Analysing the Problems faced by Human Resource Management

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Human resource management can be defined as a branch of an organization that deals with offering job offers, searching for new talents, recruiting new employees while managing the existing employees. Human resource deals with problems that are encountered by employees in an organization. It is responsible for the training, development of employees and administration of the organization. This thus makes Human resource an integral part of an organization without which an organization could not survive. The role of human resource is dynamically changing with emerging trends in the job market. The job market now is characterized by very steep competition from competitors. Therefore so that an organization can emerge victorious from all this competition its human resource must evolve and change. This paper analyses the problems faced by human resource managers.

Employee Diversity

The organization should employ employees from different cultural, social, economic and spiritual backgrounds. The organization must be able to account for all the employees equally without favor. So that the company can achieve all its goals all employees must work as a unit so as to propel to company into the future. It is the challenge of the organization to bring together all employees from their diverse backgrounds. The organization should ensure that all employees work together so as to achieve the same goal. The organization must also ensure that all employees are treated equally at the company and that their beliefs are protected. This may prove to be a challenge since the company has a wide diversity of employees. The organization must be able to manage the diverse talent so that the company can achieve its goals since it is important for the company to have diversity for maximum productivity. It is also important for organization to address diversity issues since it may affect an employee�s productivity and work output. This can be illustrated for example; if an employee is treated well at their place of they perform better and have greater work output So as to be able to address the problem of employee diversity the organization must understand that it is important for all employees despite their difference to work together. The organization must understand the need of having an employee and the employee�s contribution to the company. The organization must cater for all employee differences when they are planning and organizing the company�s resources.

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The best way to tackle this problem is by having a diversity awareness campaign at the company. By having a diversity awareness campaign the organization will be able to get feedback from employees on how to improve the approach to employee diversity. Consultants and experts could also be hired so as to encourage employees to voice their concern on how diversity could be addressed. The experts could also encourage the company�s employees to look beyond their cultural background. The awareness campaign will encourage the employees to work together to achieve a common goal.

The organization must also be able to organize the diverse talent of the company strategically. The organization must understand how important each talent is to the company. The organization must understand that it is important employ employees from diverse backgrounds if they are talented. The organization must know that a diverse workforce is important so as to enable the organization to achieve its goals. It also ensures that the company reaches its full potential.

The organization should lead in the championing of a diverse workforce. The organization could do this by making it clear that they embrace diversity. The organization must respect and protect the different beliefs and cultures in the company. The organization must show a high level of commitment to resolve this problem so as to encourage other employees to do the same. The organization should set a good example. The organization must constantly get feedback on what the employees think should be done to promote diversity at the work place.

Solution to Employee Diversity

So as to be able to address the problem of employee diversity HRM need to have a perfect understanding of the companies goals. The HRM must also understand that it is important for all employees despite their difference to work together. The HRM must understand the need of having an employee and the employee�s contribution to the company. The HRM must cater for all employee differences when they are planning and organizing the company�s resources.

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The best way to tackle this problem is by having a diversity awareness campaign at the company. By having a diversity awareness campaign the HRM will be able to get feedback from employees on how to improve the approach to employee diversity. Consultants and experts could also be hired so as to encourage employees to voice their concern on how diversity could be addressed. The experts could also encourage the company�s employees to look beyond their cultural background. The awareness campaign will encourage the employees to work together to achieve a common goal.

The HRM must also be able to organize the diverse talent of the company strategically. The HRM must understand how important each talent is to the company. The HRM must understand that it is important employ employees from diverse backgrounds if they are talented. The HRM must know that a diverse workforce is important since it enables the company to achieve its goals. It also ensures that the company reaches its full potential.

The HRM should lead in the championing of a diverse workforce. The HRM could do this by making it clear that they embrace diversity. The HRM must respect and protect the different beliefs and cultures in the company. The HRM must show a high level of commitment to resolve this problem so as to encourage other employees to do the same. The HRM should set a good example. The HRM must constantly get feedback on what the employees think should be done to promote diversity at the work place.

Sexism

According to the site my Hostile Sexism Score is 3.36 and my Benevolent Sexism Score is 3.55.

What do my scores mean?

According to the website the Ambivalent Sexism Inventory measures is separate into two categories. Both this categories are related. They include:

� Hostile sexism, according to the site this involves having negative feelings towards women.

