic approach to managing employment relations which emphasizes that leveraging people’s capabilities is critical to achieving sustainable competitive advantage, this being achieved through a distinctive set of integrated employment policies, programmes and practices (Bratton & Gold,
Around the 1900’s an era emerged that became well known for its explicit emphasis on man-machine efficiency to increase productivity, In accordance with the scientific management philosophy the approach was to engineer the job and then fit the employee to it. (K M Rowland & G R Ferris,
Today there are many factors and trends that businesses face as in the past, and once again they will need to change to keep up with these challenges. Human Resources will help shape business strategy as much as executing it through strategic choices and plans. Also, there is a wide range of deliverables that Human Resources must provide to meet organization and stakeholder needs in the future. This defines how Human Resource roles and structures are changing (www.leadershipexpertise. co.uk). There are many challenges that have been recognised that organisations will face in the future and it’s the job of Human Resource Management to ensure that the organisations have the people with the right skills to meet these strategic challenges. Lea Soupata the head of HR (Human Resource) at the firm UPS has recognised these six challenges that businesses will face: Talent Management, Demographic shift, labour shortage due to an aging population, globalisation, use of technology, changing of manufacturing to a service economy and consumerism (L M Soupata, Page 15).
With the recent enlargement of the European Union in 2004 to 25 member states, which is expected to grow larger in further years, organisations have begun to expand into global organisations. As a function of reduced transportation and information costs and the removal of social and political barriers, the globalisation of business is proceeding at unprecedented and unexpected rates (Wayne Brockbank,
From this we can see that globalization is going to be a main function for many organisations over the coming years. As organisations see the need to adapt to the new cultures, new people and new laws they will be putting this extra pressure on the Human Resource Department. They are asking their employees for more commitment and greater intensity and as the labour market becomes increasingly global pressures are mounting for the adaption to local conditions (Wayne Brockbank, Page 64). With these new factors firms are seeing that Human Resource Management needs to become a business partner, gone are the days when Finance, Operations and Marketing we’re the main forces in an organisation, it is becomingly increasingly popular for the Human Resource function to be a main participant in organisation wide decisions.
In contrast, the Australian Government is beginning to show a willingness to take the risk that an organisational transformation can result in a cost-effective, cost-effective (and cost-effective) solution of Human Resources, Operations and Marketing to the needs of human resources employees.
Human Resource Management in Australia
Human Resource management is one of the most important skills to employ in and around the Australian workplace at an Australian level.
But our human resource colleagues can be more valuable than ever, particularly when it comes to training and training management skills. If companies want to manage a workforce, they need more human resources in the design of their workforce design.
While I agree with Mr. Brattie that there is demand for additional human resources and training, my point is that even the most basic human needs are not guaranteed. These include:
• a sense of responsibility due to the role played by work force and the people of the organisation;
• a sense of duty and self-determination due to the role of staff at the organisation and the work.
• the ability to carry out actions and provide advice using all the relevant technical knowledge that is available, whether from a field of work or on the basis of your position.
• competence from working with colleagues and having access to relevant support staff which are qualified and experienced.
• an ethical and a sense of responsibility to the company by way of the human resources service in its place and beyond the current management hierarchy.
In the Human Resource Department, the roles are very critical.
In order to be successful, the organisation must know what its main human resources role is. The HR Department need not simply tell an executive to come in for a review because they also do have to get in to establish the job requirements and they need to know that you have an overall responsibility and experience set out and are ready to assist and assist. The HR department has a very high tolerance for human resources employees who are unable to meet job requirements.
In my conversations with colleagues I have learned that their HR department have always had some responsibility to guide them through making sure their organisations are doing the right things for them. I have also learned that their leaders and staff often have to be confident that the HR department’s job and management skills are not in decline. It just may not have been as clear to them earlier in the transition about what they would do without them.
So, in short: human resources in this part of Australia is a critical issue and its time for a management effort that will be undertaken on a daily basis and that will involve:
– hiring, staffing, training and development staff and management to provide full and impartial human resources review and training
• an informed workforce and a sense that the job is worth doing at a workplace level
• the ability to take the time to prepare and run the human resources functions so that staff are prepared for the challenging work environment
• a sense of responsibility and self-determination to the department’s human resource departments by being responsible for it
• the knowledge and skills required for the human resources functions at scale
More
In contrast, the Australian Government is beginning to show a willingness to take the risk that an organisational transformation can result in a cost-effective, cost-effective (and cost-effective) solution of Human Resources, Operations and Marketing to the needs of human resources employees.
Human Resource Management in Australia
Human Resource management is one of the most important skills to employ in and around the Australian workplace at an Australian level.
But our human resource colleagues can be more valuable than ever, particularly when it comes to training and training management skills. If companies want to manage a workforce, they need more human resources in the design of their workforce design.
While I agree with Mr. Brattie that there is demand for additional human resources and training, my point is that even the most basic human needs are not guaranteed. These include:
• a sense of responsibility due to the role played by work force and the people of the organisation;
• a sense of duty and self-determination due to the role of staff at the organisation and the work.
• the ability to carry out actions and provide advice using all the relevant technical knowledge that is available, whether from a field of work or on the basis of your position.
• competence from working with colleagues and having access to relevant support staff which are qualified and experienced.
• an ethical and a sense of responsibility to the company by way of the human resources service in its place and beyond the current management hierarchy.
In the Human Resource Department, the roles are very critical.
In order to be successful, the organisation must know what its main human resources role is. The HR Department need not simply tell an executive to come in for a review because they also do have to get in to establish the job requirements and they need to know that you have an overall responsibility and experience set out and are ready to assist and assist. The HR department has a very high tolerance for human resources employees who are unable to meet job requirements.
In my conversations with colleagues I have learned that their HR department have always had some responsibility to guide them through making sure their organisations are doing the right things for them. I have also learned that their leaders and staff often have to be confident that the HR department’s job and management skills are not in decline. It just may not have been as clear to them earlier in the transition about what they would do without them.
So, in short: human resources in this part of Australia is a critical issue and its time for a management effort that will be undertaken on a daily basis and that will involve:
– hiring, staffing, training and development staff and management to provide full and impartial human resources review and training
• an informed workforce and a sense that the job is worth doing at a workplace level
• the ability to take the time to prepare and run the human resources functions so that staff are prepared for the challenging work environment
• a sense of responsibility and self-determination to the department’s human resource departments by being responsible for it
• the knowledge and skills required for the human resources functions at scale
More