� Benevolent sexism, according to the site is an overprotective crop of men who offer protection and love to females who stick to their traditional roles. Women are protected as long as they keep to their position in society. This position includes an obedient wife and a hardworking girlfriend.

What the scores mean

According to the site scores on all forms of feminism on the test vary from 0 to 5. It can be shown from the study that people who score highly in hostile sexism are very likely to have negative ideologies and stereotypes about females in positions of power and who have carrers. They show a form of tolerance towards sexual harassment, domestic violence and marriage abuse.

On the other hand those that have high scores in benevolent sexism are very loving and caring of women. They will remain loving and caring as long as women stick to their traditional role and position in society.

How my scores compare to other respondents

In comparison to people from my country the scores show that most people in my country are more benevolent sexists. They scored higher in benevolent sexism than in hostile sexism. This comparison is the same with Netherlands, a European country. This means that most men in my country do not hold negative stereotype to women. In China and Nigeria however the scores are different. It can be seen that most of the participants score higher in hostile sexism than in benevolent sexism. This means that most of the respondents in these countries are more likely to hold negative stereotypes towards women. According to the website it can be seen that respondents from this countries are more supportive of sexual harassment of women.

According to the site it can be shown that in most of all the countries that have been studied most men score higher in hostile sexism. Fewer men score higher in benovelent sexism. It is found that most women score higher in benevolent sexism in most of the countries studied. Most women accept benevolent sexism and the protection that is guaranteed.

Due to the study I was able to understand the difference between the two types of sexism. I was able to get my score and I was able to understand the difference differences in the average male and female attitudes and perceptions among the countries I selected. My score also enabled me to be able to understand my own attitudes toward the roles of men and women. The inventory may be improved by increasing the number of questions and also the number of countries to compare with.

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This is related to human resource management policies and practices since as discussed earlier human resource management can be defined as a branch of an organization that deals with offering job offers, searching for new talents, recruiting new employees while managing the existing employees. Human resource deals with problems that are encountered by employees in an organization. It is responsible for the training, development of employees and administration of the organization. It is important for a human resource manager to be able to understand and address feminism.

Compensation Plan

It is very important for employers like Wal-Mart to have a good compensation plan so as to avoid the type of pressure it was under in 2006. A good compensation plan will increase employee productivity, encourage employee retention, maintain morale, limit employee turnover and keep us the company very productive. The advent of time has changed the overall structure of organizations. Employees in the initial stages were treated as servants and slaves but in the current era employees are considered as the long term assets of an organization. If an organizations man power is diligent and empowered in a proper way than it can be said that such an organization can experience the pathway of glory. In the similar manner it can be said that with the passage of time there are different changes incurred in the overall management of employees.

A new terminology was coined which is known as human resource management and through this terminology employees are treated in a better way in their respective organizations.

Wal-Mart's strengths and weaknesses regarding compensation

The company has been underpaying its employees. This leads to demoralization of employees.

Directions to a Successful Employee Compensation Plans

So as to have a successful compensation plan the following objectives must be met by the company in coming up with the compensation plan:

Overpayment of employees

The company should aim at not overpaying its employees a dime. The company should not waste its profits in paying its employees. The company must find out how much other companies are paying employees of the same job descriptions. It must compare payment plans with its competitors so as to ensure they are paying the company. Overpaying a certain employee who might be viewed as the �star� employee does not benefit the company in any way. This is because companies are not run by individuals but they are run by teams. Therefore it would not be advantageous to overpay one employee.

The Cost of Overpaying in Employee Compensation Plans

By taking a simple example so as to illustrate the cost of overpaying employee for example assume your company has 500 employees. The company�s revenues are $100,000,000 a year and profits are $1,000,000. If the company decides to give all of its employees a raise on January 1st and the company ends up overpaying everyone by only $1,000.

Then simple math dictates that a $1,000 x 1,000 employee is the company�s entire profit. The company should endeavor to get its compensation data from a reliable source, like Payscale.com,

Retention of critical employees

The company should aim at retaining its critical employees when retrenching employees. The most important and most productive employees should be retained so as to safeguard the company�s productivity. Most companies often emit the fact of retaining the most important employees in most of their compensation plans. The company should first recognize and determine its critical employees. Some employees in a company are crucial to the overall productivity of the company. Without them the company may suffer in losses since they act as the bond between other employees and without them other employees don�t work to their maximum potential.

Designing of a Compensation Plan

There are three important steps in coming up with a compensation plan. These are discussed below:

The company must determine the market compensation rate. The company must carry out a survey of what rival and like companies are paying in terms of compensations. The company must understand and compare an employee�s work output to the market and determine whether the employee is crucial to the company. The company should peg employee compensation with their work output and it must be relative to the market. This can be done with the use of a simple concept so as to motivate employees. The company should adopt this concept shown below:

High pay + Low employee productivity = No raise

Low pay + High employee Productivity = Big raise

Job After Campus

I would wish to work as a sales director, marketing director or accountant when I finish with my studies. I would wish to work in the United States, in the United Kingdom or in Japan as an expatriate. An expatriate can be defined as an employee of an organization who is a citizen of the company�s base country but does not work in his or her native country. Taking into consideration that my expatriate's pay would include housing, healthcare, transportation, allowances and premiums, my pay would differ from the pay of a Japanese and United Kingdom nationals of the same age and the same position. This is because there are elements that are tied to an expatriates pay. This has been discussed below.

After moving from the US to Japan or the United Kingdom I would need most of new things. These include furniture, the company must cater for me to learn the new language in for example Japan and also I must learn the Japanese culture. The company has to cater for all this and it can be done through my salary. I will also need to find a school for my children if he is taking them with him plus the company must cater for spousal employee assistance. All these extra charges and bonuses can be subdivided into four parts salary, taxes, housing and allowances.

Salary

My base salary as an expatriate will be inclusive of incentives. An incentive is important since I am required to move from my country to a foreign country. Incentives can be an additional payment (or other remuneration) as a means to get me to move to Japan. It also acts as a positive motivational influence. My base salary is determined by evaluating the same job in my home country. Thus my salary will not be determined by the Japanese system, it will be determined by the salary of my home country. In a bid not to disrupt my work output the company will have to maintain my living standards. Since the economy of Japan is not the same as the American economy it would result in hefty packages paid out to me by the company.

Taxes

Income earned as an expatriate will have two sources of tax. I will be taxed by the American government and also by the Japanese government or the United Kingdom government. My pay will be subject to taxation in the host country and back home unlike a Japanese or an employee of the same age who is being taxed only by the Japanese government.

House allowance

The company will be forced to pay house allowances or provide company owned housing for me when working as an expatriate. The company will be forced to maintain my standard of living. Therefore this means my allowance may increase since the cost of housing in other countries is higher than America.

Differences in payment systems

I have looked into the difference between the Japanese and American payment systems. These differences are discussed below. The Japanese national pay system is different from the American system of payment the Japanese system of pay looks mostly at the talent of the employee, his seniority at the organization. It is not pegged on employee performance alone. Its job promotions are majorly decided upon the trainability of an employee. The system focuses on long term commitment to the company. The companies in Japan have long term focus.

The US system has short term focus and goals and a performance that is geared towards market dynamics. Performances dynamics in Japan are not market controlled but are based on the internal organization of the company. In Japan cash flow is controlled with financial bonuses while in the US cost control of the company varies with performance of employees. There are no bonuses in the US system. In Japan as discussed earlier the pay of an employee is based on ones position in the company, ability, talent and their age.

In the US pay is based on the type of work that the employee does. The Japanese system has very many levels in their organizations. It has a number of ranks at the work place while the us based system has a few ranks and larger pay differences from the least paid to the most paid. In Japan the difference between the highest and lowest paid is minimal. In Japan the system is such that companies compare pay of similar employees from their competitors and base the pay of their employees on the pay of their competitors. This could be geared towards the retention of talent in the company. In the US the competitor�s pay does not determine an employees pay.

An employee�s pay is determined by market dynamics and the employee�s performance at the company. In Japan the when it comes to bonuses they are constant at lower levels and vary only at the higher levels. Promotion is based on the performance of an employee. The main disadvantage of promotions in Japan is the number of levels. Promotion involves a small pay increase. In the US system employee bonuses are not constant. Bonuses are varying and depend on the employee�s performance and pay. Bonuses and performance appraisals decrease and increase depending on the employees and companies performance. The advantage of the Japanese system is that it supports commitment and job security. One is secure and happy at their work place. It is also advantageous since it has long term objectives and goals.

The advantage of the US system is that it supports performance of employees. It is market driven therefore organizations can be flexible and are consumer driven. Focus on the market has great profits. The disadvantage of the Japanese system is that it discourages employee contribution and it discourages the lower level employees of the organization. The US system lacks job security due to its short term goals. There is no reward in investing in long term goals.